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PRESENTED BY:-Gourav Kottawar.

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

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Methods Used in Internal Recruiting

Job PostingEmployee ReferralsInternal Job Fairs

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Internal recruiters An internal recruiter (alternatively in-house

recruiter or corporate recruiter) is member of a company or organization and typically works in the human resources department. Internal recruiters may be multifunctional, serving in an HR generalist role or in a specific role focusing all their time on recruiting. Activities vary from firm to firm but may include.

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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

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PROCESS Job analysis:-In situations where multiple new jobs are

created and recruited for the first time, a job analysis might be undertaken to document the knowledge, skill, ability, and other personal characteristics required for the job. From these the relevant information is captured in such documents as job descriptions and job specifications.

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Sourcing:-Sourcing is the use of one or more strategies to

attract or identify candidates to fill job vacancies. It may involve internal and external advertising, using appropriate media, such as local or national newspapers, specialist recruitment media, professional publications, window advertisements, job centers, or in a variety of ways via the internet.

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selection • Step 1. Give the appropriate job title • Step 2. Say something positive about the organization • Step 3. Describe the job • Step 4. Highlight positive working conditions • Step 5. If appropriate, provide information on wages and

benefits • Step 6. Indicate how to apply Suitability for a job is typically assessed by looking for that

are required for a job. These can be determined via: résumés , job application; Biographical Information which is an assessment that asks for a more extensive background than an application; or a job interview.

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External Recruitment SourcesWhy external recruitment? Acquire skills not possessed by current employees Obtain employees with different backgrounds to

provide a diversity of ideas

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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

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Recruitment

What is the role of a recruiter?

Why is it important to have a recruiter?

What is the future of recruiting?

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Recruitment Strategy

Defined direction used to identify source and attract a candidate pool.

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Recruitment Strategy

DiversitySources

ProfessionalAssociations

EventRecruiting

OutplacementFirms

CollegesAlumni

Online Communities

TargetCompanies

RecruitmentStrategy

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Execute strategy before

outsourcing

External Environment of Recruitment

Labor Market ConditionsLegal ConsiderationsCorporate Image

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Internal Environment of Recruitment

Human Resource PlanningPromotion PoliciesFirm’s Knowledge of EmployeesNepotism

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

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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

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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

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Key metrics to monitor and track [Time-to-hire]

[The total time required for hiring.] [Quality-of-hire]

[How satisfied an organization is with a hire.] [Number of vacancies outstanding]

[The total number of job vacanciesthe company has.]

[Cost-per-hire][The total cost associated with a givenposition and hire.]

[Recruit source effectiveness][The effectiveness of each source thecompany uses to generate candidates.]

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Exercise

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

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Applicant Tracking System

Automates online recruiting

Allows companies to track recruiting results

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