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E-HRM | Staffing | Unit 3

KYTC. Prepared by: Safaa S.Y. Dalloul. E-HRM | Staffing | Unit 3. http ://safaadalloul.wordpress.com. 2013-2014. 1. 3. Recruitment. Hiring. 2. Selection. 4. Electronic Recruitment. 1. Recruitment. What is Recruitment?.

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E-HRM | Staffing | Unit 3

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  1. KYTC Prepared by: Safaa S.Y. Dalloul E-HRM | Staffing | Unit 3 http://safaadalloul.wordpress.com 2013-2014

  2. 1 3 Recruitment Hiring 2 Selection 4 Electronic Recruitment

  3. 1 Recruitment

  4. What is Recruitment? Recruitment is the process of attracting individuals and encouraging them to apply for jobs with an organization: on a timely basis, in sufficient numbers and with suitable qualifications

  5. Recruitment Process • A manager notifies that an opening needs to be filled, and initiates an employee requisition. • Determine whether qualified employees are available within the firm (internal source) or to use external sources. •  Determine the best recruitment method to be used.

  6. Challenge !! Complete the sentence ----------------- it is check up if the organization can secure the kind of employee and determine the source of employee? The answer is: Forecasting HR Availability Note: Revise Chapter 2

  7. What is Employee Requisition? • It is a document that specifies: • Job Title such as (Clerk, Manager, CEO…etc.) • Department (Sales, Finance, Admin,…etc.) • The date of the employee is needed for work (10/10/2014,…Current Date) • Other Details (i.e. Justification why you need this job)

  8. Challenge !! What do you think about recruitment sources? Or Do you have an idea about it. Explain

  9. Recruitment Sources

  10. Challenge !! After the HR Manager prepared the job description he/she wants to recruit the candidate, so how will the recruitment will be done?

  11. Recruitment Methods • Internal Recruitment Methods • Job Posting and Bidding • Promotions, and Transfers • Current Employee Referrals • Recruiting Former Employees and Applicants • External Recruitment Methods

  12. Internal Recruitment Methods • Job Posting and Bidding • Job Posting: is a procedure for informing employees that job openings exist. Example • Job Bidding: is a procedure that permits employees who believe that they possess the required qualifications to apply for a posted job.

  13. Recruitment Methods • Internal Recruitment Methods • Job Posting and Bidding • Promotions, and Transfers • Current Employee Referrals • Recruiting Former Employees and Applicants • External Recruitment Methods

  14. Internal Recruitment Methods • Promotions and Transfers • Many employers use job postings as a way to identify candidates interested in changing jobs within the organization. • Review the issues associated with job postings, promotions, and transfers.

  15. Challenge !! Promotion X Demotion What do you think about it with Examples

  16. Recruitment Methods • Internal Recruitment Methods • Job Posting and Bidding • Promotions, and Transfers • Current Employee Referrals • Recruiting Former Employees and Applicants • External Recruitment Methods

  17. Challenge !! How the Current Employee Referrals is consider as an internal source of recruiting?

  18. Internal Recruitment Methods • Current Employee Referrals (Recommendations) • A reliable source of people to fill vacancies is composed of friends and/or family members of current employees. • Employees can acquaint potential applicants with the advantages of a job with the company, furnish letters of introduction, and encourage them to apply.These are external applicants recruited using an internal information source.

  19. Recruitment Methods • Internal Recruitment Methods • Job Posting and Bidding • Promotions, and Transfers • Current Employee Referrals • Recruiting Former Employees and Applicants • External Recruitment Methods

  20. Internal Recruitment Methods • Recruiting Former Employees and Applicants • Former employees and former applicants are also good internal sources for recruitment. • In both cases, there is a time-saving advantage because something is already known about the potential employee.

  21. Recruitment Methods • Internal Recruitment Methods • External Recruitment Methods • Advertising • Employment Agencies • Recruiters • Job Fairs • Internships • Executive Search Firms • Walk-In Applicants

  22. External Recruitment Methods • Advertising: it is a way of communication the firm's employment needs to the public through media such as radio, newspaper or industry publications.

  23. Recruitment Methods • Internal Recruitment Methods • External Recruitment Methods • Advertising • Employment Agencies • Recruiters • Job Fairs • Internships • Executive Search Firms • Walk-In Applicants

  24. External Recruitment Methods • Employment Agencies: employment agency is an organization that helps firms recruit employees and at the same time aids individuals in their attempt to locate jobs. Note: To see an Example Click Here

  25. Recruitment Methods • Internal Recruitment Methods • External Recruitment Methods • Advertising • Employment Agencies • Recruiters • Job Fairs • Internships • Executive Search Firms • Walk-In Applicants

  26. External Recruitment Methods • Recruiters • Recruiters most commonly focus on technical and vocational schools, community college, colleges and universities. • Employers rank on-campus recruiting as the number one method for recruiting students.

  27. External Recruitment Methods • Recruiters • The student placement directors arrange interviews with students possessing the required qualifications. • Internet recruiter (cyber recruiter): is a person who primary responsibility is to use the internet in the recruitment process.

  28. Recruitment Methods • Internal Recruitment Methods • External Recruitment Methods • Advertising • Employment Agencies • Recruiters • Job Fairs • Internships • Executive Search Firms • Walk-In Applicants

  29. External Recruitment Methods • Job Fairs • A recruiting method is engaged in by a single employer or group of employers to attract a large number of applicants for interviews.

  30. External Recruitment Methods • Job Fairs • Their advantage (from the viewpoint of the employer) is the opportunity to meet a large number of candidates in a short time. • For the applicants: they have convenient access to a number of employers.

  31. Recruitment Methods • Internal Recruitment Methods • External Recruitment Methods • Advertising • Employment Agencies • Recruiters • Job Fairs • Internships • Executive Search Firms • Walk-In Applicants

  32. External Recruitment Methods • Internships • It is a special form of recruitment that involves placing a student in a temporary job with no obligation either by the company to hire the student permanently or by the student to accept a permanent position with the firm following graduations.

  33. Recruitment Methods • Internal Recruitment Methods • External Recruitment Methods • Advertising • Employment Agencies • Recruiters • Job Fairs • Internships • Executive Search Firms • Walk-In Applicants

  34. External Recruitment Methods • Executive Search Firms • Organizations are used by some firms to locate experienced professionals and executives when other sources prove inadequate. • Contingency firms: is a search firm that receives fees only upon successful placement of a candidate in a job opening.

  35. External Recruitment Methods • Executive Search Firms • Retained search firms: are search firms that are considered as consultants to their client organizations, serve on an exclusive contract basis, and typically recruit top business executives.

  36. Recruitment Methods • Internal Recruitment Methods • External Recruitment Methods • Advertising • Employment Agencies • Recruiters • Job Fairs • Internships • Executive Search Firms • Walk-In Applicants

  37. External Recruitment Methods • Walk-In Applicant: the organization attracts qualified applicant even without recruitment efforts depending on its good reputation

  38. Applicant Tracking Systems • A system that automates online recruiting and selection processes. • It enables human resource and line managers to oversee the entire process. • ATS reduces costs, speed up the hiring process and find people who fit an organization's success profile.

  39. Internet Recruitment What is the Internet and WWW? What is the Internet Recruitment Sources and Methods?

  40. Internet Recruitment • Internet: the large system of many connected computers around the world that individuals and businesses use to communicate with each other. • Web (World Wide Web): the system of connected documents on the internet, which often contains color pictures, video, and sound and can be searched for information about a particular subject.

  41. Internet Recruitment • When the internet is involved in the recruitment process, the definition itself does not change. • However, words within the definition may take on different meanings.

  42. Internet Recruitment • Consider the term in sufficient numbers and see the power of the internet. • Large numbers of qualified applicants usually can be identified, especially in days of high unemployment. • Internet recruiting can effectively identify both active and passive applicants.

  43. 2 Selection

  44. What is Selection? • It is the process of choosing from a group of applicants those individuals best suited for a particular position and organization.

  45. The Significance of Employee Selection • Making the right hiring decision will improve productivity. • Poor selection decision can cause irreparable damage and bad hire can affect the morale of the entire staff, especially in a position where teamwork in critical.

  46. The Selection Process • Recruited Candidate • Preliminary Interview • Review of Applications and Resumes • Selection Test • Employment Interviews • Personal Reference Checks • Selection Decision • Medical Examination • Notification of Candidates

  47. Recruited Candidate • The firm rejects unqualified candidates.

  48. Preliminary Interview • It is the selection process often begins with a preliminary interview. • The basic purpose for it is to eliminate those who obviously do not meet the position's requirements. • At this stage, the interviewee is asked few straightforward questions.

  49. Review of Applications and Resumes • It is the selection process often begins with a preliminary interview. • The basic purpose for it is to eliminate those who obviously do not meet the position's requirements. • At this stage, the interviewee is asked few straightforward questions.

  50. Review of Applications and Resumes • Review of applications: • The employer evaluates the application for employment to see whether there is an apparent match between the individual and the position. • Applications may not be required for many management and professional positions, so a resume may be sufficient.

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