Rrecruiting the

Efficacy
Hiring the proficiency…
Whoa!
This can be the part of the presentation
where you introduce yourself, write your
email…

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 Our team

Ahasanul Alam Rahat Mejba Bin Mostofa Md. Sagar Ahmed

ACCT20022 ACCT20021 ACCT20023

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 Our team

Sabrin Nahar Shapla Mohammad Manik

ACCT20020 ACCT20019

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 Table of Contents

Recruiting and labor

01 market 04 Chatecterisitcs of recruiting

Effective recruiting and

02 Strategic Stages of
recruiting
05 evaluation

03 Sources of recruiting

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01
Recruiting &
labor market

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 Talent
Recruiting acquisition

Recruiting is the process of generating a

pool of qualified applicants for
organizational jobs.

In other words it is the preview of hiring

skilled, efficiency, and the right kind of
candidates for a specific responsibilities
in an organization as pre demand…

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 Labor
market
A labor market is a place where the
demand for(by employers) and supply
of(by workers) employment meet in terms
of attracticve compensation.

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Components of labor market
Labor force It refers to the total number of available workers in the labor market
population who are offering their skills and services for employment regardless
of the industry.

Applicant The number of people who are applying for a

population particular job that suits their expertise and skills

The actual number of people who initially signified

Applicant pool their interest in applying for a particular job by
sending in their resume.

Simply means the individual or individuals who’ve made it

Individual
through the screening process and have been hired for the
selected job. 
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 Labor Market
• Geographic Category
• Local
• Regional
• National
• International

• Industry
• Occupational
KSAs

• Educational
• Technical
Qualifications

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02
Strategic stages of
recruiting

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 Strategic
Recruiting
Stages

Strategic recruiting is a holistic approach to acquiring talent. The main aim of a strategic
recruiting process is to select talent tailored for your company. Strategic recruitment
marries the positional needs of your company with brand marketing. This process ensures
the company can both attract and select the right talent. All in all, strategic recruiting is
effective recruiting. 

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Human Strategic
Resources Recruiting
Planning Decisions

Organizational Recruiting
Responsibilities Methods

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Human Resources
Planning

• How many employees needed?

• When will employees be
needed?
• What specific KSAs needed?
• Diversity goals to be met?

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Organizational
Responsibilities

• HR staff and operating

managers
• Recruiting presence
and image
• Training of recruiters

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 Strategic
Recruiting
Decisions
• Organizational-based vs
outscourceing
• Regular vs flexible
staffing
• EEO/diversity
considerations
• Recruiting source choices

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 Recruiting promotion

Methods
• Internal methods Employee
• Internet/web-based referral
• External methods

Recruiting
agencies

advertisement

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03
Sources of
recruiting

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 Sources of recruitment refers to various
modes of connecting with the job seeker
for completing the task of finding
potential talents

Looking for
Internal talent?
1
sources

2 External
sources

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 Internal
Promotion
sources

Employee Promotion means the

ascension of an employee to higher
ranks. It involves an increase in salary,
position, responsibilities, status, and
Transfer
benefits.
Transfer refers to the process of interchanging the job
role of a candidate without any change in ranks or
responsibilities. Transfer can be shifting employees
from one location to another and it can also be from
one department to another depending on the vacant
position.

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 Internal
Employee sources
Referral

An employee referral is when existing

External sources
employees recommend potential hires
from their professional networks to their
Pre-existing
employers for open positions. applications
In internal recruitment as resumes of potential
candidates are already present in the record. HR
managers can connect with them via email or phone to
check their availability.

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 Advertisement

Recruitment advertising is the marketing

process of capturing candidates’ interest in
your company via advertisements, for the
purpose of developing a talent pipeline.

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Recruiting A recruitment agency is a company
that helps businesses find the right
Agency candidates for open positions.

campus recruitment refers to the

process where large companies
Campus look forward to filling certain of
Recruitment their . vacant positions by
employing students or freshers
from various campuses

Labor unions are organized groups

of workers that allow them to use
Labor Union their collective bargaining power
to promote workplace standards
and the interests of equity and
fairness.
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04
Characteristics
of recruiting
sources
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 Advantages of internal recruitment

Cost-effective Reduced Time to Improved Employee Shortens the

Hire Morale Induction Process

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 Disadvantages of
internal recruitment

Increased May Stagnate May Lead to

Limited
Training the Company‘s Workplace
Choices
Costs Culture Hostility

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 Pros Of External
Sources
Brings New Business
Insights and Ideas to the
Table

Better Quality
Candidates
Attracts New Skills
and Inputs

Increased
Conversion Rate

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Cons Of External
Sources
Possibility of
Maladjustment

Time
Consuming

Greater Cost

Higher
Risk

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05
Effective
Recruiting and
Evaluation
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 Effective
Recruiting

Effective recruitment means more than

hiring the right person for the job. A fast
and efficient recruitment process can
reduce costs, enhance a company’s
reputation both from a market and
candidate perspective and ensure that the
very best talent is identified, engaged and
brought into the business.

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Effective
Recruiting ADs
INFORMATION ON THE CANDIDATE
INFORMATION ON THE JOB AND PROCESS
• Years of experience
OF APPLICATION
• Three to five key characteristics of the
• Job title and responsibilities
successful candidate
• Location of job
• Starting pay range
• Closing date for application INFORMATION ON THE
• Whether to submit a resume and cover letter ORGANIZATION
• Whether calls are invited or not • That it is an EEO employer
• Where to mail application or resume • Its primary business

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Evaluating
Recruiting
Efforts

Evaluating Recruiting
Costs and Benefits

Evaluating Time Required

to Fill Openings

Evaluating Recruiting
Quality and Quantity

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Evaluating
Recruiting Efforts

General Areas for

Evaluating Recruiting

– Quantity of applicants
– EEO goals met
– Quality of applicants

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Evaluating
Recruiting Quantity
and Quality

 Yield ratios ▪ Success Base Rate

A comparison of the number of applicants at one Comparing percentage rate of past

stage of the recruiting process to the number at applicants who were good
the next stage employees to that of current
employees.
▪ Acceptance Rate

Percentage of rejected job offers

▪ Selection rate
Percentage hired from a given group of candidates
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 Recruiting Evaluation
Pyramid

25 Hires
Offers/Hires
(Yield ratio = 50 Offers
2:1) Final Interview/Offers
100 Final (Yield ratio = 2:1)
Interviews
Initial Contacts/Final
Interview
(Yield ratio = 3:1) 300 Applicants

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Thank You

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