2798957
Recruitment
- What is recruitment?
- The process of creating a pool of potential candidates from
which a selection process can refine the pool to the right talent
to fill vacant positions.
- The process of creating a pool of potential candidates from
which a selection process can refine the pool to the right talent
to fill vacant positions.
- Why is it important?
- The Human Resource Department scouts talent
and matches the right people to the right jobs at
the right time. The effectiveness of the organization
depends on the employees in the organization
- The Human Resource Department scouts talent
and matches the right people to the right jobs at
the right time. The effectiveness of the organization
depends on the employees in the organization
- Methods of recruitment: the
way that an organisation
recruits its manpower
- Internal Recruitment:
looking to fill a job opening
with an employee already
in the organization
- Traditional Methods
of Internal
Recruitment
- Job Posting
- Job Bidding
- Promotions & Transfer
- Job Posting
- Non-Traditional
Methods of Internal
Recruitment
- Job Redesign – Job Enrichment, Job
Enlargement and Job Rotation
- Secondments
- Job Redesign – Job Enrichment, Job
Enlargement and Job Rotation
- Traditional Methods
of Internal
Recruitment
- External Recruitment: process
of searching outside of the
current employee pool to fill
open positions in an
organization.
- Traditional
Methods of
External
Recruitment
- Job Agencies
- Advertisements
- Current Employee
Referrals/Employee Referral Scheme
- Job Agencies
- Non-Traditional
Methods of External
Recruitment
- Movies
- Featurettes
- Movies
- Reasons for
adopting this?
- Filling of entry-level jobs
- Acquiring skills not possessed by
current employees; and
- Getting employees with different
backgrounds to provide new ideas.
- Filling of entry-level jobs
- Traditional
Methods of
External
Recruitment
- Internal Recruitment:
looking to fill a job opening
with an employee already
in the organization
- Sources of recruitment: the
pool from which these
manpower are taken from
- Traditional sources
- School Leavers/Fresh Graduates
- Mid-career professionals
- Within Company Ranks
- School Leavers/Fresh Graduates
- Non-Traditional sources
- Single Parents
- Older workers
- SAHM
- Workers from correctional
institutes
- Single Parents
- Traditional sources
- Recruitment Advertisement
- When writing....
- Consider what exactly the job is.
- Consider who the ideal candidate is.
- List the skills needed for the job.
- Describe the experience that applicants must have.
- Get applicants to include details of their non-work interests and achievements.
- Consider what exactly the job is.
- Elements of an effective advertisement
- Description of the organisation (name,
brand, location, type of business)
- Description of the
position available such
as job title and main
duties
- Special conditions required
for the job
- Description of the organisation (name,
brand, location, type of business)
- Features of an effective advertisement
- Accurate description of
the job and its
requirements
- Short and relevant with details that
applicants need to know at application
stage
- Honest and does not
make claims that will later
prove false
- Positive giving the applicant a
positive feel about joining the
businessv
- Accurate description of
the job and its
requirements
- When writing....
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