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A strategic process that connects candidates who need what you have to offer and who possess the skills and aptitude to accomplish your goals and objectives. A sloppy recruitment can result in untold costs to the corporation. The risk in recruiting the suitable applicants poses a challenge to human resource professional.
DEFINITION OF TERMS In trying to attract and hire best qualified candidates. the whole activity is usually called Recruitment. Selection and Placement. Recruitment • The process of identifying that the organization needs to employ someone up to the point at which application forms have arrive at the organization. .
Placement – The actual hiring which includes orientation and the acculturation process. . knowledge and attitudes required to help the organization to achieve its objectives. Training – Consists of a range of processes involved in making sure that job holders have the right skills.Selection – Consists of the processes involved in choosing from applicants a suitable candidate to fill a post.
ADOPTING A RECRUITMENT POLICY The policy should be directed to the following objectives: 1. speed. 2. Conduct a wide and extensive search of the potential position candidates. Recruit staff who are compatible with the style of management and the culture of your company. Handle applicants with due diligence. and courtesy. 3. . Hire the right person. 4.
Hire from within and develop existing employees to qualify them for consideration for promotion. Place individuals in positions with responsibilities and train them to enhance their career and personal development.5. . 6. Make sure that no false or exaggerated claims are made in recruitment announcements or help wanted advertisements. and 7.
Advantages of Internal Recruitment: 1.Notes On The Policy Of Attracting Internal Versus External Applicants Recruitment may be sourced internally or externally. It is usually cheaper in terms of starting pay and faster to fill up internal vacancies . Each option has its own advantages and disadvantages.
2. . it acts as an incentive to all staff to work harder within the organization. It improves employee’s morale. It has potential then for a better success rate since the track record of the employee is known. From the company’s point of view. 3. the strengths and weaknesses of an insider will have been assessed. 4. Savings can be made since individuals with inside knowledge of how a business operates will need shorter periods of training and time for “fitting in”.
. 7) Keeps proprietary and industry knowledge inside the organization. 6) The organization is unlikely to be disrupted by someone used to working with others in the company.5) Internal employees are already attuned to culture of the organization.
The management will have to replace the person who has been promoted. Promoting from within may upset some inside the company thereby lowering the morale of those not selected for the position. 2.Disadvantages: 1. creating a ripple effect-more job openings occur as employees are moved about. .
3) Deprives the company from getting fresh views and new ways of doing things. 4) Creates negative internal competition for the position. 5) An insider may be less likely to make essential criticisms to get the company working more effectively. .
and provides the opportunity to bring new experience and ideas into the organization.Advantages of External Recruitment 1. 2. enhancing creativity and innovation. Enables the organization to hire people with knowledge of competitors’ secret – an easy through arguably dubious way of conducting competitive intelligence gathering. . Brings in an opportunity to acquire new skills and competencies not found in the organization. Draws upon a wider range of talent. 3.
2. . Usually more costly to hire somebody from outside.Disadvantages: 1. The outsider does not fit into the organization’s culture.
Some risks in failure.3. 5. Takes a longer time to get acclimated to the job and to the organization’s culture. an employee could be less effective in actual job than what appears on paper application and interview. 4.e. May demoralize employees who did not get the promotion and adversely affect their commitment levels.. . i.
or is discharged from the service. retires. . (b) When a new position is created as a result of expansion. restructuring or reorganization.STAGES OF RECRUITMENT There are several stages in recruitment. dies. Determine Whether A Vacancy Exists A vacancy may occur in two ways: (a) When an employee resigns. 1.
job evaluation process. For recruitment. for training programs where training is focused on the key elements of a job and how employees can perform better in their jobs b. . Person specification goes beyond a mere job description. In addition.2. it highlights the mental and physical attributes required of the job holder.) Prepared Job Description and Person Specification Purposes of job description: a. In performance management process where an employee’s performance is measured against the requirements of the job set out in the job description.
d. Headhunters . b. Common Media Announcement Bulletin Boards Word of mouth Professional journals Employment agencies. e. c. a.3) Media announcement Depending upon the size of the company. budgetary constraints. the importance of the position. the urgency.
) Short listing -Separating chaff from wheat.) Managing the response 5. .f) g) h) i) j) Campus recruitment Website job market Job fairs Newspaper advertisement Summer cadre training 4.
6. Develop the interview schedule and confirm with all individuals who will be involved in the interview process. Asking candidates to come on time and making them wait for the interviewers create a negative image to the company. Arrange and confirm dates and times with candidates. Provide a final copy of the schedule dates and time to all interviewers. . b.) Arrange interviews a.
c) Provide interviews with a job description and person specification of the job. d) Ensure that all interviewers are trained in the techniques of the interview. f) Conducting the interview. e) Develop an evaluation tool for all interviewers to use upon completion of interview.) Conduct the interviews . 7.
8. -Important aspect in hiring new-employees.) Reference/Background checks -Should be made only for those candidates who have advanced in the final stage. . -One of the most crucial but often neglected steps in the recruitment process.
9. c. Starting pay.) Decision to hire 10.) Offer to hire a. d. Salary progression Starting date Tenure of the contract Benefits Any other points of negotiation . b. e.
-Questions about industry experience will never be a part of competency interview. knowledge.11. -A personal Characteristics (skill. traits.) Competency frame work -Competency based interview is an emerging trend used specially when interviewing college graduates who have no experience in actual job. or competency based. values). . -Referred to a situational. behavioral. -Give insights to individual preferred style of working.
function. Responsibility . Key competencies a. responsibilities of the job whereas job competencies are a list of the abilities needed to conduct those task or functions.Difference of Job competencies and Job description Job description is a list of the task. Teamwork b.
c) d) e) f) g) h) i) j) k) l) Commitment to career Commercial awareness Career motivation Decision making Leadership Trustworthiness and ethics Results orientation Communication Problem solving Organization .
-Develop several approaches or solution to a problem. .Person demonstrating competency would probably be able to: -Challenge current procedures to develop other alternatives -Seek ways to improve all aspects of the job. -Brainstorming to develop suggestions and new ideas.
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