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RECRUITMENT.pptHRM recruitment hrm recruitment
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- 2. Introduction • Recruiting • Oncean organization identifies its human resource needs through employment planning, it can begin the process of recruiting potential candidates for actual or anticipated organizational vacancies.
- 3. Introduction • Recruiting bringstogether those with jobs to fill and those seeking jobs.
- 4. Definitions of Recruitment •Edwin B Flippo, “Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization.” • Dale S Bleach, Recruitment is the development and maintenance of adequate manpower resources. It involves the creation of a pool of available labour upon whom the organization can draw when it needs additional employees.” • Mamoria, “ Recruitment is discovering of potential applicants for actual or anticipated organizational vacancies.”
- 5. Objectives of Recruitment •To determine the present and future requirements along with HR Planning and job analysis. • Increase the pool of job candidates at minimum cost. • Help increase success rate of selection rate of selection process by reducing number of under-qualified or over-qualified applications.
- 6. Recruiting Goals • Toprovide information that will attract a significant pool of qualified candidates and discourage unqualified ones from applying.
- 7. Recruiting Goals • Factorsthat affect recruiting efforts – Organizational size – Employment conditions in the area – Working conditions, salary and benefits offered – Organizational growth or decline
- 8. Recruiting Sources • Sourcesshould match the position to be filled. • The Internet is providing many new opportunities to recruit and causing companies to revisit past recruiting practices. • Sources: – Internal Searches – Employee Referrals/ Recommendations – External Searches – Alternatives
- 9. Recruiting Sources The internalsearch • Organizations that promote from within identify current employees for job openings: – by having individuals bid for jobs – by using their HR management system – by utilizing employee referrals
- 10. Recruiting Sources The internalsearch • Advantages of promoting from within include – good public relations – morale building – encouragement of ambitious employees and members of protected groups – availability of information on existing employee performance – cost-savings – internal candidates’ knowledge of the organization – the opportunity to develop mid- and top-level managers
- 11. Recruiting Sources The internalsearch • Disadvantages include: – possible inferiority of internal candidates – infighting and morale problems – potential inbreeding
- 12. Recruiting Sources Employee referrals/recommendations •Current employees can be asked to recommend recruits. • Advantages include: – the employee’s motivation to make a good recommendation – the availability of accurate job information for the recruit – Employee referrals tend to be more acceptable applicants, to be more likely to accept an offer and to have a higher survival rate.
- 13. Recruiting Sources Employee referrals/recommendations • Disadvantagesinclude: – the possibility of friendship being confused with job performance – the potential for nepotism – the potential for adverse impact
- 14. Recruiting Sources External searches •Advertisements: Must decide type and location of ad, depending on job; decide whether to focus on job (job description) or on applicant (job specification). • Three factors influence the response rate: – identification of the organization – labor market conditions – the degree to which specific requirements are listed. • Blind box ads don’t identify the organization.
- 15. Recruiting Sources External searches •Employment agencies: – Public or state employment services focus on helping unemployed individuals with lower skill levels to find jobs. – Private employment agencies provide more comprehensive services and are perceived to offer positions and applicants of a higher caliber. • Fees may be paid by employer, employee or both.
- 16. Recruiting Sources External searches •Employment agencies: • Management consulting, executive search or headhunter firms specialize in executive placement and hard-to-fill positions. – Charge employers up to 35% of the first year salary – Have nationwide contacts – Do thorough investigations of candidates
- 17. Recruiting Sources External searches •Schools, colleges, and universities: – May provide entry-level or experienced workers through their placement services. – May also help companies establish cooperative education assignments and internships.
- 18. Recruiting Sources External searches •Professional organizations: – Publish rosters of vacancies – Placement services at meetings – Control the supply of prospective applicants • Professional organizations also include labor unions.
- 19. Recruiting Sources External searches •Unsolicited applicants (Walk- ins): May provide a stockpile of prospective applicants if there are no current openings. • Cyberspace Recruiting: Nearly four out of five companies use the Internet to recruit employees. Commercial job-posting services continue to grow.
- 20. Recruiting Sources Recruitment alternatives •Temporary help services. – Temporary employees help organizations meet short- term fluctuations in HRM needs. – Older workers can also provide high quality temporary help. • Employee leasing. – Trained workers are employed by a leasing company, which provides them to employers when needed for a flat fee. – Typically remain with an organization for longer periods of time.
- 21. Recruiting Sources Recruitment alternatives •Independent contractors – Do specific work either on or off the company’s premises. – Costs of regular employees (i.e. taxes and benefits costs) are not incurred.
- 22. Meeting the Organization •View getting a job as your job at the moment. • Preparing Your Resume – Use quality paper and easy to read type. – Proofread carefully. – Include volunteer experience. – Use typical job description phraseology. – Use a cover letter to highlight your greatest strengths. • Don’t forget about networking as an excellent way of gaining access to an organization.
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- 24. Recruitment Policy ofa Company • Components of Recruitment Policy • The general recruitment policies and terms of the organization • Recruitment services of consultants • Recruitment of temporary employees • Unique recruitment situations • The selection process • The job descriptions • The terms and conditions of the employment
- 25. Recent Trends inRecruitment • E.Recruitment • POACHING/RAIDING • Outsourcing
- 26. Factors Affecting Recruitment FactorsAffecting Recruitment
- 27. Advantages of Recruitment •Good employees have a higher retention rate • High performing employees provide superior client service generating higher client satisfaction • More capable employees are confident and able to cope with multiple tasks and adapt more quickly to new roles. • Capable employees work well in a team and need less attention from management. Once they commence work they will require fewer hours of hands-on supervision. • High performing employees will be interested in ongoing learning and self development • Good employees will most likely have more and better ideas that improve productivity and work practices • Good employees can inspire and develop other staff