The document discusses various aspects of human resource management including recruitment, hiring processes, training, performance management, and motivation. It provides details on forecasting personnel needs, finding internal and external candidates, screening applicants, conducting interviews, and onboarding new employees. The recruitment section specifically examines planning, sources of candidates, constructing job advertisements, and ensuring compliance with equal employment laws.
The document discusses various aspects of human resource management including recruitment, hiring processes, training, performance management, and motivation. It provides details on forecasting personnel needs, finding internal and external candidates, screening applicants, conducting interviews, and onboarding new employees. The recruitment section specifically examines planning, sources of candidates, constructing job advertisements, and ensuring compliance with equal employment laws.
The document discusses various aspects of human resource management including recruitment, hiring processes, training, performance management, and motivation. It provides details on forecasting personnel needs, finding internal and external candidates, screening applicants, conducting interviews, and onboarding new employees. The recruitment section specifically examines planning, sources of candidates, constructing job advertisements, and ensuring compliance with equal employment laws.
The document discusses various aspects of human resource management including recruitment, hiring processes, training, performance management, and motivation. It provides details on forecasting personnel needs, finding internal and external candidates, screening applicants, conducting interviews, and onboarding new employees. The recruitment section specifically examines planning, sources of candidates, constructing job advertisements, and ensuring compliance with equal employment laws.
Select Method Work Flow Evaluate Training Recruitment Human Resource Activity designed to Affect the number of people who apply for vacancies and , Meet the qualities of people who apply for vacancies
The goal of recruitment is to ensure that when
a vacancy occurs, the organization has a number of reasonably qualified applicants to choose from. The Need for Effective Recruiting
Recruiting Challenges
Effectiveness of Effects of Legal requirements
chosen recruiting nonrecruitment associated with methods issues and policies employment laws Effective Recruiting • External Factors Affecting Recruiting – Supply of workers – Outsourcing of white-collar jobs – Fewer “qualified” candidates • Other Factors Affecting Recruiting Success – Consistency of recruitment with strategic goals – Types of jobs recruited and recruiting methods – Nonrecruitment HR issues and policies – Successful prescreening of applicants – Public image of the firm – Employment laws The Need for Effective Recruiting
Recruiting Challenges
Effectiveness of Effects of Legal requirements
chosen recruiting nonrecruitment associated with methods issues and policies employment laws Organizing How You Recruit
Advantages of Centralizing Recruiting Efforts
Facilitates Reduces Ensures Fosters effective
strategic duplication of compliance with use of online priorities HR activities EEO laws recruiting Steps in Recruitment and Selection Process Planning and Forecasting • Employment or Personnel Planning – The process of deciding what positions the firm will have to fill, and how to fill them. • Succession Planning – The process of deciding how to fill the company’s most important executive jobs. • What to Forecast? – Overall personnel needs – The supply of inside candidates – The supply of outside candidates Forecasting Personnel Needs Forecasting Tools
Trend analysis Ratio analysis Scatter plotting
Recruiting yield pyramid Recruitment Sources Colleges and Universities
Internal Employment Sources Agency
External Electronic Sources Recruitment
Newspaper Direct s Applicant Advertising Internal Sources of Candidates Advantages Disadvantages
• Foreknowledge of • Failed applicants become
candidates’ strengths discontented and weaknesses • Time wasted interviewing • More accurate view of inside candidates who will candidate’s skills not be considered • Candidates have a stronger • Inbreeding strengthens commitment tendency to maintain the to the company status quo • Increases employee morale • Less training and orientation required Finding Internal Candidates
1 Recruiting via the Internet 6 Executive Recruiters
On Demand Recruiting 2 Advertising 7 Services (ODRS)
3 Employment Agencies 8 College Recruiting
Temp Agencies and Alternative
4 9 Referrals and Walk-ins Staffing
5 Offshoring/Outsourcing Recruiting via the Internet • Advantages • Cost-effective way to publicize job openings • More applicants attracted over a longer period • Immediate applicant responses • Online prescreening of applicants • Links to other job search sites • Automation of applicant tracking and evaluation • Disadvantages • Exclusion of older and minority workers • Unqualified applicants overload the system Advertising for Outside Candidates • The Media Choice – Selection of the best medium depends on the positions for which the firm is recruiting. • Newspapers: local and specific labor markets • Trade and professional journals: specialized employees • Internet job sites: global labor markets • Constructing (Writing) Effective Ads – Create attention, interest, desire, and action (AIDA). – Create a positive impression (image) of the firm. Employment Agencies
Types of Employment Agencies
Public Nonprofit Private
agencies agencies agencies Why Use a Private Employment Agency? • No HR department: firm lacks recruiting and screening capabilities to attract a pool of qualified applicants. • To fill a particular opening quickly. • To attract more minority or female applicants. • To reach currently employed individuals who are more comfortable dealing with agencies than competing companies. • To reduce internal time devoted to recruiting. Specialized Staffing and Recruiting • Alternative Staffing – In-house contingent (casual, seasonal, or temporary) workers employed by the company, but on an explicit short-term basis. – Contract technical employees supplied for long- term projects under contract from outside technical services firms. • On-Demand Recruiting Services (ODRS) – Provide short-term specialized recruiting to support specific projects without the expense of College Recruiting • On-campus recruiting goals • On-site visits – To determine if the candidate is – Invitation letters worthy of further consideration – Assigned hosts – To attract good candidates – Information packages – Planned interviews – Timely employment offer – Follow-up • Internships Interview Content: Types of Questions
• Stress interview An interview in which the interviewer seeks to make the applicant uncomfortable with occasionally rude questions that supposedly to spot sensitive applicants and those with low or high stress tolerance Interview Content: Types of Questions
• Puzzle questions Recruiters for technical, finance, and other types of jobs use questions to pose problems requiring unique (“out-of-the-box”) solutions to see how candidates think under pressure. Questionnaire To Interview H.R Manager Question Evaluation
How do you manage your HR staffs?
How to monitor works of your HR staffs?
Please tell me your HR department structure and main duties of each HR ?
How do you train your HR staffs?
Please tell me your HR department goals and plans?
How to set up HR strategy?
Recruitment
Evaluation Selection Hiring Process
The goal is to choose the
most competent person for the position by obtaining and carefully reviewing all relevant information HR Interview Questions • Tell me about yourself? • Where do you see yourself five years from now? • Why are you leaving (or did you leave) last job? • Why do you want to work at our company? • What do you worry about? • What are your goals? Questions …
