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Recruitments

Recruitments. Definition…. Process of seeking and attracting a pool of people from which qualified candidates for job vacancies can be chosen. Edward B Flippo :.

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Recruitments

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  1. Recruitments

  2. Definition… • Process of seeking and attracting a pool of people from which qualified candidates for job vacancies can be chosen

  3. Edward B Flippo: • Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation

  4. Meaning • Recruitment is the activity that links the employers and the job seekers • A process of finding and attracting capable applicants for employment

  5. Relation between job Analysis, HRP, & Recruitment HUMAN RESOURCE PLANNING JOB ANALYSIS Nature and Requirements of specific jobs Number of specific jobs to be filled JOB DESCRIPTION RECRUITMENT Sources ? Pool of qualified candidates SELECTION

  6. Job Analysis gives the nature and requirements of jobs • Hrp determines the specific number of jobs to be filled • Recruitment provides a pool of people qualified to fill these vacancies

  7. PERSONNEL REQUISITION FORM • Describes the reason for the need to hire a new person and the requirements of the job

  8. SOURCES OF RECRUITMENT • INTERNAL • EXTERNAL

  9. INTERNAL SOURCES • TRANSFERS • PROMOTIONS • UPGRADING • DEMOTION

  10. RETIRED EMPLOYEES • RETRENCHED EMPLOYEES • DEPENDENTS AND RELATIVES OF THE DECEASED

  11. EXTERNAL SOURCES • ADVERTISING -MEDIA (PRINT AND BROADCAST) • EMPLOYMENT AGENCIES • PLACEMENT AGENCIES

  12. CAMPUS RECRUITMENTS • EMPLOYEE REFERRALS • WALK-INS OR UNSOLICITED APPLICATIONS • INTERNET RECRUITING

  13. Personnel Requisition Form Detailed information on recruiting new employees is in Procedures 2100. Complete, print, sign and forward this form to the DIVISION OF HUMAN RESOURCES, EMPLOYMENT DEPARTMENT. For more information contact employment@mdc.edu. TO BE COMPLETED BY DEPARTMENT: Full Time Job Group Essential Position for Emergency Purposes Pay Grade: Job Code-Job Title (FLSA); Minimum; Midpoint Part Time Job Group Essential Position for Emergency Purposes Job Code-Job Title (FLSA); Minimum - Maximum Working Title: Department: Days/Hours of Work: Org Unit: Qual: GLC Code:

  14. Refer Applicants to: Room #: Phone #: Status: Give Dates if Temporary: From: To: Campus: District: New Position Line #: Position #: Replacement for: MDID #: Desired Appointment Date: Reason for Incumbent leaving: Date: If Grant Funded Position/Give C.P.N.#: ON-LINE APPLICANT TRACKING ACCESS DELEGATION (Full-Time Positions Only) Access Delegator: Committee Member: Hiring Manager: Committee Chair: POSITION REQUIREMENTS: EXISTING Yes No - Attach approved job description

  15. If job description already exists, and you would like to add to the description, enter the information below. * New positions - Please complete a Job Description Questionnaire and submit to the Compensation department at hrcompensation@mdc.edu for review and approval, two weeks prior to posting.

  16. POSTING INFORMATION: INTERNAL EXTERNAL Recruitment Source Desired: For Other, Please specify: SIGNED: PRINT NAME: (Hiring Supervisor) DATE: APPROVED: PRINT NAME: (Provost/Vice Provost or Designee/Campus President or Dean) DATE: FOR HUMAN RESOURCES USE ONLY

  17. Pos #: ________________ Qual: _________________ GLC Code: ____________ Calendar: _____________ Job Class Code: ________ Pay Grade: ____________ _____ Upgrade _____ Downgrade Position Title: _____________________________________________ HR Approval: ___________________________________________________________ Date: ________________ Employment Use: Date Posted: __________________ Reposted: __________________ Position ID #: ________________________ Advertising Dates: Printed Media: _________________ Websites: ___________________ Other Publication: _____________________ FOR BUDGET USE ONLY Funding Source: ____________________________________ Fund: _____________________ Status: _____ Temporary _

  18. INTERNAL SOURCES: ADVANTAGES • Company has better knowledge of strengths and weaknesses of job candidate • Job candidate has a better knowledge of the company • Morale and motivation of the employees are improved • cheaper

  19. INTERNAL SOURCES: DISADVANTAGES • People might not be able to handle the new position and may not be successful in the new job • Inside fighting among internal candidates may affect morale • Inbreeding can stop new ideas and innovation

  20. EXTERNAL : ADVANTAGES • Talent pool is much larger • New ideas and fresh insights can be brought in the company • More unbiased and fair

  21. EXTERNAL : DISADVANTAGES • More expensive • Adjustment or orientation time of new employee is more • Morale and political problems can develop among employees inside the company who missed out the position

  22. REALISTIC JOB PREVIEWS • A METHOD OF PROVIDING COMPLETE JOB INFORMATION • BOTH POSITIVE AND NEGATIVE ASPECTS ----TO THE JOB APPLICANT

  23. AN EXAMPLE • JOB OF SALES EXECUTIVE • JOB PROBILE: MBA, WITH 3 YEARS OF EXPERIENCE • ATTRACTIVE SALARY, PERKS AND FACILITIES • FAMILY MEDICAL AND OTHER FACILITIES -JOB WILL INCLUDE 40% OF TOURING -ABILITY TO TAKE HIGH PRESSURE -LONG WORK HOURS

  24. ORGANIZATIONAL INDUCEMENTS • POSITIVE FEATURES AND BENEFITS OFFERED BY THE ORGANIZATION TO ATTRACT JOB APPLICANTS

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