The document discusses objectives and strategies for an effective recruitment process. It covers developing a recruitment strategy, determining recruitment needs, creating job profiles, assessing applicants, conducting interviews, benchmarking against competitors, providing training programs, planning for employee replacement, and avoiding legal issues during the hiring process. The overall recruitment process involves mapping out all steps, setting goals and policies, evaluating different recruitment methods, and continuously improving based on assessments.

1. RECRUITMENT
readysetpresent.com

2. readysetpresent.com
Program Objectives
( 1 of 3 )
Recruitment
2
Become an expert on your employment
process.
Learn how to create an effective
recruitment strategy.
Employ the most valuable recruitment
methods for your company.

3. readysetpresent.com
Program Objectives
( 2 of 3 )
Recruitment
3
Learn to select the right employee using an
objective, yet effective process.
Stay competitive in your field by learning to
assess your strategies, and benchmark against
competitors.

4. readysetpresent.com
Program Objectives
( 3 of 3 )
Recruitment
4
Attain a higher retention rate by utilizing
proper recruitment and selection strategies as
well as a good training program.

5. readysetpresent.com
Reputation
(3 of 3)
Recruitment
14
Is it perceived as
successful?
Is it perceived as
innovative?
Is it a world leader
in its field?
Is it perceived as a
high profile company?
An organization’s image can also affect recruitment.
All of these can be positive or negative, depending on the
person considering applying for a job.

6. readysetpresent.com
Applicants Assess Too
(2 of 5)
Recruitment
16
The building
Is it nicely set up? Is it open
and welcoming, or are there
cubicles? Is it clean? Does it
look like a nice place to work?
The people who work there
Do the people seem nice?
Do they seem happy? Do
they seem welcoming to
new employees?
Applicants use all of their senses to assess an organization.
What do applicants use to assess?

7. Diversity: Do applicants see the organization as
diverse and appreciative of diversity?
Qualifications: Do applicants feel that they match
qualifications? Do applicants feel that other
employees are qualified?
Corporate Culture: Does the corporate culture seem
to have values that are similar to the applicant’s
values?
readysetpresent.com
Applicants Assess Too
(5 of 5)
Recruitment
19

8. readysetpresent.com
What Attracts Applicants?
(1 of 3)
Recruitment
20
There are many things that attract applicants.
Three of the most important attractions, by rank are:
1.
Work Environment
2.
Type of Work
3.
Salary

9. readysetpresent.com
Recruitment Strategy Job Success Profile
(2 of 5)
Recruitment
24
What skills and
knowledge must they
have?
What will the person
contribute to the
team?
What other
professional
abilities must they
have?
What will their future
responsibilities entail?
To create a Job Success Profile, the organization must answer the following
questions:

10. Does the organization
need to recruit?
What is the preferred
percentage of
contractors vs.
employees?
What must an individual
manager consider when
an opening exists?
How is the decision affected
by the length of the work, the
type of work, the responsibility
level, and the confidentiality of
the position?
readysetpresent.com
Recruitment Strategy Employee Balance Summary
Recruitment
34

11. readysetpresent.com
Recruitment Strategy Diversity Goals
(2 of 2)
Recruitment
36
Discuss how important it is
that your workforce contains
diversity in terms of gender,
race, sexual orientation, and
culture.
This diversity policy will affect
how the organization
identifies candidates and how
the hiring process works.

12. readysetpresent.com
Types of Messages
Recruitment
48
Realistic: Explains good and bad qualities of the job.
Unrealistic: Emphasizes good qualities of the job and minimizes bad qualities of
the job.
Branded: Emphasizes uniqueness of the organization, and emphasizes reputation and
name.
Targeted: Targets certain types of applicants.
It is important to send the right message. There are a few different types of messages:

13. readysetpresent.com
Reviewing Resumé Tips
(5 of 10)
Recruitment
82
Tip
5
Do not over-read every resumé expecting to
find hidden meaning.
Though it is important to remember to read
between the lines, do not waste your time
over-analyzing every single resumé.

14. readysetpresent.com
Hiring Success Funnel
Recruitment
101Maximize
Productivity
Dr. Ira Wolfe
Interview without assessments
With a reference check
Behaviour & personality
assessment
Abilities assessment
Interests
assessments
Job matching
assessments
Percentage
Of success
87.75%
78%
74%
69%
62%
52%

15. readysetpresent.com
The Final Cut
(1 of 3)
Recruitment
103
Have them show you their
skills right away.
A successful follow through will
demonstrate their skill and
interest in the position.
Once you have narrowed down your applicants, the most effective method of choosing the
best candidate is to have them complete a small project.

16. Develop a
recruitment
strategy.
Inform potential
applicants.
Review
applications and
resumés.
Interview
promising
applicants.
Evaluate
interviews.
Hire employees!
readysetpresent.com
Recruitment Process Diagram
Recruitment
106

17. Step
2
Create questionnaire of what you want to benchmark against other
companies.
Examples of questions might include time taken between
determining recruitment need and placing advertisement, what
methods of recruitment are used, how many people were involved
in selection, etc.
Determine which companies to benchmark against, and set up
appointments to deliver questionnaire.
Also, collect the advertisements of these companies to compare
against.
readysetpresent.com
Assessment of Recruitment
(5 of 7)
Recruitment
112

18. Step 1: Map out the whole process of recruitment at your
organization.
Step 2: Create questionnaire of what you want to benchmark
against other companies.
Step 3: Conduct data analysis, and present recommendations.
readysetpresent.com
Assessment of Recruitment
(7 of 7)
Recruitment
114

19. Tip 7: On the job vs. off the job.
On the job training involves
learning by doing, which can be
really effective.
Off the Job training involves going
to seminars or schools outside of
the office. This is more costly.
Make sure that the program will be
effective and worth it.
readysetpresent.com
Training Program Tips
(4 of 4)
Recruitment
130

20. readysetpresent.com
Replacement & Succession
(2 of 5)
Recruitment
132
Finding a replacement
for valuable employees
can be difficult.
Many employees who
have worked in the
organization for years
have experience and
cannot be replaced by
someone with the
same value.
Unfortunately,
replacement is
necessary.

21. readysetpresent.com
Legal Issues
(4 of 9)
Recruitment
140
When interviewing do not ask about:
National origin.
Race or ethnicity.
Religion or creed.
Sex.
Age.
Birthplace.
Name or address.
Family status.
Economic status.

22. FOR MORE INFORMATION
VISIT US ON