Professional Documents
Culture Documents
The Recruitment & Selection Process Planning & Forecasting The Need for Effective Recruiting Internal Sources of Candidates Outside Sources of Candidates Recruiting a More Diverse Workforce Developing and Using Application Forms
2. Build a pool of candidates for these jobs, by recruiting internal or external candidates.
3. Have candidates complete application forms. 4. Use selection tools to identify candidates. 5. Decide who to make an offer to, by having supervisor interview the candidates.
Employment planning and forecasting Recruiting build a pool of candidates
Candidates Candidates become employee
2. Forecasting
a. Forecasting Personnel Needs - Trend Analysis - Ratio Analysis - The Scatter Plot b. Forecasting the Supply of Inside Candidates - Manual system and replacement charts - Computerized Skills Inventories - Keeping the Information private c. Forecasting the Supply of Outside Candidates
1. Recruiting is Important 2. Effective Recruiting = Challenge 3. Organizing How You Recruit - The Supervisors Role 4. The Recruiting Yield Pyramid The Need for Effective Recruiting
New Hires
1200
Pros
- No substitutes for knowing a candidates strengths and weakness, as you should after working with them for some time - Current employees may also be more commited to the company - Current employees Morale may rise - Require less orientation and training than outsiders
Cons
- Employees may become discontented - Too often internal recruiting is something waste of time - Inbreeding is another potential drawback
Rehiring
Pros - Former employees are known quantities - Familiar with how you do things Cons - Former employees may return with less than positive attitudes - May signal current employees that the best way to get ahead is to leave company
Succession Planning
Three steps of succession planning : - Identifying key needs - Creating and assessing candidates - Selecting who will fill the position
Advertising
- The media - Constructing the Advertising Guide with AIDA : Attention, Interest, Desire, Action - Employment Ads and Image
Employment Agencies
1. Public Agencies 2. Agencies Associated with non-profit Organization 3. Privately Owned Agencies
Employment Agencies
Pros
More Productive
Cons
Costly
Alternative Staffing
Temporary employees are examples of alternative staffing.
Cons
- Dont really understand what firms wants
Executive Recruiter
Guidelines
- Make sure the Firm is capable - Meet the individual who will actually handle your assignment - Ask how much the firm charges, get the agreement in writing
- Make sure the recruiter and you see eye to eye on what sort of person you
need for the position - Never rely solely on the executive recruiter to do all the reference checking
College Recruiting
Sending an employees representatives to collage to prescreen applicants. - On-Campus
& Cons
- Walk-ins Telecommuters
uses at-home agent or domestic people to help the firms
Military Personnel
Provide an excellent source of trained recruiters
1. Single Parents
2. Older Workers
3. Recruiting Minorities - Understand - Plan - Implement 4. Welfare-to-Work 5. The Disabled
Application Guidelines Reviewing the completed form Application Forms and EEO Law
1. Education 2. Arrest Record 3. Notify in case of emergency 4. Membership in organizations 5. Physical handicaps 6. Marital Status 7. Housing
- Two-Stage
Mandatory Arbitration
Terimakasih