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RECRUITMENT

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The process of attracting individuals on a timely basis, in ... Nepotism. 11. Recruiting process overview. Candidates. Vendors. Clients. Recruiter (Team) ... – PowerPoint PPT presentation

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Title: RECRUITMENT


1
RECRUITMENT
2
Chapter Objectives
  • Explain the external and internal environment of
    recruitment
  • Discuss the internal and external recruitment
    factors
  • Describe the recruitment process
  • Describe internal recruitment methods
  • Explain external sources of recruitment
  • Identify external recruitment methods
  • Explain the relevance of a recruitment strategy
  • Describe an applicant tracking system
  • Discuss of Internet recruiting

3
Recruitment
  • The process of attracting individuals on a
    timely basis, in sufficient numbers, and with
    appropriate qualifications, and encouraging them
    to apply for jobs with an organization

4
Recruitment
  • My Definition
  • Identifying, sourcing and
  • recruiting people for an
  • opportunity.

5
Recruitment
  • What is the role of a recruiter?
  • Why is it important to have a recruiter?
  • What is the future of recruiting?

6
Recruitment Sources and Methods
  • Recruitment sources Place where qualified
    individuals are found
  • Recruitment methods Means by which potential
    employees can be attracted to the firm

7
Recruitment Strategy
  • Defined direction used to identify
  • source and attract a candidate
  • pool.

8
Recruitment Strategy
Execute strategy before outsourcing
9
External Environment of Recruitment
  • Labor Market Conditions
  • Legal Considerations
  • Corporate Image

10
Internal Environment of Recruitment
  • Human Resource Planning
  • Promotion Policies
  • Firms Knowledge of Employees
  • Nepotism

11
Recruiting process overview
Candidates
Need definition
Candidate generation
Response management
Clients
Vendors
Screen select
Hire
Recruiter (Team)
12
Generator Group Recruitment Process
13
Methods Used in Internal Recruiting
  • Job Posting
  • Employee Referrals
  • Internal Job Fairs

14
External Recruitment Sources
  • Why external recruitment?
  • Acquire skills not possessed by current employees
  • Obtain employees with different backgrounds to
    provide a diversity of ideas

15
External Recruitment Sources
  • Internet
  • Community Colleges
  • Colleges and Universities
  • Competitors and Other Firms
  • Outplacement Firms
  • Military Personnel
  • Consultants or Researcher
  • Professional Associations

16
External Recruitment Methods
  • Advertising
  • Employment Agencies
  • Job Fairs/Virtual Job Fairs
  • Executive Search Firms
  • Target Research
  • Internships
  • Professional Associations
  • Open Houses
  • Event Recruiting
  • Sign-on Bonuses
  • Company Database
  • Target Internet sites

17
Advertising
  • Communicates firms employment needs through
    media such as radio, newspaper, television,
    industry publications, and the Internet
  • Should indicate how to respond
  • Closing date

18
Employment Agencies
  • Used to hire contingent worker
  • Great for non-exempt level jobs
  • Agencies have on-site representation at companies
  • Example Volt and Kelly Services

19
Job Fairs/Virtual Job Fairs
  • Job Fair
  • group of employers gather collectively to
    recruit applicants
  • Virtual Job Fair
  • companies come together to recruit applicants
    online

20
Internships
  • Places student in a temporary job
  • No obligation to hire student permanently or for
    student to accept a permanent position
  • Typically a temporary job for summer or a
    part-time job during school year
  • Students bridge gap from theory to practice.

21
Executive Search Firms
  • Dedicated resource to locate experienced
    professionals and executives
  • Have established network of professionals
  • Contingency search firms receive fees only upon
    successful placement
  • Retained search firms receives payment up
    front, during the project and after successful
    placement

22
Professional Organizations
  • Specialized organizations for certain professions
  • Serves as a educational resource for that
    profession
  • Example SHRM

23
Open Houses
  • Opportunity to get managers directly involved
  • Cheaper and faster than agencies
  • May attract more unqualified candidates

24
Event Recruiting
  • Opportunity to create image of company
  • Go to events that people you are seeking attend
  • Opportunity to create a casual recruiting
    environment

25
Sign-on Bonuses
  • 3 out of 5 companies use signing bonus as
    recruitment tool
  • Often used when applicant maybe leaving on the
    table
  • Amounts vary depending on the level of position

26
Key metrics to monitor and track
  • Time-to-hireThe total time required for
    hiring.
  • Quality-of-hireHow satisfied an organization
    is with a hire.
  • Number of vacancies outstanding The total
    number of job vacanciesthe company has.
  • Cost-per-hireThe total cost associated with a
    givenposition and hire.
  • Recruit source effectivenessThe effectiveness
    of each source thecompany uses to generate
    candidates.

27
Exercise
  • Read recruiting dilemma on page 131
  • Break into groups of three for 10min
  • Develop two - three solution
  • Report back

28
Applicant Tracking System
  • Automates online recruiting
  • Allows companies to track recruiting results
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