1 / 22

Chapter Seven

Chapter Seven. Recruitment. Contents. Definition of recruitment. 1. Constraints on recruitment. 2. Methods of recruitment. 3. Resume writing. 4. Definition of Recruitment.

jenski
Download Presentation

Chapter Seven

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Chapter Seven Recruitment

  2. Contents Definition of recruitment 1 Constraints on recruitment 2 Methods of recruitment 3 Resume writing 4

  3. Definition of Recruitment • Recruitment refers to organizational activities that influence the number and types of applicants who apply for a job and whether the applicants accept jobs that are offered. • It is the process of locating and encouraging potential applicants to apply for existing or anticipated job openings.

  4. Recruiting Procedure HR Plans Job Description • Recruitment • Planning • Position • Number • Qualifications Recruiting • Understand Market • Information Posting • Receive Applications Appraisal • Procedure • Techniques • Efficiency Admission • Make Decisions • ProvideOffers Selection • Screening • Written Exams • Interviews • Other Exams

  5. Constraints on Recruitment Job Requirements Org. Policies Inducements HR Plans Major Constraints Costs Gov Restrictions Envir. Conditions Recruiter Habits

  6. Constraints on Recruitment Organizational policies: Promote-from-Within Policies; Compensation Policies; Employment Status Policies; International Hiring Policies. HR Plans: Forecast and summarize future recruiting needs. Environmental Conditions: Leading Economic Indicators; Predicted VS Actual Sales; Want-Ads Index. Inducements: Necessary to stimulate a potential recruit’s interest. Could be economic, emotional or intangible.

  7. Methods of Recruitment Sources of Recruitment Internal Recruiting External Recruiting

  8. Methods of Internal Recruitment Job Posting Inside Moonlighting Job Rotation Internal Recruitment Internal Promotion Employee Referrals Lateral Transfer Supervisor Recommendation

  9. Strengths Popular with supervisors Supervisors know capabilities of potential candidates Weaknesses Supervisor may be biased Some qualified employees may be overlooked Supervisor Recommendations

  10. Strengths Employees make good recruiters Applicants tend to perform better and stay longer Weaknesses May serve as barrier to equal employment opportunity Possible discrimination Employee Referrals

  11. Methods of External Recruitment Private & public employment agencies On-Line recruitment Applicant-initiated recruitment External Recruitment Executive search firms Help-wanted advertisements Campus recruiting

  12. Strengths Efficient Low cost Highly motivated applicants Weaknesses Timing- may get applicants when jobs are not available Applicant-Initiated Recruitment

  13. Strengths Reach a large audience in a relatively short period of time Helps ensure equal opportunity Weaknesses Not as effective as other methods May produce too many applicants Help-Wanted Advertisements

  14. Strengths Specialize in mid-and senior-level managers Can locate applicants not actively seeking jobs Weaknesses Expensive About half of searches don’t result in candidates with desired qualifications Executive Search Firms

  15. Strengths Useful for filling specialized entry-level jobs Weaknesses Costly Time consuming Campus Recruiting

  16. Sources of Recruitment Internal Recruiting External Recruiting • Employee is familiar with the organization and its culture. • Lower recruitment costs. • Able to predict the person’s success in the new job. • Improves employee morale and motivation. • Able to acquire skills or knowledge • Newer ideas and novel ways of solving problems may emerge • Newcomers may not fit in with the organization • More expensive • Newcomers take a longer time to learn about the organization • Lowered morale and motivation levels of current employees • Internal rivalry and competition for higher positions • Reduce interpersonal and interdepartmental cooperation • No ‘new blood’ is brought into the system

  17. Factors Influencing Applicant Decisions Alternative Job Opportunities Recruitment Activities Attractiveness of Company Attractiveness of the Job

  18. 2 3 Importance of Sound Recruitment 1 Less supervision, mentoring Smaller burden on training resources Better discipline & career prospects 4 More independent functioning & job satisfaction

  19. JOB REQUIREMENTS Human Resource Planning JOB OPENINGS IDENTIFIED Constraints on Recruitment Job Analysis Information Specific Requests of Managers Manager’s Comments METHODS OF RECRUITMENT An Overview of the Recruitment Process SATISFACTORY RECRUITS MAKE FORMAL APPLICATION INTERNAL SOURCES EXTERNAL SOURCES OTHERS Temporary-help firms Departing employees Open house Computerized information systems

  20. Reading – Page 82 • Read the whole passage on page 82 • Finish exercises 2&3. Check answers with your partner.

  21. Listening – Page 83 • Fill in the blanks. • Compare Lecture on Page 83 and Tapescripte on Page 134. List synonyms.

  22. Home Assignment • Resume Writing – May 10th • Compare Lecture on Page 83 and Tapescripte on Page 134.

More Related