Rrecruiting the

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

Ahasanul Alam Rahat Mejba Bin Mostofa Md. Sagar Ahmed

ACCT20022 ACCT20021 ACCT20023

 Our team

Sabrin Nahar Shapla Mohammad Manik

ACCT20020 ACCT20019
 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
01
Recruiting &
labor market
 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…
 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.
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.
 Labor Market
• Geographic Category
• Local
• Regional
• National
• International

• Industry
• Occupational
KSAs

• Educational
• Technical
Qualifications
02
Strategic stages of
recruiting
 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.
Human Strategic
Resources Recruiting
Planning Decisions

Organizational Recruiting
Responsibilities Methods
Human Resources
Planning

• How many employees needed?

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

• HR staff and operating

managers
• Recruiting presence
and image
• Training of recruiters
 Strategic
Recruiting
Decisions
• Organizational-based vs
outscourceing
• Regular vs flexible
staffing
• EEO/diversity
considerations
• Recruiting source choices
 Recruiting promotion

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

Recruiting
agencies

advertisement
03
Sources of
recruiting
 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
 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.
 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.
 Advertisement

Recruitment advertising is the marketing process

of capturing candidates’ interest in your company
via advertisements, for the purpose of developing
a talent pipeline.
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 look
Campus forward to filling certain of their
Recruitment vacant . positions by employing
students or freshers from various
campuses

Labor unions are organized groups of

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

Cost-effective Reduced Time to Improved Employee Shortens the

Hire Morale Induction Process
 Disadvantages of
internal recruitment

Increased May Stagnate May Lead to

Limited
Training the Company‘s Workplace
Choices
Costs Culture Hostility
 Pros Of External
Sources
Brings New Business
Insights and Ideas to the
Table

Better Quality
Candidates
Attracts New Skills
and Inputs

Increased
Conversion Rate
Cons Of External
Sources
Possibility of
Maladjustment

Time
Consuming

Greater Cost

Higher
Risk
05
Effective
Recruiting and
Evaluation
 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.
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
Evaluating
Recruiting
Efforts

Evaluating Recruiting
Costs and Benefits

Evaluating Time Required

to Fill Openings

Evaluating Recruiting
Quality and Quantity
Evaluating
Recruiting Efforts

General Areas for

Evaluating Recruiting

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