Certificate In Business Management Essentials Of Human Resource Management Jeeshan Mirza Lecture 2 RECRUITMENT & SELECTION
CBM Topic Overview 1. Introduction To HRM 2. Recruitment & Selection
Overview Recruitment • Internal Sources Of Candidates • Sources Of Outside Candidates • Feedback & Control • Selection • Checking Applications • Interviewing • Testing • Assessing Candidates • Obtaining References • Offering Employment •
Recruitment The Concept
Recruitment ▷ Often confused, interchanged with selection! ▷ Recruitment -practices and activities carried out by the organization ▷ With the primary purpose of identifying and attracting applicants ▷ Applicants form the applicant pool from where selection process starts
Recruitment ▷ First contact for an organization with its potential employee ▷ Selection and placement follows sequentially after the recruitment; total process called the hiring process ▷ Should inform qualified individuals about opportunities ▷ Create a positive image of the company
Recruitment ▷ Provide information about job; applicants can make comparisons with their qualifications and interests ▷ Generate enthusiasm among the best candidates so that they may apply for available position ▷ Attract not just candidates, but, qualified candidates who meet expectations of organization
Recruitment The Recruitment & Selection Process 1. Defining requirements Recruitment 2. Attracting candidates 3. Checking applications 4. Interviewing 5. Testing 6. Assessing candidates Selection 7. Obtaining references 8. Offering employment
Recruitment Determining Requirement ▷ Recruitment policy ▷ Workforce planning & forecasting ▷ Job Analysis- Job Description + Job Specification
Recruitment Determining Requirement Recruitment policy ▷ Guiding principle that govern recruitment ▷ Broad framework for HR to choose its priorities ▷ Gender, race, characteristics ▷ Person Job Organization Match
Steps In Recruitment & Selection Process Source: Dessler
Recruitment Determining Requirement Workforce Planning & Forecasting ▷ Also referred as Personnel or HR planning ▷ Process of deciding what positions the firm will have to fill, and how to fill them ▷ Identify, address gaps between employer’s workforce today, and projected workforce needs, after analyzing firm’s strategic planning
Recruitment Determining Requirement ▷ Workforce planning should precede recruitment and selection ▷ Essential to know what employment needs will be in the next few months or years ▷ Three sets of employment forecasts are done Personnel needs (Demand) ▪ Supply of inside candidates (Supply) ▪ Supply of outside candidates (Supply) ▪
Recruitment Attracting Candidates ▷ Sources Of Candidates- Internal Vs External ▷ Recruitment Methods
Internal Sources Of Candidates Hiring From Within
Internal Sources Of Candidates ▷ Filling a vacancy with by hiring a candidate from within the organization ▷ Promotion ▷ Transfer from other department/company ▷ Referrals ▷ Considered internal, although candidate may be from outside organization
Internal Sources Of Candidates ▷ “Hiring from within ”— often the best source of candidates Source: Mathis
Internal Sources Of Candidates Finding Internal Candidates Job posting ▷ Publicizing open jobs to employees by posting on company intranets, newsletter, bulletin boards Rehiring ▷ + former employees are known quantities, already familiar with company, job & culture ▷ - employees who you let go may return with negative attitudes
Internal Sources Of Candidates Finding Internal Candidates Succession Planning ▷ The process of identifying and tracking high potential employees ▷ Who will be able to fill top management positions when they become vacant ▷ Creating bench strength or talent pipeline
Internal Sources Of Candidates Finding Internal Candidates Job Referrals ▷ Reliable source of potential recruits- suggestions from current or former employees ▷ Current/former employees familiar with employer, most likely to refer suitable candidates At Enterprise Rent-A-Car, 40% workers hired through employee referrals; prizes like iPads, TVs plus traditional cash incentives for employees who refer new hires
External Sources Of Candidates Hiring From Outside
External Sources Of Candidates ▷ Filling a vacancy with by hiring a candidate from outside the organization ▷ Job Advertisement ▷ Executive Search ▷ Other Forms Of Recruitment
External Sources Of Candidates Source: Mathis
External Sources Of Candidates Finding External Candidates ▷ Internet Recruitment ▪ Internet-based recruiting-most popular choice- job websites , company career page , mobile notifications ▪ Advantage: Generates quicker responses, longer time at least cost ▪ Disadvantage: Often exclude disproportionate numbers of older applicants, not IT savvy; ▪ Deluge of cv’s from unqualified candidates; clerical time required to process
External Sources Of Candidates Finding External Candidates ▷ Social Media ▪ Recruiting for professionals and managers is shifting from job boards to social networking sites such as Facebook, Twitter, and LinkedIn ▪ Used to develop campaigns to attract applicants ▪ To build employer brand, brand awareness ▪ Also used for reference, background information
External Sources Of Candidates Finding External Candidates ▷ Advertising ▪ Newspaper, weekend classifieds, magazines ▪ Billboards/Hoardings ▪ Newspaper ads are best for entry to mid level jobs ▪ May be ineffective with top level and plant/floor level
External Sources Of Candidates Finding External Candidates ▷ Employment Agencies ▪ Public and Non Profit Agencies ▪ National Job Bank, BOI Job Bank; eg Sri Lanka Job Bank ▪ Third Party Staffing Agencies ▪ Good option for contract/temporary staffing ▪ Ideal when companies don’t want hassle of recruitment, regulation related issues
External Sources Of Candidates Finding External Candidates ▷ Employment Agencies ▪ Headhunters/Executive Recruiters ▪ Agencies seek top-management talent for their clients ▪ One month fee or other pre agreed amount ▪ Deep contacts; adept at finding qualified employed candidates who aren’t actively looking to change jobs ▪ Can keep your firm’s name confidential until late into the search process ▪ Saves significant time
External Sources Of Candidates Finding External Candidates ▷ Campus Hiring ▪ Sending representatives to university campuses to prescreen applicants, ▪ Create applicant pool from graduating class — management trainees and professional and technical employees ▪ Expensive and time-consuming-company brochures, time spent ▪ Internship programs, win-win for company and university
External Sources Of Candidates Finding External Candidates ▷ Career/Job Fairs ▪ Draws large supply of applicants ▪ Appropriate for lower level/entry level hires; mid to top level candidates unlikely to participate ▪ May attract job shoppers ▪ Outstation campaigns by apparel/manufacturing companies
External Sources Of Candidates Finding External Candidates ▷ Walk Ins ▪ Encouraging candidates to walk in and apply ▪ Maybe useful for lower end jobs such as sales, manufacturing ▷ Raiding & Poaching ▪ Aggressive initiatives to lure competitors employees ▪ Issue of ethics arises ▪ Many jobs may have “Non Compete” clause
Feedback & Control Checking the Effectiveness Of Recruitment
Feedback & Control
Selection Choosing & Fitting the Right Person for the Right Job
Selection & Placement Selection ▷ Process of choosing individuals with the correct qualifications, experience, capabilities ▷ Needed to fill jobs in an organization ▷ Process-differentiates applicants in order to help identify (and hire) those with a greater likelihood of success in a job
Selection & Placement Person Job Fit ▷ Selection activities focus on applicants’ knowledge , skills , and abilities (KSAs) ▷ KSA’s are products of work experience, education, training, life experiences etc Person Organization Fit ▷ Congruence between people and company
Checking Applications Assessing Candidates
Checking Applications ▷ Applicant Job Interest ▪ Applicant sends in resume, cv by email or post, or online application ▪ Realistic job previews can prevent unnecessary resumes, expectations ▷ Pre-employment Screening ▪ Determine if applicants meet the minimum qualifications, selection criteria for open jobs ▪ Electronic assessment screening
Checking Applications ▷ Application Form ▪ Request initial selected candidates to fill standardized application form ▪ Easier for comparison ▪ Identifies the most essential requirements for the job at the company ▪ Benefit-digitized record, electronic screening ▪ Process may root out less serious candidates
Interviewing Soliciting Information From Prospective Employees
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