Recruitment Ppt.

8 April 2023RED CONSULTANCY: Internsip

project 1

THE RECRUITMENT PROCESS

Recruitment of new staff is the responsibilityof the Human Resources Department.


project 2

Vacancy Occurs

Vacancy may arise as a result of:

• Retirement;

• Promotion;

• Resignation;

• Death

• Re- hiring

• Business expansion.


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Job Analysis

• A study of what the job entails;• A description of the tasks, skills qualities

and training required to do the job.


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How to Conduct a Job Analysis

What three or four activities actually constitute the job?

Is each really necessary? What is the relationship between each task?

Is there a special sequence, which the tasks must follow


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Do the tasks necessitate sitting, standing, writing, operating, talking, listening, interpreting, analyzing, seeing, coordinating, etc.?

How many other employees are available to perform the job function?

Can the performance of that job function be distributed among any other employees?


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How much time is spent on the job performing each particular function?

Would removing a function fundamentally alter the job?

What happens if a task is not completed on time?


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JOB SETTING: Location: Where are the

essential functions of the job carried out?

Organization: How is the work organized for maximum safety & efficiency?

How do worker obtain necessary equipment & materials?


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Movement: What movement is required for employees to accomplish the essential functions of the job?

Conditions: What are the physical conditions of the job setting

What are the social conditions of the job?


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Worker Qualification: What are the physical requirements? What are the general skills needed for

the job (ability to read, write etc). What specific training is necessary? Can it be obtain on the job ? What previous experience, if any, can

replace or be substituted for the specific training requirement?


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How to use the job analysis Develop objective job related interview questions. Write current & accurate position descriptions.

Position descriptions should be updated on a regular basis & a job analysis done if any factor outlined above have to be altered.

Perform objective performance appraisals. Determine if accommodations can assist a person

with a disability to perform the job. Conduct personnel functions in a non-

discriminatory manner.


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Job Description

• The job title;• The position within the

organisation;• A list of duties.

The Job Description is a written description of what the job consists of:


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Worker Specification

• Qualifications;

• Experience;

• Skills;

• And the Personal Qualities of the ideal candidate.

The Person Specification lists the:


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Job is AdvertisedMay be advertised:

Internally – notice boards, circulars, company magazines;

Externally – local or national papers, recruitment agencies, careers service.

Internet


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Candidates Apply

• A letter of application;

• An application form;

• A Curriculum Vitae.

Applicants may be asked to apply by submitting:


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Short listing

• Compares the documents submitted;

• Selects those who closely match the ‘person specification’;

• Invites short listed candidates to attend interview.

Human Resources Manager will:


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Interviews are Held

• Good answers to all

questions;

• Attitude and dress;

• Body language.

The interviewers look for:


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Vacancy is Filled

Most suitable candidate Is selected;

• References are followed up and if satisfactory;

• Job offer is made;

• Contract is drawn up.

Following the interviews:

Recruitment Ppt.

Documents

Transcript of Recruitment Ppt.