Recruitment

by : Soundouss Belekbir
Zineb El Akkati
Manal Nasihi
Mehdi Lyazidi
 Introduction

External recruiting is required to fill diverse jobs inside the firm, as redeploying current workforce through job
restructuring may not be sufficient. Human Resource Planning is succeeded by an external recruiting procedure. We can
understand the extent of external recruiting after adjusting internal personnel using HRP.
Recruitment, selection, induction, and placement are critical strategies for collecting and deploying human resources in a
company. While recruiting includes recruiting properly trained employees, selection helps in the choice of the right
individual for the right position. Induction and placement is the process of putting men in the correct positions. This
chapter focuses on these four important organizational activities
The traditional approach to personnel management was to guarantee that firms' regular human resource maintenance
functions were met. However, recent radical changes in human resource management have generated new areas for people
management by considering human resources as other significant resources (physical and financial) of an organization.
Human resources are the individuals who work for the organization.
Because of the rising importance of human resources, it is increasingly vital for all firms to maintain people while also
recruiting and selecting the greatest potential talents in the country.
Definition of recruitment function:

The process of identifying sources of manpower to satisfy the needs or the staffing schedule, as well as implementing
effective measures for attracting that manpower in sufficient numbers to permit the selection of an efficient work force.

Selecting the right employee is an important goal for the recruitment team and establishing the correct process can 
enhance the experience of the Candidate, Interviewer, Hiring Manager and the HR Department. It can also help increase the
effectiveness of your business.HR professionals should ensure that they follow the correct Recruitment and Selection
processes and attract the best workforce for their organization.
Definition of recruitment function:

Manpower planning and so also manpower forecasting of an organization depends on many

important factors
• Present nature of work
• Possible change in the future working of the organization
• the manpower records and information available in the orgnization for the present strength
• the diversification plans and programs of the organization
 Factors Influencing the
Recruitment

The organization needs to be updated with the

changes in market conditions as well as with the
changes taking place in the organization to
monitor the impact of such changes on the
business.
 internal recruitment

 Companies today use internal recruitment to 

fill roles in their business that are best suited to
having an insider’s view or knowledge, as well as
encourage loyalty and a sense of progress for
employees. Internal recruiting is an important
aspect of any business as it can save time, money
and resources when compared to recruiting
externally.
 Disadvantages:
Lack of fresh perspectives: one of the benefits of
external recruitment is hiring employees with
fresh ideas and perspectives that can result in new
insights for your company. By recruiting from
within you might miss out on these innovative
perspectives.
Workplace jealousy: humans are emotional
beings. Assuming you make a strong hire,
recruiting externally can help you avoid some of
the workplace jealousy that results when someone
loses out on a promotion that goes to a coworker.
Advantages :
Reduces training costs :  by leveraging employees that you already have,
you don’t need to train new employees. Even if new systems or other small
processes need to be taught, not having to go through the entire training
and (onboarding process) is a significant time and money saver.
Boost employee morale: everybody wants to feel like they matter in their
organization. Promoting from within and/or getting people into roles that
they are passionate about will boost both morale and your bottom line.
Reduce job posting and screening costs: by recruiting from within, you
cut the need to have the hiring manager or recruiter post/advertise jobs and
screen unqualified candidates.
Decrease employee turnover: in most cases, unplanned turnover is a
negative event in an organization. A high employee turnover rate can be a
sign that something is wrong in your company. By matching internal
candidates with roles that fit their passions and unique skill sets, you can 
increase the chance that they will stay with your company for the long
haul.
 Recruitment policy

A sound recruiting policy necessitates the use of a scientific recruitment process that employs modern and
scientific approaches. The significant cost of management turnover must also be included into recruitment
policies. It may be impossible for a firm to choose the appropriate candidate for the right job unless it sets a
suitable recruiting policy.
A sound recruitment policy, need to:

• Identify at the outset, the recruitment needs of the organization

• identify the preferred sources of recruitment
• Frame suitable criteria for selection and finally
• consider the cost of recruitment.
 
 
 
Sources of recruitment :
 Sources of recruitment :

Whenever a vacancy occurs in an organization, it is

usually filled. The procedure for selecting candidates and
placing them on a proper job falls under the purview of
recruitment in order to make them available to fill those
vacancies. Through recruitment, a group of candidates
who are interested in doing the job and are qualified to do
it is formed.
The eligible and suitable candidates required for a
particular job are available through various sources.
These sources can be divided into two categories :
 Internal sources :
• Promotions : The promotion policy is used as a
motivational tool for employees who work hard and
deliver good results. Promotion results in
enhancements in pay, position, responsibility and
authority. The terms, conditions, rules, and
regulations must all be clearly defined in order for
the promotion policy to be implemented.
• Retirements : The retired employees may be given
the extension in their service in case of non-
availability of suitable candidates for the post.
• Former employees : Former employees who performed well
during their time with the company may be rehired, and
higher wages and incentives may be offered.
• transfers : Employees may be transferred from one
department to another if a vacancy arises.
• Internal advertissement : The existing employees may be
interested in taking up the vacant jobs. As they are working
in the company since long time, they know about the
specification and description of the vacant job. For their
benefit, the advertisement within the company is circulated
so that the employees will be intimated.
 External sources :

• Press advertissement : This source provides a wide range of options for selecting the best candidate for the
job. It publicizes vacant positions and makes information about the job available to the general public in the
form of a job description and specification.
• Universities and management institutes : It is the most effective way for businesses to select students from
a variety of educational institutions. It's simple and cost-effective. Officials from the company personally visit
various institutes and interview students who are qualified for a specific position. Students have an excellent
opportunity to demonstrate their worth and be considered for a good job.
• Placement agencies : A databank of candidates is sent to organizations for their selection purpose and
agencies get commission in return.
 External sources :

• Employment exchange : People register their personal information with government employment
exchanges. Candidates are sent for interviews based on the organization's needs and requests.
• Walk in interviews : Companies schedule these interviews for a specific day and time, and they are
conducted for the purpose of selection.
• E recruitment : Various electronic sites, such as jobs.com, and LinKedIn.com, are available for
candidates to upload their resumes and search for jobs. Because - of its global reach, organizations
also get the flexibility to attract the. best talent
• Competitors : By offering better terms and conditions of service, the human resource managers try
to get the employees working in the competitor’s organization.
Preliminary screening of applicants :

The screening phase of the recruitment process allows you to screen resumes and cover letters to create a short list of
suitable candidates for your position. This is a process that involves comparing resumes, cover letters and application forms
to the job description and person specifications to find a match.
The screening of candidates must be a particularly quick and efficient process.
The task becomes more complicated when the applications arrive in mass. In recruiting, timing is crucial, so you need to be
able to recruit a candidate within the given timeframe.
Pre-screening thus consists of filtering out candidates who do not meet the basic criteria. Possible basic criteria may
include a complete application, a degree, relevant keywords in the cover letter and CV, or knowledge of a given language.
There are many different ways to do such preliminary screening. Some organisations conduct short tests for all the
applications, while the best method may be the checking of application blank. Each organisation before going for the
selection process develops their own standards or potential attributes for the prospective candidates. This helps them also to
define the rejection standards·
REVIEW.OF APPLICATION BLANKS
Application forms are extremely important for
organizations. it is a document that allows the
organization to have more detailed information
about the candidate.
In most cases, application blanks serve two
purposes. For starters, they provide crucial
information about the employee that the company
will require if the person is hired. Age, sex, number
of dependents, social security number, and other REFERENCE CHECKING
factors are examples. Second, application blanks are Some organizations request references from
used to collect information about job candidates applicants as part of the application process to
that the personnel officer believes is relevant to the learn more about their character and
hiring process. An application blank is, in some background. Such references are preferred from
ways, a highly structured interview in which the previous employers as well as
questions have been pre-determined and schools/colleges/universities with whom the
standardized. The information requested on an candidates have had some contact. Most
application blank is related to what is known as organizations send a brief questionnaire with a
personal history. It contains information about the confidential phone number, requesting that they
applicant's previous employment and personal provide such details.
history.
 Psychological tests
Psychological tests are of very varied types.
In the workplace, several types of tests can be used: skill test, aptitude test including intelligence tests, interest or professional
orientation test, personality test

Types of question in à psychological test

Introduce yourself. ... What exceptional things have you done? In what circumstances have you manifested the qualities that you
possess? Do you sell !
Did you dévelop your competencies till now
Tell me about your relations with your colleagues

Défining attitudes
Psychologists define attitudes as a learned tendency to evaluate things in a certain way. This can include evaluations of people,
issues, objects, or events. Such evaluations are often positive or negative, but they can also be uncertain at times.
For example, you might have mixed feelings about a particular person or issue. Researchers also suggest that there are several
different components that make up attitudes. 1 The components of attitudes are sometimes referred to as CAB or the ABC's of
attitude
There are three attitudes in work: involvement, commitment and satisfaction. These attitudes reflect the relationship between
the individual and the organization. exercise makes sense. Finally, variables concerning relations with the hierarchy would also
play a role in work involvement.
Attitude survey
There are three attitudes in work: involvement, commitment and satisfaction. These attitudes reflect the relationship
between the individual and the organization. exercise makes sense. Finally, variables concerning relations with the
hierarchy would also play a role in work involvement

Hr developpement and institutional change

Concerning that point we can say that the développement of competencies for employees can cause some changes in the
culture of the organization and it can impact also the manger of working and by the end impacting the productivity thats
why as a manager we should care about development of employees so it can help the company to grow and reach an
important position and let the company become more valuable
 Types of measurement

There are two main categories of recruitment:

External recruitment

When the company deems it necessary to hire a new employee, it can call on a candidate from outside the structure. A
recruitment offer is disseminated by different means of communication such as:
•Internet;
• Newspapers and press;
•recruiting firm;
• Media;
•display;
•announcement;
• Employment center, etc.
 Types of measurement

Interest of external recruitment for the company

External recruitment is above all a means of making the company known. It leads to:
• communicate company performance and objectives;
• introduce a workforce of young graduates and experienced;
• hire motivated candidates who are able to integrate easily
 

Disadvantages of external recruitment for the company

External recruitment can lead to a relatively high cost for the company, namely:
• Fees of a recruitment agency;
• Training of the candidate for his new job;
• offer a salary and bonuses based on the level of education and qualification of the new recruit
Types of measurement

Internal recruitment

Internal recruitment is a practice allowing the company to offer a position to a candidate employee, already in place
in the structure. Each employee must be informed of the internal recruitment by means of dissemination:
• A service note;
• A display;
• Via the intranet;
• In the company newspaper;
• By individual interview
 Types of measurement

Interest of internal recruitment for the company Disadvantages of internal recruitment for the company

• enhance human potential; • A lack of transparency and objectivity.

• To motivate staff through higher remuneration; • The impossibility of calling on new recruits from outside who
are trained and competent for the position to be filled.
• To grant end-of-career employment to a deserving
employee. • Costly absenteeism during candidate training
 
 interview

The job interview is a time when the candidate and the future employer meet. The objective of this interview is for the
employer to verify the adequacy between the skills of the candidate and his needs for the position to be filled. During
this, the candidate presents his professional career, emphasizing his skills and professional experience in relation to the
position to be filled.

the interview can be conducted in different ways: directive, semi-directive, etc. Find out how to prepare for and succeed
in this interview as well as the essential questions for this recruitment interview.
Step in induction
programme
 1st step : Prepare for the arrival of the
newcomer

 3rd step : Accompany the integration on the first day of

the new employee
• Anticipate the arrival in the company
• Set up the workstation

• Take care of the reception on D-Day

• Provide a welcome booklet
 Step 2 :Develop a functional integration

• Define clear integration objectives

• Warn the teams of the arrival
  4th step : Appoint reference persons
• Assign a tutor
• Choose a sponsor
• Assign a tutor : A tutor participates in quickly
generating ease and productivity on the part of the
new employee on his new workstation.
• Choose a sponsor :The sponsor is a key employee
outside the department where the new recruit is
assigned. He guides the new colleague throughout
the integration plan into the company, through
sharing and discovery. He can also have a relay role
with managers.
 5th step : Follow up on integration
• Check in regularly
• Organize a final assessment
• Set up training if necessary
• Obtain feedback from the employee on the welcome
process
• Check in regularly : The integration program must therefore provide
for regular points. Regular exchanges make it possible to secure and
stimulate the autonomy and initiatives of the new employee
• Organize a final assessment : It makes it possible to check whether
the objectives set at the start have been achieved and whether the
elements necessary for taking up the position have been mastered.
• Set up training if necessary : can be organized by the company and
provided for in the integration plan; it takes place once the training
needs have been identified
What Is Employee Socialization?

Employee socialization is the process by which new employees understand the company's policies, the internal
culture, how the company hierarchy works and the ways to function effectively in the organization. Developing
programs and policies that integrate new employees into the company helps the company maintain a consistent
corporate culture.
What Is Employee Socialization?

• Significance

Employee socialization not only helps new employees

understand corporate culture, it also encourages the
development of teamwork between new hires and
current staff members. Allowing employees to become
more familiar on a social as well as professional level
can develop strong bonds that improve productivity
and help to reduce employee turnover.
• Warning
While an employee socialization program is essential to
integrating new hires into the company culture, it can be
counterproductive if there is too much focus on socialization.
Each new hire requires an effective balance of corporate work
policies and socialization programs to get a comprehensive
understanding of productivity in the company culture.

Placement
Placement is the act of assigning specific
jobs and workplaces to selected people .
By this action the candidate will help the
company to achieve their missions.
Importance of
induction and
Placement
The induction and placement are so
important for any company. First it
will help the company to achieve long
missions and then it will offer the
opportunity for the employee to think
about New position
Thank you for your attention