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

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chapter seven

Chapter Seven

Recruitment

contents
Contents

Definition of recruitment

1

Constraints on recruitment

2

Methods of recruitment

3

Resume writing

4

definition of recruitment
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.
slide4

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
constraints on recruitment
Constraints on Recruitment

Job

Requirements

Org.

Policies

Inducements

HR Plans

Major

Constraints

Costs

Gov

Restrictions

Envir.

Conditions

Recruiter

Habits

constraints on recruitment1
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.

methods of recruitment
Methods of Recruitment

Sources of Recruitment

Internal

Recruiting

External

Recruiting

methods of internal recruitment
Methods of Internal Recruitment

Job

Posting

Inside Moonlighting

Job

Rotation

Internal

Recruitment

Internal

Promotion

Employee

Referrals

Lateral

Transfer

Supervisor

Recommendation

supervisor recommendations
Strengths

Popular with supervisors

Supervisors know capabilities of potential candidates

Weaknesses

Supervisor may be biased

Some qualified employees may be overlooked

Supervisor Recommendations
employee referrals
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
methods of external recruitment
Methods of External Recruitment

Private & public employment agencies

On-Line recruitment

Applicant-initiated

recruitment

External

Recruitment

Executive search

firms

Help-wanted

advertisements

Campus

recruiting

applicant initiated recruitment
Strengths

Efficient

Low cost

Highly motivated applicants

Weaknesses

Timing- may get applicants when jobs are not available

Applicant-Initiated Recruitment
help wanted advertisements
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
executive search firms
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
campus recruiting
Strengths

Useful for filling specialized entry-level jobs

Weaknesses

Costly

Time consuming

Campus Recruiting
slide16

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
factors influencing applicant decisions
Factors Influencing Applicant Decisions

Alternative Job Opportunities

Recruitment

Activities

Attractiveness of

Company

Attractiveness of the Job

slide18

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

an overview of the recruitment process

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

reading page 82
Reading – Page 82
  • Read the whole passage on page 82
  • Finish exercises 2&3. Check answers with your partner.
listening page 83
Listening – Page 83
  • Fill in the blanks.
  • Compare Lecture on Page 83 and Tapescripte on Page 134. List synonyms.
home assignment
Home Assignment
  • Resume Writing – May 10th
  • Compare Lecture on Page 83 and Tapescripte on Page 134.