Recruitment ppt
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Recruitment
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Recruitment ppt
- 1. Susana Rosario B. Perlas, MD, FPOGS
- 2. 1. Definition 2. Strategic recruiting components 3. Components of Labor Market 4. Strategic recruiting decision 5. Sources of recruitment 6. Stages of recruitment 7. Competency based VS job description 8. Recruiting Measurement Areas At the end of the report, we’ll be able to:
- 3. Strategic process that connects candidates who need what you have to offer and who possess the skills and aptitude to accomplish your goals and objectives Ranulfo Payos, Human Resource Management from the Practioner’s Point of View
- 4. Activity concerned with searching and attracting qualified applicants for positions that are vacant or will be vacant
- 5. Integrative Recruiting Success Labor Markets Recruiting Responsibilities and Goals Recruiting Sources, including Internet Strategic Recruiting Components
- 6. Labor Force Population Applicant Population Applic ant Pool Individually Selected Components of Labor Market
- 7. Industry & Occupational Labor Market Educational & Technical Labor Market Geographic Labor Market Global Labor Market Different Labor Market
- 8. 1. Recruiting presence and image A . Presence B. Branding or image 2. Organization based VS Outsource Recruiting 3. Regular VS Flexible staffing Strategic Recruiting Decision
- 9. 1. External Sources A. Advertising B. Employment Agencies C. Campus Recruiting D. Executive Search Firm E. Professional Organization F. Walk in Applicants G. Electronic Recruiting Sources of Recruitment
- 10. 1. New sources bring new perspectives 2. Training new hires may be cheaper and faster. 3. New hires may bring new industry insights and expertise. 4. New hires are likely to have fewer internal political supporters in the firm. Advantages of External Recruiting
- 11. Disadvantages of External Recruiting 1. The firm may not select someone who will fit well with the job and the organization. 2. The process may cause morale problems for internal candidates not selected. 3. New employees may require longer adjustment periods as well as orientation efforts.
- 12. 2. Internal Sources A. Organizational databases B. Job postings C. Promotions and transfer D. Current employee referrals E. Rerecruiting of former employees and applicants Sources of Recruitment
- 13. 1. The morale of a promotee is usually high. 2. The firm can better assess a candidate’s abilities due to prior work actions. 3. Recruiting costs are lower for some jobs. 4. The process is a motivator for good performances by employees. 5. The process can aid succession planning, future promotions and career development. 6. The firm may have to hire only at the entry level and then move employees up based on experience and performance. Advantages of Internal Sources
- 14. Disadvantages of Internal Sources 1. “Inbreeding” of employees may result in a less diverse workforce as well as a lack of new ideas. 2. Those persons not promoted may experience morale problems. 3. Employees may engage in “political” infighting for promotions. 4. A development program often is needed to transfer employees into supervisory and management jobs. 5. Some managers may resist having employees promoted into their departments.
- 15. Preparation of the HR plan Keeping contact with recruitment sources inside and outside the organization. Manager notifies HR department about a job opening that needs to be filled. The recruitment officer and the manager review the job description and job specification of the job to be filled. Internal sources are checked. External sources are contacted. Candidates are selected Evaluation of the effectiveness of the recruitment efforts. Stages of Recruitment START END
- 16. Competency based VS Job description
- 17. Recruiting Measurement Areas Recruiting Measurement Metric Areas Recruits: Quantity and quality Time to fill openings Success base rates Process metrics yield ratios; selection rates, acceptance rates Recruitment satisfaction analysis Costs per recruiting method
- 18. 1. Use evaluation data to target different applicant pool 2. Tap broader labor markets 3. Change recruiting methods 4. Improve internal handling and interviewing applicants 5. Train recruiter and managers Increasing recruiting effectiveness
- 20. 1. Definition of recruitment 2. Strategic recruiting components 3. Components of Labor Market 4. Strategic recruiting decision 5. Sources of recruitment 6. Stages of recruitment 7. Competency based VS job description 8. Recruiting Measurement Areas In summary:
Hinweis der Redaktion
- Recruitment is critical to every organization. Firm, therefore, must strive to attract the best people to work for them. An organization that fails to attract the best people will surely fail to meet its corporate objectives.
- Objective: to provide a group of qualified candidates so that satisfactory candidates can be selected. Effecgive recruiting focuses a discovering talent before it is needed.
- To be effective, recruiters should: Labor market – competitor’s security efforts Recruiting sources – know the industry and where to recruit qualified employees; cultivate relationship with sources of prospective employees Recruiting Responsibilities – promote the “company brands” so that the employer is known as a good place to work; use recruiting metrics in order to measure the effective need of recruiting efforts
- Take a broad view of the labor market and then narrow them down to specific recruiting sources. Labor force population – broadest component; all individuals who are available for selection if all possible recruitment strategies are used. Applicant population – a subset of the labor force population that is available for selection using a particular security approach. Consideration for determining applicant population Number – type of recruits needed Timing of recruiting to ensure timely placement External and internal messages on job details Qualifications of competent applicants to be considered Sources for obtaining qualified applicants Outside & inside recruiting means to be used Administrative recruiting and application review activities 3. Applicant pool – all persons who are actually evaluated for selection factors that can affect size of applicant pool 1. reputation of the organization & industry as a place to work 2. screening effort of the organization 3. Job specification 4. information available
- Whether recruits are plentiful or scarce, employers must decide on several recruiting issues. Presence – recruiting effort may be : Continuous – present all the time Intensive – vigorous recruiting campaign aimed at hiring given number of employees within a short period of time Branding or image – the view of the organization held by both employees and outside; desirable organization are better able to attract qualified applicants than those with poor reputation. Organization based VS outsource recruiting – organization based – time consuming process Outsourcing – way to decrease the number of staff needed for security and free some of thier responsibilities Regular VS Flexible staffing - decisions as to which should be hired, regular VS temporary employees; considers: 1. cost of keeping regular workforce 2. government regulation Some employers hire temporary workers as “try before you buy” approach
- Advertising – most popular; can reach a wide audience in a short period of time; radio, TV, magazines Employment agencies – organization that assists job applicants in looking for suitable employers Campus recruiting – school campus with graduating student as targets Executive search firm – firm that specialize in the recruitment of executives Professional organization – positions that are hard to find professionals; ex. Real estate brokers, highly specialized medical professionals Walk in applicants – jobseekers casually enter offices to inquire on the availability of job Electronic recruitment - internet
- Job description list the tasks or functions and responsibilities of the job. Competences list abilities needed to conduct those tasks or functions. It is a personal characteristic (skill, knowledge, trait, virtues) that drives behavior leading to outstanding performance. 1. teamwork 2. responsibility 3. commitment to career 4. commercial awareness 5. career motivation 6. decision making 7. communication 8. leadership 9. trustworthiness and ethics 10. result orientation ` 11. problem solving 12. organization
- Recruiting quantity and quality – the basic measure considers whether or not the quantity or qualifications of recruits is sufficient to fill job vacancies. Recruitment satisfaction analysis – both the managers and applicants’ view are considered. Managers can respond to questions about the quality of the applicant pool, the recruiter’s service, the timeliness of the process and any problems that they see. Applicants might provide input on how they were treated, their perceptions of the company and the length of the recruiting process and other aspects. Time to fill – if openings are not filled quickly with qualified candidates, the work and productivity of the organization are likely to suffer. Cost of recruiting – include costs of employment agencies, advertising, internal sources, external means and others. Recruiting expenses Number of recruits hired 5. General recruiting process metrics Yield ratio – comparison of the number of applicants at one stage of the recruiting process with the number at the next stage. Selection rate - percentage hired from a given group of candidates. number hired number of applicants Acceptance rate – helps identify how successful the organization is at hiring candidates; percent of applicants hired divided by the total number of applicants offered jobs Success base rate – can be determined by comparing the number of past applicants who have become successful employees against the number of applicants they competed against for their job. This rate indicates whether the quality of the employees hired results in employees who perform well and have low turnover.
- Effective recruiting leads to selecting individuals for employment who will enhance organizational success.