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Unit III PowerPoint Presentation.pptx

  2. Introduction • Recruitment Goal • Sample Recruitment Methods • How to Evaluate Recruitment Methods • Results of Analysis for Recruitment • Employee Selection Process • Sample Position: Marketing Assistant
  3. GOOGLE SLIDES POWERPOINT CANVA Recruitment Goal: Foster Diversity • Diversity helps enhance productivity in organization • Diverse skill sets fulfill company objectives • Helps company build a stronger brand • Enhances creativity in problem solving • Example: External Recruitment • Example: Offer internships to targeted groups
  4. Sample Recruitment Methods • Direct Advertising • Employee Referrals • Boomerang employees • Promotion and transfers • Recruitment events/ External Recruitment
  5. 1. 2. 3. How to Evaluate Recruitment Methods • Use of recruitment analytics • Determine overall satisfaction within the organization • Review of employee satisfaction • Analyze the valuable recruiting ratios • Evaluate total cost per hire
  6. Results of Analysis for Recruitment • Analysis of various recruitment methods (Adele Krusche, 2014) • Radio and Web generates more participation • Web advertising has a higher outreach • Advertisements for external recruitment
  7. Steps in Employee Selection Process Step 1: Initial Screening Application Step 2: Optimize Test and Interview Fairly Step 3: Verification and References Step 4: Involve Team Members Step 5: Final Decision (Betancourt, J., 2021)
  8. References Adele Krusche, I. R. (2014, April 11). An Evaluation of the Effectiveness of Recruitment Methods: The Staying Well after Depression Randomized Controlled Trial. Retrieved from PMC: Alwi, S. K. K., ul Hasan, S. W., & Uz Zaman, S. (2022). Internal vs. External Recruitment: The Impact of Operational and Financial Factors. KASBIT Business Journal, 15(2), 115–129. Betancourt, J. (2021). 4 Steps To Quickly Hire Quality Candidates: Leveraging data to reduce turnover and increase retention. Talent Acquisition Excellence, 9(12), 47–51. Lussier, R. N., & Hendon, J. R. (2021). Human Resource Management (4th ed.). SAGE Publications, Inc. (US).

Hinweis der Redaktion

  1. This presentation will evaluate the effectiveness of different recruiting and employee selection methods by applying human resource management (HRM) principles. As essential for future improvement in the hiring of potential employees. Regular assessment of each recruitment method is key to improving effectiveness and efficiency in hiring process. Having the right measurement metrics is critical in properly evaluating the recruitment process that you, HR professionals choose to use. Even though companies may need personnel for a similar position, like a Marketing Assistant, fundamental differences may need to be considered. The KSA required for this position, like a Marketing Assistant, is the following: Under Knowledge, it should possess a bachelor's degree in business administrating with a marketing option, and technical knowledge of branding and digital marketing. For Skills, the employee should have Confidence, Organizational skills, Team coordination skills, Communication skills, Numerical skills, and IT skills. For Abilities, the employee should have the ability to work effectively within a team and independently, Adaptability, Creativity, and Commercial awareness. A marketing assistant for a reasonably new company may require a branding marketer, while a web-based company may need a digital marketer. Such details dictate who among the shortlisted applicants is best suited for the job.
  2. Diversity is vital in the fulfillment of organizational goals and objectives. There are significant advantages that can be attained through the fostering of a diverse environment within the workplace. These include improving productivity, enhancing branding through recruitment and retaining diverse employees, establishing new markets, and individual growth of employees through exposure. External recruitment enhanced diversity in an organization, this process of engaging employees from outside the firm (Lussier & Hendon, 2021). This method is used to evaluate a pool of available job candidates, separate from existing employees, many prospects, and generate significant interest in the job (Alwi, S. K. K. et al., 2022). This also promotes diversity that can find individuals with complex skill sets, especially in the IT industry. Diversity in tech is an emerging workforce development in the United States; an external recruitment method can help bring more perspective to a homogenous and nontraditional industry. Another example is offering an internship to targeted groups since many companies have started internal diversity programs that offer internships and collaborations to candidates with specific backgrounds. This is a great way to encourage industry aspirants to join the team and gain experience, especially around schools and colleges where students are part of different social backgrounds and groups.
  3. These are some of the recruitment methods Human Resource professionals can implement. Direct advertising like job postings in career sites, social media, and other publications. Employee Referrals encourages people to recommend their colleagues or friends for an available position in the company. Boomerang employees are people who did a good job at the company but left on good terms for many reasons. Employers understand the value of rehiring. Because they know their skills and employees know and fit the company’s culture. Promotion a means an employee is moving up his/her position, takes on more responsibility, and gets a higher salary. Transfer is usually a horizontal step, not one that entails greater responsibility or money. Recruitment events can range from hosting open days to being at job fairs, holding graduate recruitment drives on campus. Events can be costly.
  4. Evaluating the recruitment method is an integral part of human resource management as it helps companies find new employees who are suitable for the position. This includes various stages, such as posting a job, screening applicants, and selecting the best candidates for the job. Measuring this recruitment activity is valuable because it helps identify opportunities for improvement and makes the process more effective. Below are the methods to evaluate the recruitment process: The use of recruitment analytics can identify and select high-quality job candidates. This is a combination of data and information use to track, manage and analyze all metrics related to the recruitment process. Determining and reviewing the overall satisfaction of employees in the organization in the process of recruitment and selection, training, and development was substantially and positively associated with components of employee job satisfaction, and these relationships were statistically significant. Analyzing the hiring process using recruitment ratios are helpful to track the any gaps and opportunities by determining its percentages and KPIs. Lastly, understanding the cost per hire can help you make more strategic decisions when investing in recruiting. This means it helps you decide the costs associated with the hiring process and provides cost estimates for hard-to-fill positions.
  5. The pictorial depiction alongside shows how each type of recruitment method can reach the masses. Based on the analysis, it is evident that most people have access to a radio or web-based services (Adele Krusche, 2014). People are more likely to listen to a radio or access the internet, upon which they may encounter a job advertisement. In the case of enhancing diversity, as previously discussed, radio and web-based services (external recruitment) are the best tools to reach more people. While doing so, ensure to maintain proper decorum, ensuring that you show consideration for different cultural backgrounds.
  6. It is important to note that employee selection is different from recruitment. Each is a different phase. Recruitment will be done first, and selection will be made after a suitable number of applicants have been collected. Think of the selection as the part of hiring that greatly narrows the down and finds the most promising candidates. Step 1: Initial Screening Application to strategically target the best talent by diversifying source channels. Cultural fit doesn't necessarily mean you hire people you like or your team likes, but you are open to recruiting people who are different from you and others in your organization. If it's a new intentional culture, and if there's diversity linked to strategic goals. Step 2: Optimize The Test and Interview Fairly; consider using an interview guide and test composed of cognitive ability, motivation, and personality tests consistent in selecting the candidates. Using the same interview method will rate them using the same score. This reduces the risk of bias in the interview process. Step 3: Once an applicant passes an interview, most companies will research the applicant's background and consider recommendations. Today, employers check applicants' legal backgrounds, why they left their last job, and creditworthiness. Step 4: Involving current employees in meeting with potential hires to increase transparency and keep communications open can empower employees to influence decisions that affect their work. Combine employee opinions with psychometric assessments and culture. Match applicants to find the right person for the job faster and easier than ever. Step 5: In the final decisions, hiring managers to solicit feedback from HR and other employees who have interviewed candidates. You can also review your notes to determine which candidates fit the position best. Make sure to document the selection process and the final hiring before having any employment offer (Betancourt, J., 2021).