The Objectives of the Selection and Recruitment Process in an Organization

8/4/2019 The Objectives of the Selection and Recruitment Process in an Organization

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Recruitment & Selection Projects1.

o Selecting the right candidates is essential to anybusiness.

Recruitment and selection is an important part of staffing for businesses of all sizes. Thekey to successful recruitment and selection is proper planning that is conducted in advanceof having a vacancy to fill. These projects are simple tasks that any company can do to helpstreamline its recruiting process.

2. Proactive Recruiting

o Proactive recruiting involves sourcing candidates before a position becomesvacant. This is accomplished by connecting with people who have the skillsrequired for key positions in your company and gauging their level of interestin your company prior to having a need to hire. Many companies will source

resumes via job boards and networking. This helps introduce the company topotential applicants to gain interest in future employment opportunities; it alsoprovides a list of people that can be contacted immediately upon a vacancyarising, preventing long periods of time where key team players are missingfrom the organization. It is important to always tell candidates that you areproactively recruiting as opposed to advertising a current job opening thatmay not be readily available. This is a dishonestly that may tarnish thereputation of the company.

Networking

o Networking within the industry in which you specialize is a vital way to know

who is a top performer. It also provides a basis for future recruiting that canbe called upon when an urgent hiring need presents itself. Networking can beaccomplished through industry associations, your town's chamber ofcommerce, or online social media networks.

Staffing Plans

o Developing a staffing plan is imperative to streamlining the recruiting andselection process. A staffing plan involves writing a job analysis for eachposition in the company, defining the scope of recruiting efforts for keypositions in the company, and determining what managers in the companywould be involved in the hiring process for each position within the company.When an unexpected vacancy occurs, a staffing plan provides a clear plan ofaction that can be quickly initiated.

Candidate Testing

o Using the job analysis, develop a set of testing standards by which thecompany can verify skills and knowledge. It is easy to get caught by the "haloeffect" when interviewing, and testing provides a way to make certain none of


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the managers involved in the hiring process are blinded by a candidate thatseems too good to be true. Commercial software programs providecustomized testing to ensure the candidate has the required skills andpersonality to be successful on the job.

Recruiting From Withino It is often a better investment to recruit from within the ranks of a company's

current employees. Providing training to prepare top performers foradvancement ensures that there is always an employee ready to bepromoted into any vacancies that arise. This method of recruiting also lowerscostly turnover as employees are more loyal to companies that invest in theirfutures.

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The Objectives of the Selection andRecruitment Process in an OrganizationBy Mike Evans, eHow Contributorupdated November 22, 2010

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1.

o Human resources personnel often recruit and select employees.
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Whether a person is selecting employees or volunteers, there are a number of objectivesthat recruiters must have in mind if they are to select the best applicants for their companyor organization. Generally, the selecting and recruiting of personnel is carried out by ahuman resources person.

2. Job Requirementso Is this person qualified to carry out his or her duties?

It is essential that a recruiter be able to identify applicants who are capable of the specificduties related to the job in question. For example, if one is searching for a salesrepresentative, experience with professional presentations would be an asset. Draw up agood job description that outlines the specific job requirements and qualifications associatedwith those requirements.

During the interview, ask specific questions that will help determine whether the applicant isa good fit. To use the sales representative example once again, the recruiter might ask theapplicant to speak about a time when he or she demonstrated initiative in attracting a new

customer.

3. Personality

o Is this person a good fit for the organization?

In order to find the best possible person for a job, it is essential that the recruiter lookbeyond the applicant's formal education and work experience. Recruiters must also payclose attention to the applicant's personality traits, behavior, and general demeanor in orderto decide whether she will get along with the organization's current employees. Recruitersmight ask themselves, "Can I imagine myself and my co-workers having lunch with thisperson?" or "Will this person get along with my co-workers in meetings?"

Formal job requirements are important, but some consider personality traits, behavior anddemeanor to be just as important to a successful recruitment process.

4. Motives

o What are this person's motives and aspirations?

High turnover rates can be costly for any organization. Therefore, It is important to ensurethat the applicant shares the long-term goals of the organization before he is recruited. Callcenters, for example, are notorious for hiring employees who stay only a few weeks beforeleaving. This costs the company time and money, and can have a negative impact onmorale around the office. Before recruiting an applicant, make sure that the jobrequirements are in line with his motivations and aspirations.

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The Definition of Online RecruitmentBy Shoaib Khan, eHow Contributor

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Online recruitment is cost-effective and more streamlinedthan traditional recruitment.Online recruitment is the process of matching people to appropriate jobs, using the Internet.The most common form of online recruitment is the advertisement of job openings on jobsites and corporate sites. This may generate a lot of responses, but simply attracting largenumbers of potential candidates is only part of the online recruitment process. The realbenefit of online recruitment is apparent when recruiters streamline the recruitment processby automation through HR software.

1. Reach

o Posting job vacancies on the Internet reaches a wider audience than postingadvertising vacancies in print media. When a message is delivered to a larger

number of people, there is a higher likelihood that some of the respondentswill be ideal for a particular job. But it also means that an effective sorting toolmust be in place to determine which candidates are ideal, because manuallysorting through the hundreds of applications will be time-consuming andexpensive.

Speed
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o It is theoretically possible to interview prospects within a day of advertisingthe job online. This speed is a boon for companies that experience seasonalbursts of activity, needing to recruit staff for the extra workload, and to coverfor sickness and staff shortages, in as little as 48 hours.

Costo Online recruitment may be very cost-effective if the process is planned. Job

suppliers can save on time, design and print charges by selecting specificplatforms (websites) for the vacancy advertisements. With proper researchand planning, companies may learn which websites are likely to attractaudience groups that the company is looking to hire from. Along with theinitial advertising process, companies can also cut costs by automating pre-selection processes that would otherwise have to be carried out by HRpersonnel.

Media Buying

o Media buying entails getting someone to place the job vacancyadvertisements on desired websites, and to negotiate the media rates. Onlinemedia buying may be a tricky affair if the advertiser does not understand themarket for the message being delivered; for example, a vacancyadvertisement for a hairstylist is not likely to attract suitable candidates if it isposted in a site mainly known for hardware specialists. The main objective ofefficient media buying is to ensure that the ad yields an adequate number ofsuitable candidates, rather than a large number of unsuitable candidates.

Interaction

o Online recruitment allows for appropriate interaction with candidates. Sincethe process is personal and direct, questions are addressed quickly, andthere is unimpeded flow of information from both sides. Online recruitmentbrings employers close to potential employees, and when an application isnot suitable for the position applied for, companies can retain the resume intheir database for future openings that may be right for the applicant.

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What Is Recruitment Selection?By Pallab Dutta, eHow Contributor
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Recruitment and selection refers to the sequence of linked activities and initiatives related tothe recruitment and selection of job candidates and other employable professionals for anorganization. Enterprises and businesses are always involved in the continuous processand cycle of sourcing, hiring and retaining human resources and talent. The HR departmentor division of an organization is vested with the overall responsibilities of recruitment andselection.

1. Human Resources Management Blueprint

o The HR department draws up the workable and macro human resourcesblueprint of an organization. Integral to this agenda are the corporaterecruitment and selection procedures and practices and the various initiativespertaining to tapping and hiring human resources for the organization. Theagenda is intertwined with the long-term corporate objectives and goals. Topmanagement and other key executives offer valuable inputs to HR managersabout expectation, attributes and skill sets that they would seek in new hiresand inductees.

Defining Job Openings and Postings

o Recruitment and selection is a continuous process in an organization. Basedon business growth, expansion plans and other organization needs, skilledworkers and new professionals are always needed. During a particularrecruitment and selection initiative, the job openings and key postings alongwith roles, educational qualifications, experience and capabilities are definedand vetted by key organizational teams. These postings are then placed inrecruitment ads in various media including online job portals. Largeenterprises and government agencies with large workforce requirements alsocoordinate with outsourced recruitment firms and staffing agencies.

Evaluation Phase

o

Once the employment posting and job offers ads are placed, a rigorousevaluation process is set into motion. Resumes and curriculum vitas (CVs) ofcandidates are screened, processed and filtered by in-house HR staff andrecruiting agencies. Face-to-face or telecon interviews are conducted withprospective applicants. As per organizational policies, written tests are alsoconducted. During the evaluation phase, candidates are evaluated on variousparameters and their strategic-fit for roles and responsibilities for theorganization are weighed.
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Selection Period

o Background and routine checks, validation of references and securityclearances, if needed, are conducted during the selection period. Factspresented in CVs and resumes are thoroughly vetted. Follow-ups are done

with some candidates and job applicants to firm up the selection process.Skill sets, qualification and capabilities of shortlisted candidates arethoroughly evaluated in an objective manner. Final interviews are conductedduring the last stage of recruitment and selection; shortlisted candidates areencouraged to ask questions and clear doubts and the hiring processfinalized.

Induction Process

o After the chosen candidates have been apprised of their selection for therelevant job postings, they are granted offer letters. They are briefed abouttheir roles and responsibilities and their immediate supervisors or managers.

During the induction phase, they are educated and familiarized aboutorganizational policies and frameworks, work culture and employee practices.They are also informed about start dates, training or initiation programs,compensation packages and incentives and other particulars about their jobs.

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Recruitment & Selection MethodsBy Shemiah Williams, eHow Contributor

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Recruitment, assessment and selection are the three key steps for hiring employees. Of these,recruitment and selection are typically the most challenging for employers. The keys to finding theright candidates at the right time and hiring them are being strategic and thinking about theorganization's future.

1. External Recruitment Methods

o Develop relationships with guidance and career counselors at colleges anduniversities and ask for help in recruiting for open positions. Reach out to
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professional organizations that are in line with the organization's mission, and ask tothem to list open positions in their newsletters and emails to members. Organizationswith financial resources should consider working with a recruitment firm, especially ifthe position is at a higher level or requires a specific skill or type of experience.

Internal Recruitment Methods

o Be clear about the skills and experience an applicant must possess. Post an openposition internally first to assess whether there are qualified candidates within theorganization. Consider interns, volunteers, temporary workers or consultants whomay have been working in a similar capacity to the open position.

Selection Methods

o Once the applicant pool has been narrowed and candidates have been assessed, it'stime to make a selection decision. Remember to think long-term. Is the applicantqualified for the present job as well as future positions? Look for a candidate withsolid experience and new ideas and a fresh perspective. Weigh his or her willingnessto learn. Also, no matter the industry, market conditions inevitably will change; select

someone who not only can adapt, but also can flourish under those conditions. Don'tdiscount candidates who are making career changes. For example, someone withfive years of corporate-sector experience can bring a strategic view to a nonprofitorganization, while someone from a nonprofit who has made the most with limitedresources can bring a fresh approach to a corporation. Be sure to consider otherneeds such as diversity, and to follow the guidelines of the Equal EmploymentOpportunity Commission.

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Purposes of RecruitmentBy Laura Lemay, eHow Contributorupdated January 07, 2011

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Recruitment matches people and opportunity.According to the book "Human Resources Selection" by Robert D. Gatewood, recruitmentprovides a desirable number of candidates for an organization's open positions.Recruitment also manages the costs in time and money for hiring employees. Recruitmentenables the organization to meet social and legal obligations. By sourcing, developing and

recruiting candidates, recruitment facilitates the organization's hiring process.

1. Metrics

o Recruitment must generate enough qualified candidates to hire a finalist.Metrics focus the development of a small number of ideally qualifiedcandidates to ensure the successful close of each search. Recruitmentconstantly manages process and seeks to drive down costs. Lowering thetime-to-hire and cost-per-hire helps recruitment receive management praise.

According to "The New HR Analytics: Predicting The Economic Value of Your Company's

Human Capital Investments," by Jac Fitz-Enz, providing management with ongoing metricshelps business line managers and human resources work as true partners.

2. Demographics

o Recruitment seeks to build a diverse organization for many reasons. A teamof diverse professionals adds strength and social resonance with more of theorganization's local, national, or international communities. According to"Diversity At Work," by Arthur P. Brief, recruitment must create a diversityrecruitment strategy based on business success, not for the sake of diversityitself.

Corporate Cultureo Recruitment often manages a portfolio of many open searches. As the

recruitment for a position progresses, hiring managers may adjust therequirements or soft skills needed by the ideal candidate. Recruitment mustsource candidates with the necessary cultural fit in addition to the experienceand skills needed for the position. To ensure long-term success of the hire,recruitment may use specific sourcing strategies to identify the finalist. For


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example, if the hiring manager prefers candidates from a particular donorcompany, recruitment may focus on identifying existing and alumnicandidates from that organization.

Active Versus Passive Candidates

o Recruiters may have an urgent need to search a pool in which a smallpotential number of qualified candidates exist. In this instance, recruitment'ssuccess depends upon identification of passive candidates. Recruitmentknows that the individuals possess the skills and experience needed toperform the duties of the open position. However, recruitment doesn't knowwhether the identified individuals have an interest or desire in changing jobsin the near future. Passive candidates may require more time to develop.When the success of the hire counts, recruitment engages passivecandidates to directly market the position.

Active candidates apply to open job posts and submit a resume for consideration.

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The Difference Between Recruitment & SelectionBy Jillian Peterson, eHow Contributor

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The recruitment and selection processes are vital to avoiding costlyhiring mistakes.Recruitment and selection is a vital role of the human resources department. Proper use of thesetechniques helps to ensure a company does not encounter costly hiring mistakes.

1. Recruitment

o Recruitment begins with sourcing potential applicants. The hiring manger, humanresources department or recruiter may use job boards, college recruitment programs,

job fairs, networking and social media to create interest in available positions withinthe company. Prescreening interviews, skill testing, background and referencechecks are part of the recruitment process.

Selection

o Selection is the process in which the candidate pool is narrowed and an applicant ischosen. The selection process may involve a series of interviews, personalityassessments and criminal background checks. Negotiations of salary, benefits and

job duties are the final stage of the selection process.

Relationship Between Recruitment and Selection

o While different members of the human resources or management team may beresponsible for various aspects of the recruitment and selection processes, the twogo hand in hand. Thorough planning and evaluation of the hiring process areessential to avoid a hiring mistake.

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How to Evaluate the Recruitment & SelectionProcessBy Laura Acevedo, eHow Contributor
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Print this article

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Successful businesses realize one of their most important assets is their workforce.Developing a strong, capable employee roster requires a recruitment and selection processthat identifies strong candidates both inside and outside the company. Routine evaluation ofthe methods, procedures and strategies used in retaining new employees and selectingemployees for advancement can improve employee retention and the quality of interviewcandidates. The best evaluation methods identify successful processes that can beenhanced and ineffective processes that need modifications.

Difficulty:

Moderate

Instructions1.

o 1Create a measurement standard. Judging the effectiveness of any business process isdifficult without a solid measurement system. Consider using new employee turnover,employee satisfaction metrics or average position vacancy time as measurement standards.

You can also use qualitative assessments through management, employee and candidatesurveys.

o 2Track measurement data. Measurement standards should be tracked over time as anindicator of the success or failure of recruitment and selection processes. Consider trackingthese measures on a monthly, quarterly or yearly basis. Industries with high natural turnovermay want a more frequent measurement, while a company with low employee turnover maysuffice with routine, but infrequent evaluations. Positive trending data indicates effectiveprocesses. Negative trending measurements allude to underlying problems that need to beaddressed quickly to avoid impacting the business.

o 3Review costs. Look at the overall costs your company expends for all recruitment andselection endeavors. Costs should include advertising expenditures, human resourcespersonnel time, signing bonuses and reimbursements for moving costs. Review the cost ofeach type of investment and ensure the expenditures are resulting in quality employeecandidates. Effective spending can help target the right type of employee candidates.
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o 4Ensure recruitment and selection processes enhance your business image. Improperrecruitment and selection process can have a negative impact on how your business isperceived by potential employees, business partners and customers. Showing you value

employees even before they are your employees sets the stage for a mutually rewardingworking relationship.

o 5Guarantee that processes conform to business and legal requirements. Your business canface financial and legal hurdles if anti-discrimination, employee eligibility and labor lawstandards are not upheld. Spot-check documents and conduct informal interviews withrecent hires to ensure legal compliance.

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Objectives of a Good Manufacturing ProcessBy Erin Schreiner, eHow Contributorupdated November 21, 2010


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1.

o Ever since Ford introduced the concept of the assembly line, the task ofmanufacturing has largely been seen as a process. Those working in themanufacturing sector have goals, such as innovation, automation, safety, quality andproductivity, when they make changes to a manufacturer's process model. Theseobjectives often guide industry changes.

Make a High Quality Product

o If you fail to produce a high quality product, you may not retain your customers. Toensure a high quality product, the process design and selection of materials must becompleted with that objective in mind.
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Increase Productivity

o Many of the modifications made to manufacturing processes are aimed at increasingthe productivity of the operation. When exploring manufacturing systems, those incharge often seek ways in which they can increase output, making the businessmore profitable and saving on labor costs.

Eliminate Areas of Weakness

o Regardless of how highly refined your manufacturing process may be, you likely stillhave areas of weakness. Those in charge of monitoring manufacturing processesoften dedicate much time and attention to identifying and eliminating these areas.Areas of weakness may include anything that causes productivity to slow down aswell as areas that prove dangerous to employees.

Improve Employee Safety

o Because the machines and materials involved in manufacturing present risks toemployees, employers often aim to improve employee safety through monitoring and

innovation of the manufacturing process. Employees can complete this processthrough automation or employee training.

Innovate and Bring New Ideas

o While manufacturing is an age-old practice, it is far from perfected. Those who workin the manufacturing industry are continually on the lookout for ways they canimprove the manufacturing process and modify the process to incorporate morecontemporary technological advances.

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How to Write a List of Resume ObjectivesBy eHow Contributor

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HR Outsourcing PPT HR Payroll Software

You are suddenly out of work and it is imperative to find new employment as quickly aspossible. Jobless does not mean hopeless, but it does mean that you will need to prepareor update a resume as soon as possible. A future employer will initially decide whether toinvite a candidate for an interview based on particular job requirements and expectations,and how much you match that criteria. A list of resume objectives should never be genericor obviously more geared to your desires instead of value to a potential employer.

Difficulty:

Moderate

InstructionsThings You'll Need

Computer, Printer (or All in One) and Internet Telephone Internet Search Skills Resume and Versions Library or Purchased Books on Resume Writing Employment Agency1.

o 1How do you write a list of resume objectives? The list of objectives is a short, concise

summary of your experience and how you match the employer's needs. It is 2 or 3sentences and very precisely worded. See the steps below to develop a proper list ofobjectives pertinent to your job search. A good deal of the information you need to do this isfree.

o 2Network with your friends, relatives or neighbors. Do not be shy, pick up the phone and callthem. Borrow updated resumes, especially someone in your line of work who has also donea list of resume objectives. Ask them for suggestions on wording. Find jobs online by usingemployment search engines that aggregate job listings according to city and industry. SeeReference link below for web sites. Use an employment agency. Employers often hire themto find potential employees and their fees are earned by recommending the right person.The agent will often help with your resume and objectives if it needs tweaked.

o 3Visit your library and ask the librarian for recommendations on reference books geared toresumes and suggestions on writing the list of resume objectives. Brick and mortar and
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online book stores will also carry many helpful how to books with examples. See Referencebelow for link to web sites with samples of resume objectives.

o 4Draft your entire resume. Be descriptive of your particular accomplishments at previous

employers, and, in particular, your expertise. Refine the wording later. Once refined, it willbe the backup information to your list of resume objectives. Your draft resume is your guidein preparing your objectives.

o 5Refine your resume into final form. Make several versions of your resume when searchingfor work in different industries if you are qualified to do so. Reword your list of resumeobjectives to match each industry. Print out job advertisements and use the keywords theemployer wrote to match your expertise on your resume and objectives.

Resumes in Email? There'swww.hireability.com/desktop/

An App for that! Download

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The Process of Recruitment & Selection

Print this articleFor many organizations, the recruitment and selection process consists of several stages. Anemployment specialist or recruiter is responsible for the preliminary and intermediate stages, whiledepartment heads, hiring managers and other human resources staff are involved in intermediate tofinal stages of the process.

1. Sourcing Applicantso Employment specialists and recruiters use a variety of techniques to source

candidates. Sourcing candidates refers to the initial stage in the recruitment process,in which an employer is actively seeking qualified applicants. Sourcing can be donevia cold calling people in certain fields to ask whether they or their colleagues areinterested in career opportunities with another firm, or it can be done throughtraditional means of recruiting by advertisement. One social networking site,LinkedIn, makes sourcing candidates much easier by allowing professionals to
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indicate whether they are seeking career opportunities. Tech-savvy recruiters usesocial networking sites, recruiting bulletin boards and job posting sites to sourcecandidates. Word of mouth is another, sometimes more effective, means of sourcingcandidates. Recruiters and employment specialists who put out the word that they'reseeking people to fill job vacancies are often inundated with applicant inquiries.

Screening Applicantso The screening process can be an arduous one when recruiters for large

organizations must sort through thousands of resumes, applications and letters ofinterest. There are two reasons why employers stress the importance of followingdirections during the application process: It streamlines the preliminary screeningstages in recruitment. It also demonstrates an applicant's ability to follow directions,which is an important trait recruiters look for in qualified candidates. Organizationsthat utilize applicant tracking systems can conduct preliminary screening with theclick of a mouse, using key word searches for resumes that indicate experience incertain areas. For instance, a preliminary screening for human resources candidateswho have expertise filing position statements for employee complaints would includea search for key phrases such as "employee relations," "position statements" and

"employee complaints."

Interviewing

o For job seekers, recruiters and hiring managers, interviewing often ranks very low onthe list of favorite job duties. Interviewers and interviewees approach face-to-facemeetings with little, if any, preparation, although there are numerous online and printresources that can help minimize the awkwardness and uncertainty. Two major typesof interview questions are behavioral and situational. Behavioral interview questionsgenerally seek answers from candidates for management-level positions and aboveabout how they handle employee and workplace issues. Situational interviewquestions demonstrate the candidate's functional or technical expertise and areusually reserved for job applicants looking for positions that require knowledge of

processes and steps, such as applicants for clinical nursing positions.

Selection

o The final stage in a recruitment and selection process is when candidates wind uptheir interviews with human resources staff, hiring managers, and if applicable,upper-level executives. The selection phase can include conferences between hiringmanagers and human resources staff to determine which candidates from the shortlist are qualified for the job. However, some hiring managers make a unilateraldecision to extend an employment offer and request that human resources staffsimply carry out the demand by handling the administrative and function tasksassociated with the offer. Other steps in the selection stage include human resourcestasks such as background checks, verification of worker eligibility, and other pre-employment testing processes.

The Personal Goals & Objectives for a NewRecruiter


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Print this article

New recruiters should set goals for building their clientele.Recruiters are vital to organizations that need to pull in clients, customers and revenue. If you are arecruiter, your job is to look for ways to increase clientele and establish rapport with those you wantto recruit. Goals- and objectives-setting is an important activity for new recruiters so that they havesomething to strive for and do not fall short in their performance.

1. Quantitative Goals

o A quantitative goal is one that deals with numbers or amounts. As a new recruiteryou will be interacting with potential clients and trying to get them to sign up for yourprogram. Examples of quantitative goals are "to call 300 people on the recruit list inone day" and "to sign up 300 people in one year." You can also set up your personal

quantitative goals in the form of a percentage, for instance, "to meet with 50 percentof my recruit list in one month." Quantitative goals can be tracked easily and providea foundation for what you -- and your boss -- expect you to achieve.

Monetary Goals

o Monetary goals have to do with money, and can be in the form of revenue orexpenses. As a new recruiter you may be given an assigned budget, and it will beyour job to come up with monetary goals involving the amount of money you areallowed to spend. For instance, an expense goal might be, "to use only 80 percent ofmy budget for recruiting activities." Additionally, you should develop revenue goalsbased on how much money you wish to bring in as a new recruiter. Your objectivemight be, "to bring in $2,000 per week in recruits."

Rapport-Building Goals

o Your personal objectives as a new recruiter may not just be based on yourproduction, but also on the quality of relationships that you develop with those youare attempting to recruit. Some rapport-building goals may have to do with providingquality services to potential recruits, establishing strong relationships with potentialrecruits and making sure that potential recruits are happy and satisfied with yourrecruitment efforts.


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Improvement Goals

o As a new recruiter you will experience some pitfalls and setbacks, which you canrecover from by setting personal objectives for improvement. Improvement goalshave to do with creating objectives for yourself based on things you want to dobetter. For instance, if you do not get positive responses from making cold calls, an

improvement goal may be to practice being more assertive on the phone. Or, if yourpotential recruits ask you questions that you do not know the answers to, animprovement goal may be to familiarize yourself with all of the frequently askedquestions in the new recruiter handbook. Improvement goals can be developed andachieved on a consistent basis.

Recruitment & Selection Projects

Print this article1.

o Selecting the right candidates is essential to any business.

Recruitment and selection is an important part of staffing for businesses of all sizes. The key tosuccessful recruitment and selection is proper planning that is conducted in advance of having a

vacancy to fill. These projects are simple tasks that any company can do to help streamline itsrecruiting process.

2. Proactive Recruiting

o Proactive recruiting involves sourcing candidates before a position becomes vacant.This is accomplished by connecting with people who have the skills required for keypositions in your company and gauging their level of interest in your company prior tohaving a need to hire. Many companies will source resumes via job boards andnetworking. This helps introduce the company to potential applicants to gain interestin future employment opportunities; it also provides a list of people that can becontacted immediately upon a vacancy arising, preventing long periods of time wherekey team players are missing from the organization. It is important to always tellcandidates that you are proactively recruiting as opposed to advertising a current jobopening that may not be readily available. This is a dishonestly that may tarnish thereputation of the company.

Networking

o Networking within the industry in which you specialize is a vital way to know who is atop performer. It also provides a basis for future recruiting that can be called uponwhen an urgent hiring need presents itself. Networking can be accomplished through


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industry associations, your town's chamber of commerce, or online social medianetworks.

Staffing Plans

o Developing a staffing plan is imperative to streamlining the recruiting and selection

process. A staffing plan involves writing a job analysis for each position in thecompany, defining the scope of recruiting efforts for key positions in the company,and determining what managers in the company would be involved in the hiringprocess for each position within the company. When an unexpected vacancy occurs,a staffing plan provides a clear plan of action that can be quickly initiated.

Candidate Testing

o Using the job analysis, develop a set of testing standards by which the company canverify skills and knowledge. It is easy to get caught by the "halo effect" wheninterviewing, and testing provides a way to make certain none of the managersinvolved in the hiring process are blinded by a candidate that seems too good to betrue. Commercial software programs provide customized testing to ensure the

candidate has the required skills and personality to be successful on the job.

Recruiting From Within

o It is often a better investment to recruit from within the ranks of a company's currentemployees. Providing training to prepare top performers for advancement ensuresthat there is always an employee ready to be promoted into any vacancies that arise.This method of recruiting also lowers costly turnover as employees are more loyal tocompanies that invest in their futures.

Speech Objectives for VerbalizationBy Melissa Sabo, eHow Contributorupdated June 29, 2011


HR Role in a Company HR Best Practices
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Work with a speech therapist to improve your verbalizations.Aphasia, or the inability to speak and communicate, occurs in two forms, sometimes concurrent.Expressive aphasia is the difficulty to form and speak words while receptive aphasia is the limitedability to understand words that are written and spoken. Speech language pathologists are trained inspeech disorders and specialize in therapy to treat speech disorders. Speech therapists use avariety of techniques, exercises and activities to facilitate speech recovery after illnesses or injuries

such as stroke, brain tumor or an exacerbation of Parkinson's disease.

1. Exercises

o Many conditions can cause the decreased ability to control and coordinate oral andfacial muscles, which results in slurred and unintelligible speech. Speech therapiststeach a variety of speech muscle exercises, such as touching the tongue to the roofof the mouth, pursing lips or making a "cluck" sound. As muscles strengthen andcoordination improves, the ability to correctly form words also improves.

Breath Support

o Appropriate breath control is vital to verbalization and affects the volume of speech.

After a stroke or other brain injury or after intubation, volitional breathing may havedecreased strength. This poor breath control results in faintly spoken words or onlyone word of a sentence being audible. Taking multiple breaths while speaking onesentence improves speech volume.

Word Selection

o Word selection can be a difficult speech impediment to overcome for most patients.Various forms exist, including the inability to select any word or the selection of thewrong word. Speech therapists rehabilitate word selection by having patients identifyobjects in pictures and progress to helping select the right word to complete asentence. With word selection improvement, therapists then teach patients how toform full sentences and convey thoughts effectively.

Functional Verbalization

o Once the mechanics of speech impediment are improved, speech therapistsadvance the focus of treatment to functional verbalization, addressing grammar,semantics and social communication. Therapists may assess and treat concomitantissues such as memory, reading skills and simple cognition such as identifyingpresent date and location. Social communication is the final phase of speech therapy


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for verbalization, with therapists performing spontaneous, social communication withpatients and facilitating effective social verbalization.

Read more: Speech Objectives for Verbalization |

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Objectives for a Volunteer CoordinatorBy Brooke Williams, eHow Contributor


HR Role in a Company HR Competency Model

1.

o Volunteer coordinators establish a positive rapport with volunteers.

Charities and nonprofit organizations nationwide rely on part-time or full-time volunteer coordinatorsto carry out a wide range of responsibilities that benefit the organization. From maintaining a positive

rapport with volunteers to assessing an organization's marketing needs, a coordinator's job hasmany elements and objectives.

2. Recruitment

o One of the key objectives for a volunteer coordinator is to go out into the communityand recruit individuals to assist at the organization. Recruiting volunteers takes up asignificant amount of time and resources, according to the Corporation for Nationaland Community Service, and developing a recruitment plan or strategy is ideal. Thisstrategy could include developing a recruitment budget, setting goals andestablishing the role of staff in terms of their relationship with volunteers. Recruitingvolunteers can also entail giving presentations to local clubs or organizations,partnering with a local college or university or joining hands with community high

school students.

Training

o Volunteers, just like an organization's employees, need clear and concise objectives,responsibilities and goals. Volunteers also must understand the organization'smission, background, needs and possibly even its strategic plan. A volunteercoordinator's responsibility is to ensure that all volunteers receive adequate training,
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whether it is informal or formal. Many volunteer training sessions include a screeningprocess and a criminal background check.

Supervision

o Depending on the organization, volunteers may need direction and supervision.

Volunteer coordinators create schedules that include the date, time and location ofneeded services. In many cases, volunteers require supervision from a staff memberof the organization.

Recognition

o Volunteer coordinators are also responsible for showing appreciation to volunteers.Recognition luncheons and other events are often hosted by the organization underthe direction of the volunteer coordinator. The coordinator should also sendvolunteers letters of gratitude. Showing volunteers how much they are appreciatedstrengthens rapport and even helps retain these individuals.

Read more: Objectives for a Volunteer Coordinator |

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Importance of Recruitment & SelectionBy Leigh Richards, eHow Contributor

Print this article

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Recruitment and retention are two critical tasks for anycompany.For any company, regardless of size and the current economic environment, the ability torecruit and retain qualified, productive employees is critical. While the two tasks are oftenconsidered separately, they are, in truth, tied together. Effective recruitment can help toboost the ability to retain employees once they are hired and on the job.

1. Mind Your Reputation

o Word of mouth and reputation are big drivers for employee recruitment just asthey are for a company's marketing efforts. If you have a good reputation,potential employees will want a job with your company. Developing a goodrecommendation means that your HR efforts will be focused on meetingemployee needs, communicating effectively and providing a solid balancebetween work and life needs.

High Retention

o While experience and aptitude matter, building a strong workforce is basedon more than credentials and degrees. Companies with a strong focus ontheir core values, that reinforce those values with existing employees andseek out those values in prospective employees, will build a culture thatresults in high retention.

Provide a Realistic Job Preview

o Never try to mislead a job candidate or paint a picture of the organization, thedepartment or the job that is anything less than the reality. Just as jobapplicants are sometimes overly anxious to get the job and inflate their

capabilities, companies are sometimes eager to fill a position and tend toglamorize what may not be such a glamorous job. The more realistic both theemployer and the job candidate can be, the smoother and, ultimately, moresuccessful the recruitment and retention process will be.

Involve and Engage Employees

o Retention requires a focus on employees and their needs, as well asconcentrated efforts to meet those needs. Studies continue to show that


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employees are most likely to stay with a company where they feel involved,where their opinions are sought and considered and where they feel that whatthey do make a difference at the company.

Measure Results

o Consider which measures matter to you most. Some commonly usedmeasures in recruitment and retention are the number of open positions,length of time positions have been open, time to hire, turnover, length ofservice and employee satisfaction. All of these can be good ways to monitorthe effectiveness of your recruitment and retention efforts. Decide which aremost important to you, where they're at now and where you would like themto be. Then begin implementing measures to improve recruitment andretention and measure your results again later.

Read more: Importance of Recruitment & Selection |

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The Stages of the Recruitment & Selection ProcessBy Sara Melone, eHow Contributor


HR Case Managers HR Outsourcing PPT

1.

o Most companies follow a specific process to recruit new employees.

When a company seeks to fill a position vacancy, there are typically certain hiring processes andprocedures which must be followed to hire for an open position. In some cases, a company isrequired to follow certain procedures according to federal or state labor laws. In other instances, acompany may have certain established policies that have been put in place by a corporate humanresources department or by company managers and leaders.

2. Position Allocation
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o Recruitment cannot begin until a position vacancy is established.

Typically, a company's internal hiring department or manager must make a declaration regarding the

actual availability of a given position. Once an existing employee gives notice or is terminated, thehuman resources department must review the responsibilities and duties of the position and makethe determination as to whether a new candidate should be found to fill the position or whether theduties of the position could be siphoned off to other departments and existing positions. The creationof a new position also requires a review of the current workforce and the duties which must becompleted within the company. When the internal hiring department or human resources departmentreceives proper clearance, the position vacancy will be declared and recruitment can begin.

3. Candidate Sourcing

o The vacancy will be posted in classifieds and Internet job sites.

When a position vacancy has been established, the human resources department will create aposition description to provide details on the duties and responsibilities required of the role. A profilefor a suitable candidate will be created with the desired education, skills and experience. The jobdescription and desired candidate description will be advertised on the company job board, innewspaper classifieds, with headhunters and staffing agencies or on Internet job sites.

4. Application Review

o Resumes and applications will be reviewed and qualified candidates will be

preselected.

As resumes and job applications are submitted by job seekers, a hiring manager or humanresources member will review all applications for suitable matches and begin to target potentialcandidates. Ineligible candidates will be excluded and those with the desired skills and experiencemay be contacted to schedule an interview.

5. Interviewing

o Hiring candidates may complete several rounds of interviews.

Potential candidates will be invited to attend an interview. The interview round may include a phoneinterview and a face to face meeting with one or several company managers. Candidates will beasked specific questions about their background, education and experience to determine whether amatch can be made to the needs of the position. A hiring candidate may be asked to return forsecond and even third interviews.

6. Competency Testing


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o Some companies may require candidates to complete testing prior to

hiring.

Certain companies and industries may require a hiring candidate to complete certain tests relevantto the position. Basic personality testing as well as a skills assessment test may be administered todetermine whether or not a candidate would be successful in the position and in fulfilling thetechnical needs of the role.

7. Candidate Selection

o A vacancy will be filled once a viable candidate is offered the position.

Once a viable candidate has been identified and successfully passed through all of the required

recruitment stages, an offer of employment can be made. In some cases the hiring offer may becontingent on successful completion of an employee background check or additional certificationsrequired for the position.

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The History of Recruitment & SelectionBy David Adams, eHow Contributorupdated November 30, 2010


HR Case Managers

HR Outsourcing PPT
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Modern interview techniques classify applicants for desirablequalities.People have always needed to find others for employment, but the field of recruitment and selectionis a relatively modern development. The development of standardized tests such as IQ led graduallyto the modern field of human resources (HR) recruitment.

1. Early Historyo The U.S. Army in World War I practiced some early methods of selection, using the

IQ test to place recruits in specific positions. This use of a standardized test to rankindividuals became adopted by many companies.

Legislative Effects

o Legislation passed during the middle of the 20th century restricted certain hiringpractices. Equal opportunity legislation and the expansion of protected classes slowlymade previous questions illegal. According to the the Department of Labor, currentinterview practices must be structured to respect these protected classes.

Modern Day Selectiono Modern day selection techniques revolve around finding the applicant most suitable

for the position. According to "Recruitment and Selection", 94 percent of companiesuse behavioral interviews to rank their applicants. These questions select applicantswith the best skills for the position.

Read more:The History of Recruitment & Selection |

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What Is Involved in the Recruitment & SelectionProcess in HR?By Ruth Mayhew, eHow Contributorupdated April 04, 2011
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The human resources recruitment and selection process involves several important steps to be aneffective way to build a productive and engaged workforce. The steps begin with developing astrategy for recruiting and retaining employees and culminate with selecting a candidates whosequalifications, skills and interests align with the organization's workforce goals There are slightmodifications to the recruitment and selection process for internal candidates.

1. Strategic Planning

o Strategic planning is first in the series of steps for an effective recruitment and

selection process. Developing a strategic plan for recruiting and selecting internaland external candidates creates a process that enables recruiters and employmentspecialists to engage in fruitful searches and competent interviews. Strategicplanning is a key element in making hiring decisions that are consistent with thecompany's short-term and long-term employment goals. Strategy includesconstructing a recruiting budget, evaluating staff resources and conducting aworkforce needs assessment.

Sourcing Candidates

o Sourcing candidates is the first functional step in the recruitment and selectionprocess. Recruiters use a variety of methods, from cold calling to working job fairs, torecruit qualified applicants. Under normal circumstances, the goal is to cast a broad

net to attract a large, diverse pool of applicants. However, recruiting steps for high-level positions in particular consist of narrowly focused search techniques forcandidates with a specialized skill set or professional expertise. Sourcing candidatesfor internal promotions relies on performance results, employee achievements andsuccession planning.

Preliminary Screening

o Screening applicants to determine if they are viable candidates is another step in therecruitment and selection process. Preliminary screening -- done via telephoneinterview -- is an effective use of recruiters' time and effort. Recruiters glean essentialinformation from preliminary interviews, such as verified work history, professionalbackground and signs the applicant is still interested in being considered for

employment. The 20 to 30 minutes recruiters spend conducting telephone interviewssave employers thousands of dollars in recruiting costs by streamlining the processusing basic questions to narrow the field of candidates.

Selection Interviewing

o Behavioral, situational and competency-based interview questions are part ofselection interviewing. Recruiters and hiring managers use these questions to furtherdefine which candidates are worthy of serious consideration. Behavioral interview
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questions help employers predict how well a candidate will perform in job functionsthat require good communication and conflict-resolution skills. Situational andcompetency-based interview questions test candidates' technical and functionalexpertise. Interviews can be one-on-one or conducted by a panel of interviewers whocontribute their different perspectives about the candidate's suitability for the job.

Selectiono Selecting an ideal candidate for employment rests in the hands of hiring managers,

who usually work together with recruiters to ensure they are making wise decisions.Panel interview participants use their notes, personal observation and individualunderstanding of job criteria to reach a decision by consensus. The recruiter is thenresponsible for the facilitating details of selection, such as dispatching anemployment offer and coordinating post-offer testing and background checks.

Read more: What Is Involved in the Recruitment & Selection Process in HR? |

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How to Prepare for Recruitment and SelectionTestsBy Ruth Mayhew, eHow Contributorupdated November 13, 2010


Recruitment Process HR Outsourcing PPT

Adequately preparing for the recruitment and selection process with a prospective employer requiresmuch more than practicing for an interview. Many employers administer a battery of tests, dependingon the position, technical expertise and competency levels required. Candidates who prepare forrecruitment and selection exams are among those who are better qualified to become strongcontenders for rewarding career opportunities.

Difficulty:

Moderate

Instructions1.

o 1
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The Objectives of the Selection and Recruitment Process in an Organization

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