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RECRUITING HUMAN

RESOURCES
Personnel Policies
Recruitment Sources
Recruiter Traits and Behaviors

PERSONNEL POLICIES

WHAT ARE PERSONNEL POLICIES?


Personnel policiesdefine the treatment, rights,
obligations, and relations of people in an
organization. They are the blueprints by which the
organization runs--the rules and procedures that
protect workers (and the organization) from being
abused, put them in control of their jobs, and keep
them from making errors that will hurt the
organization or one another.

WHAT DO PERSONNEL
POLICIES LOOK LIKE?
Personnel policies should be written in clear,
understandable language, so that everyone knows
exactly what they mean and as little as possible is
left open to interpretation. In many organizations,
employees are either given their own copy, or are
encouraged to read the policies in some easily
available form (e.g., online at the organization's
website, printed and kept in an easily accessible
location). It is extremely important that everyone in
the organization be reasonably familiar with these
policies, and that they always be readily available to
any employee.
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WHAT DO PERSONNEL
POLICIES INCLUDE?
Personnel policies may differ significantly from
organization to organization, but they must contain
instructions and rules for dealing with issues and
overcoming obstacles that may present themselves
both during normal working days and under
extraordinary circumstances. They touch on
relationships (staff/staff, staff/administration, etc.),
expectations (hours worked, schedules, what
defines the work of a position), and ways of doing
things (who gets to use what equipment when, how
to arrange a sick day) that affect employees' lives
and the running of the organization. 5

General Policieshave to do with the basic structure,


philosophy, and rules of the organization. They deal with
issues ranging from equal opportunity in hiring and
advancement to conflicts of interest, sexual harassment,
alcohol in the workplace, and Internet usage.
Hiring and Employment Status Policiesinvolve the worker's
employment relationship with the organization -- hiring,
firing, and everything in between. Here is where pay scale,
title, promotions, and performance reviews are laid out.
These policies also cover benefits, employees' rights, and
reasons for termination.
Everyday Procedural Policiesdeal with issues that affect the
everyday life of the worker and the day to day operation of
the organization. They generally include the hours
employees are required to be at work, how workers should
dress, when they get paid, and issues of security, as well as
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guidelines for how things are done in the organization.

IN SUMMARY
Personnel policies govern the ways in which staff
members interact with an organization and with one
another. They protect both workers and the
organization, and set the tone for what it's like to
work in a particular place. How well personnel
policies are written can make or break the work
experience for everyone involved. The clearer those
policies are, the more closely they are tied to the
philosophy and mission of the organization, the
more carefully they are drawn, and the more directly
they address the situations they are meant to
govern, the more effective they will be.7

RECRUITMENT SOURCES

Difference between Recruitment


Methods and Recruitment Sources

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INTERNAL SOURCE
Transfers - the employees are transferred from one
department to another according to their efficiency and
experience.
Promotions (through Internal Job Postings) - to give a
higher position, status, salary and responsibility to the
employee. So, the vacancy can be filled by promoting a
suitable candidate from the same organization.
Internal Advertisements- here, the vacancy is advertised
within the organization. The existing employees are asked
to apply for the vacancy. Recruitment is done from within
the organization.
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Re-employment of ex-employees -Re-employment of exemployees is one of the internal sources of recruitment in


which employees can be invited and appointed to fill
vacancies in the concern.
Retired Managers or Retrenched employees - Sometimes,
retired managers may be recalled for a short period. This is
done when the organization cannot find a suitable candidate
or theres an increase in load of work.
Recall from Long Leave- The organization may recall a
manager who has gone on a long leave. This is done when
the organization faces a problem which can only be solved
by that particular manager. After he solves the problem, his
leave is extended.
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Dependents of Deceased, Disabled, retired and


present employees - Some organizations
function with a view to developing the
commitment and loyalty of not only the
employee but also his family members.

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EXTERNAL SOURCES
Walk In: The busy organization and rapid changing
companies do not find time to perform various
functions of recruitment. Therefore they advise the
potential candidates to attend for an interview
directly and without a prior application on a specified
date, time and at a specified place.
Recommendations: The organization may recruit
candidates based on the recommendations received
from existing managers or from sister companies.
Current employees may also refer their friends and
relatives for a position in the organization.
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Advertisement - the most popular source of recruitment, the


Personnel department of a company advertises the vacancy in
newspapers, the internet, television, etc. It gives information
about the company, the job and the required qualities of the
candidate. It invites applications from suitable candidates.
The biggest advantage of advertisement is that it covers a
wide area of market and scattered applicants can get
information from advertisements.
Campus Recruitment - the organization conducts interviews in
certain educational institutions. Final year students, who're
soon to graduate, are interviewed. Suitable candidates are
selected by the organization based on their academic record,
communication skills, intelligence, etc. It is used for recruiting
qualified, trained but inexperienced candidates.
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Deputation Personnel- The organization may also recruit


candidates who are sent on deputation by the
Government or Financial institutions or by holding or
subsidiary companies.
Private Employment Agencies/Consultants - employment
agencies or consultants which perform recruitment and
employment of people on behalf of a client company by
charging fees.
E-recruitment - The technological revolution in
telecommunications helped the organizations to use
internet as a source of recruitment. Organizations
advertise the job vacancies through the world wide web.
The job seekers send their applications through e-mail
using the internet.
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RECRUITER TRAITS AND


BEHAVIORS

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RECRUITER TRAITS
Strong sales skills: Not only do recruiters need to sell
their clients (internal or external), but they need to sell
candidates on opportunities and be able to articulate
why company X is an employer of choice and why a
particular opportunity is not just a great opportunity, but
how it is the opportunity of a lifetime.
Ability to cultivate and build relationships: anyone can
pull a name out of a database and place a call. Its
another thing to actually cultivate and build
relationships with the candidates we recruit.
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Hunters mentality: There are so many ways to source for


talent these days. There is an abundance of sites,
networks, tools, and platforms all built in some fashion to
make a recruiters life easier. But it is how each recruiter
uses these tools that will make the difference.
Big-picture thinking: Keeping an eye on future tools,
technology, and best practices and knowing what is
coming down the pipeline will keep your company well
versed and competitive in a tough talent market.
Strong follow-up skills: Provide timely and accurate followup with candidates and internal customers
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Listening: Anyone else ever had the recruiter-talk-yourear-off presentation about how great they are, the
database they have access to, successful placements,
etc.
Consultative in nature: Recruiting is a science and there
are methods and processes.
Personable and approachable:

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SELECTING EMPLOYEES AND


PLACEMENT IN JOBS
Selection Process
Job Applications and Resumes
Employment Tests and Interviews
Selection Decision

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SELECTION PROCESS

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IMPORTANCE OF TESTING
AND SELECTING EMPLOYEES
It results in improved employee and organizational
performance
Your own performance always depends on
subordinates
Can reduce dysfunctional behaviors at work
Effective screening helps reduce costs in the long run
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Job Analysis
Use of Selection
Methods to
Process Job
Applicants

Assessment of
the Reliability
and Validity of
Selection
Methods

Identification
of KSAs or Job
Requirements

Identification of
Selection
Methods to
Assess KSAs
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THE SELECTION PROCESS


1.Job Analysis - a systematic study of job content in order to determine
the major duties and responsibilities of the job
2.Identification of KSAs or Job Requirements - the organization
identifies the knowledge, skills and abilities necessary to perform the job
3.Identification of Selection Methods to Assess KSAs - must be able
to determine the degree to which job applicants possess them
4.Assessment of the Reliability and Validity of Selection Methods the organization should be sure that the selection methods they use are
reliable and valid
5.Use of Selection Methods to Process Job Applicants - the
organization should use its selection methods to make selection decisions
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SELECTION METHODS

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SELECTION METHODS STANDARDS


FOR EVALUATION PURPOSES
1.Reliability - the degree to which a measure of physical or cognitive
abilities, or traits, is free from random error
2.Validity - extent to which a performance measure assesses all the
relevantand only the relevantaspects of job performance
3.Generalizability - degree to which the validity of a selection method
established in one context extends to other contexts
4.Utility - degree to which the information provided by selection methods
enhances the effectiveness of selecting personnel in organizations
5.Legality - all selection methods must conform to existing laws and legal
precedents
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Drug
Tests
Interviews

References
and
Biographical
Data

HR

Work
Samples

Physical
Ability
Tests
Cognitive
Ability
Tests
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JOB APPLICATIONS AND


RESUMES

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WHAT IS A JOB APPLICATION?


It is a job or employment application form that
employers ask all applicant for a position to fill out.
Form of paper which indicates interest in a
particular place of employment or position within a
company.

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The job application is a legally defensible listing of


your job applicants employment history,
educational background, degrees, qualifications,
references, and more.
Unlike the resume and cover letter that are written
and formatted to highlight the applicants most
significant and impressive credentials, the job
application is a listing of questions that require
factual responses. Dates of employments, positions
held, names and contact information for
supervisors, dates of degrees, name, address, and
phone number are examples of facts. 31

Example of Job Application


Letter

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WHAT IS A RESUME?
A resume is a written compilation of your education,
work, experience, credentials, and accomplishments
and is used to apply for jobs.
A resume is typically sent with a cover letter that
provides additional information on your skills and
experience to apply for jobs
The purpose of a resume is to provide a summary of
your skills, abilities and accomplishments.
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EXAMPLE OF
A RESUME

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EMPLOYMENT TESTS AND


INTERVIEWS

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SELECTION DECISION

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