PROMOTION POLICIES

INFLUENCE
RECRUITMENT
 ?
?
WHAT IS
RECRUITMENT ?
RECRUITMENT

Recruitment is a process of identifying, screening, shortlisting

and hiring potential resource for filling up the vacant positions
in an organization. It is a core function of Human Resource
Management.
RECRUITMENT Recruitment is the process of choosing the right
person for the right position and at the right time.

Recruitment also refers to the process of attracting,

selecting, and appointing potential candidates to
meet the organization’s resource requirements.
RECRUITMENT

It is also said that Recruitment or the process of

recruiting is a competitive advantage that is the
foundation of innovation, productivity, reputation,
and commercial results.
? ? ?
WHAT DOES
PROMOTION
?
? POLICY
MEANS
?
? ? ? ? ?
PROMOTION POLICY

It is a set of rules and guidelines set forth by a

company or organization that outlines how employees
are to interact with potential customers in the promotion
of a good or a service.
PROMOTION POLICY

It helps the company to keep control of the message it

is sending about the good or service as well as to
dictate appropriate actions that employees can take
when dealing with outside personnel.
PROMOTION POLICY

This sort of policy details required qualifications for

each job at the company and explains how employees
can get promotions. Most policies consider an
employee’s merit.
? ?
HOW DOES
PROMOTION
?
?
? AFFECT ?
?
RECRUITMENT

? ? ? ?
  According to a survey, there are a very few
organizations, which explicitly announce their
HOW DOES job promotion policy and criteria among
PROMOTION employees.
AFFECT
RECRUITME  A well prepared and communicated

NT promotion policy sets the tone for the

employees.
 The Role of
Recruitment Agencies
? ?
WHAT IS
?
?
? RECRUITMENT ?
AGENCY?

? ? ? ? ?
RECRUITMENT AGENCY

 Recruitment agencies are outside firms who go and find

candidates for employers.

 Do not confuse recruitment agencies with employment agencies.

The main difference lies in who ends up being your employer.
 If you get a job
If you get a job through an
through a employment agency,
recruitment agency, you become an
you become an employee of the
employee of the employment
employer. agency.
? ? ?
Why Do Employers
?
? Use Recruitment
Agencies?
?
? ? ? ? ?
 Why Do Employers Use Recruitment
Agencies?

 Recruiting people takes a huge amount of time, and for many firms it is
a real struggle to find enough time to do it well.

 Recruitment is also very much a numbers game: an employer often has

to look at a lot of applications before he finds the right person for the
role. That might sound a bit horrible and impersonal, and it is, but it’s
also how it is.
 Why Do Employers Use Recruitment
Agencies?

 Recruitment agencies fill a specific need. Employers need the right

people to apply for their jobs, but often they don’t have the time to go
and find these people themselves. They use recruitment agencies to do
this for them, so that the employer can spend more of their time
interviewing applicants.
 Why Do Employers Use Recruitment
Agencies?

 Agencies are a major and important part of recruiting for the computing
industry in the UK. You will probably find at least one of your first
three jobs in the industry through a recruitment agency.
? ? ?
HOW DO THEY
?
? WORK? ?
? ? ? ? ?
 HOW DO THEY WORK?

 Agencies get lists of vacancies from employers, and then they place
adverts on internet job boards, and sometimes in other places too. They
are also always on the lookout for new curriculum vitae being uploaded
to the internet job boards.
RECRUITMENT
METHODS
RECRUITMENT METHODS

Methods of recruitment are different from the sources of

recruitment. Sources are the locations where prospective
employees are available. On the other hand, methods are
way of establishing links with the prospective
employees.
Different Methods of Human Resource
Recruitment
  This is the process by which internal recruitment is
accomplished.

JOB  Every time a position becomes available, It is

posted in the company bulletin board for the

POSTIN information of all interested parties.

G  Qualified employees are given preference for

promotion or transfer to another section
 Promoting or transferring employees from
within offers the following advantages:

A. It creates an opening for a lower easy-to-fill position

B.The morale of the employee is boosted

C. Hidden talent may be uncovered and utilized

D. It saves considerable time and money

E. Employees are already familiar with company policy and the job itself and
therefore less adjustment is necessary.
 REASONS FOR SOME
COMPANIES FOR NOT
RESORTING TO JOB POSTING
 REASONS
FOR SOME 1. Supervisors and Managers want to
COMPANIE promote someone from their
S FOR NOT department whom they have
RESORTIN groomed for the position.
G TO JOB
POSTING
 REASONS 2. Some management members may
FOR SOME be upset with employees who
COMPANIE apply for jobs outside their
S FOR NOT department and tend to take such a
RESORTIN move personally.
G TO JOB
POSTING
 REASONS
FOR SOME
3. Loosing an employee to job
COMPANIE
posting may mean having to wait
S FOR NOT
for a replacement that may not be
RESORTIN
as good.
G TO JOB
POSTING
 REASONS
FOR SOME
4. Some companies believe that is
COMPANIE
better to bring new blood rather
S FOR NOT
than recycle existing ones.
RESORTIN
G TO JOB
POSTING
  This method of recruitment is found to be
effective in local situations. The
WORD-
 It is one of the least expensive recruitment
systems.
OF-
MOUTH
System
 PRECAUTIONARY
MEASURES THAT SHOULD BE
OBSERVED WHEN USING WORD-
OF-MOUTH SYSTEM
 PRECAUTIONARY

1. Regionalism may dominate MEASURES

THAT
over the company employees. SHOULD BE
OBSERVED
WHEN USING
WORD-OF-
MOUTH
 PRECAUTIONARY
2. Pulling of strings and the
"padrino" system may prevail in MEASURES
the hiring of employees that
THAT
SHOULD BE
discriminate against other
OBSERVED
applicants who may be more WHEN USING
qualified. WORD-OF-
MOUTH
  One popular and effective means of

A D V E RT I S I soliciting applicants is advertising it

NG through the media, like newspapers,

M E DIA
magazines, radio, or television.
 GUIDELINES IN
ADVERTISEMENT
 1. For special skills, the advertisement
must clearly stipulate the skills

GUIDELINE required.

S IN
ADVERTISEME 2. In scouting for talent, the wording of
NT the ad should be specific.
 3. For applicants who want to know all
about specifics, the ad must contain the
duties and responsibilities of the position.
GUIDELINE
4. Include the details where the applicants
S IN
should send the resume or bio-data or
ADVERTISEME
NT where to apply personally of required.
 5. Be direct and straight-forward in
wording the ad.
GUIDELINE
S IN 6. Avoid cute and unprofessional
ADVERTISEME phrases as it may reflect on the
NT
image of the organization.
 7. Hire an advertising agency if you
are not sure of what to put in the ad.

GUIDELINE 8.  For hiring of executive positions,

S IN the services of a consultancy agency
ADVERTISEME may be employed.
NT
? ?
What are
?
?
? blind ads? ?
? ? ? ? ?
Blind ads

These are ads that do not reveal the identity of the

company, instead they give a number where the resume
or pertinent papers will be forwarded.
DISADVANTAGES
OF ADVERTISING
MEDIA
1. There might be a limited number
of applicants for the "hard to fill DISADVANTAGES

positions" where you want

interested applicants to OF
immediately get in touch with you. ADVERTISIN
G MEDIA
 DISADVANTAGES
2.  Blind ads discourage some
applicants to apply, as it may be
the same company they are OF
working with. ADVERTISIN
G MEDIA
 DISADVANTAGES
3. Some applicants may have applied
for the same position not too long
ago and it is a waste of time. OF
ADVERTISIN
G MEDIA
 These unsolicited applicants could be
WA L K - I N S
a possible source of outstanding
&
employees. UNSOLICIT
ED
APPLICAN
TS
 The following guidelines may be put into
advantage for Walk In or Call In applicants:

1. Applications should be categorized into different skills or qualifications.

2. A day of the week must be scheduled for the interview of the applicants.

3. Unsolicited applications can also be reviewed with the list of openings in mind.
   College are undisputable sources of talent for an
organization to tap.

 Recent graduates are considered highly desirable

CAMPUS / for companies to select, groom and develop

UNIVERSIT recruits from top schools in the country.

Y  ¤ This requires careful planning and preparation.

RECRUITME
NT
 The job fair and open house are popularly
increasing as recruitment sources. The
organizational representatives of the company J O B FA I R
gather and interview several applicants over a & OPEN
period of one or two days in some specifies
HOUSE
fields.
  The job fair and open house are popularly
increasing as recruitment sources. The
organizational representatives of the company
gather and interview several applicants over a
J O B FA I R
period of one or two days in some specifies
fields. & OPEN
HOUSE
 ¤ Brief interviews are conducted during the job
fair.
  Some local government units have
GOVERNM their placement offices look for
ENT possible employment for their

AGENCIE constituents.

S
 Radio and television are now used as
mediums for manpower recruitment. Since
the coverage of the advertisement is of great
magnitude, more qualified applicants can be RADIO
reached and could even tempt other
&
applicants who are not actually looking for
jobs
TELEVISI
ON
ADVANTAGES
OF RADIO &
TELEVISION
 1. It is very costly, as the message has
to be repeated to get the target
ADVANTAGES audience.
OF RADIO
2. The message must be convincing
&
and should be done by a
TELEVISIO
professional.
N
 3. The message on radio and television
should be sincere and pleasing.

GUIDELINE 4. The name of the company must be

repeated including the telephone number
S IN
so that the audience can remember where
ADVERTISEME
NT to contact the company.
  The internet could become another
source of employment opportunities.

INTERN Company profiles and job placements

could eventually come into the
ET internet.
ADVANTAGES
OF INTERNET
1. Application letters or resumes
ADVANTAGES
could immediately be sent to the
company.
OF
INTERNET
2.  Immediate answers could be
ADVANTAGES
available through e-mail.

OF
INTERNET
3. Other necessary information
could be available from the ADVANTAGES
applicants.
OF
INTERNET
4.  Immediate needs of the company
ADVANTAGES
on manpower requirements could
be answered in a short time.
OF
INTERNET
5. They are less costly and get ADVANTAGES
immediate response.
OF
INTERNET