HRM REPORT chapter 3 recruitment of employee.pptx

Employee recruitment

1. RECRUITMENT OF EMPLOYEES Chapter 3

2. Once there is an approved request to fill up a position, the next step is for HR to develop an applicant pool using either internal or external recruiting. An organization needs to hire the most qualified people it can at the most competitive price Before an organization is able to hire an individual, it must locate qualified applicants who are looking for jobs-known as establishing an applicant pool An effective employee selection procedure is limited by the effectiveness of the recruitment process Outstanding job candidates cannot be selected if they are not included in the applicant pool.

3. Attracting qualified people refers to recruitment and it represents one of the major responsibilities of the HR manager. In an era when the focus of most organizations is on efficiently and effectively running the organization, recruiting the right person for the right job is a top priority.

4. Recruitment on the Internet The Internet has truly changed the way we conduct business today, We now have the ability to do virtually everything from our computers and recruiting is one of them.Using the Internet is the fastest, simplest, and most convenient or most cost effective way to reach hundreds of thousands of qualified candidates, 24 hours a day, and 7 days a week. Responses occur instantly and the results are measurable. Different recruitment sites can provide you with statistics such as how many people looked at your job posting, how many people submitted their resumes, as well as where your job ranked with other organizations recruiting for the same position.

5. Jobseekers have always wanted detailed job descriptions. They want to know what the job entails, the qualifications for the job that are more important, and what you can offer them as an organization. Recruitment sites can provide job seekers with detailed information on the qualifications you are looking for in a candidate. You can even create a customized response form to help filter your applicants further.

6. Picking Employment Sites Job-Hunt. Org can be a big help to recruiters. Considering there are literally thousands of Web employment sites and most of the time there is information overload, as employer, where should you post your jobs? Job-Hunt.Org provides a list of employment sites with different categories.

7. Job Sites by Location- job with geographic focus to help you find an appropriate local resource for your postings Employment Super Sites-sites that provide visibility in all kinds of media. Specialty Employment Sites-sites that provide category listings depending on the vacant position.

8. Using Employment Sites to Past Your Job Openings Job postings on a Web site are very different from typical newspaper ads where you are paying per word posted in the spread. You are not restricted by the number of words you can use in your description, and most employment sites have search engines for applicants to use in finding job postings.

9. C. You can offer as many ways as possible for the applicant to reach you, e.g., phone, fax, email, and “snail mail with your complete address.D. You can respond immediately with an acknowledgment, personalized if possible, to the applicant via email.

10. Online Job Search for Applicants 1. Identify the jobs, employers, and locations that interest you, and then find out where you can submit your application based on your qualifications. The Web is a treasure of useful information. Job-Hunt’s “Pick Your Next Employer” section has links to how-to articles, directories of employer Web sites, and list of potential employers.

11. 2. Read the “Know BEFORE You Go for Apply series of articles by Job-Hunt’s research expert Parmelee Eastman about choosing the best potential employers, and gathering necessary information to prepare a cover letter, and how to impress interviewers with your knowledge of them and their organization.

12. 3. Once you know the job you want and have collected the necessary information about the job and your prospective employer, you need to create your resume, learn how to complete online forms, and customize your LinkedIn Profile or your personal resume Web page with “keywords” for recruiters to find.

13. 4. Establish an email account, different from the one you use in your job or your school. Use this personal account that your current employer cannot read and enable potential employers and other job search contacts to stay in touch with you easily and safely.

14. Tips to Job Applicants to Avoid Illegal Recruitment 1. Do not apply at recruitment agencies not licensed by POEA or the Philippine Overseas Employment Administration.2. Do not deal with licensed agencies without job orders.3. Do not deal with any person who is not an authorized representative of a licensed agency.

15. 4. Do not transact business outside the registered address of the agency. If recruitment is conducted in the province, check if the agency has a provincial recruitment authority. 5. Do not pay more than the allowed placement fee. It should be equivalent to one month salary, exclusive of documentation and processing cost. 6. Do not pay any placement fee unless you have a valid employment contract and an official receipt.

16. 7. Do not be enticed by ads or brochures requiring you to reply to a post office (P.O.) box, and to enclose payment for processing of papers. 8. Do not deal with training centers and travel agencies, which promise overseas employment. 9. Do not accept a tourist visa. 10. Do not deal with fixers.

17. Recruitment Process/Recruitment Plan- This plan is an effort to quickly fill the HR request with an individual who first satisfies the job specifications. 1. Formulating a recruiting strategy- This is a choice between internal and external recruiting strategy.

18. Comparison of Promotion from Within (Internal Hiring) versus External Hiring ADVANTAGES DISADVANTAGES ‌Provides greater motivation for good performance Promotes inbreeding (narrowing of thinking and stale ideas) Provides greater promotion opportunities for present employees Creates political in-fighting and pressures to compete Improves morale and organizational loyalty Requires a strong management development program E nables employee to perform the new job with little loss of time Creates a homogenous workforce Familiar with the organization on how it operates Promotion from within

19. External Hiring ADVANTAGES DISADVANTAGES ‌Provides new ideas and new insights Loss of time due to adjustment Allows employee to make changes without having to please constituent groups Destroys incentive of present employees to strive for promotions Does not change the present organizational hierarchy ‌No information is available if the applicant can blend with the rest of the group.

20. 2. Searching for job applicants- The applicant search may involve traditional recruiting methods or through the use of e-recruitment. 3. Screening applicants- Applicants should be screened to eliminate individuals who are obviously unqualified. 4. Maintaining an applicant pool- Applicant pool consists of individuals who have expressed an interest in pursuing a job opening and who might be feasible candidates for the position.

21. Sources of Applicants Internal Sources – the use of promotion from within taking into consideration the advantages and disadvantages. Companies use job posting and job bidding to inform employees of job vacancies. For companies using IT, they have portals which are accessible to all employees. Although the use of portals may not be applicable for small organizations, one has to always take note that to fill an opening, it is better to look at the current employees first. B. Referrals-present employees are asked to encourage friends and relatives to apply. This is the most often used recruiting tool in small organizations.

22. C. External Sources 1. Job advertisement placement of help-wanted advertisements in newspapers, trade and professional publications, or on radio and television. 2. Employment centers or agencies- agencies that charge a fee for each applicant they place. 3. Campus recruitment- a primary source for entry-level job candidates. This is usually coordinated with the university or college placement center.

23. 4. Internships- for students with practicum or on-the-job training, this can help them in honing their business skills, check out potential employers, and learn more about their likes and dislikes when it comes to choosing careers. For employers, they can use their interns to make useful contribution while they are being evaluated as possible full-time employees. 5. Job fairs/special events recruiting – joining or sponsoring employment fairs. 6. Online recruitment/e-recruitment.

24. Alternatives to Recruiting 1. Subcontracting/outsourcing-subcontract work to another organization wherein the organization loses some of its control over work that is outsourced. The company takes full operational responsibility for performing that function rather than just supplying the personnel. This is now the trend for most companies to avoid recruitment of additional employees.

25. 2. Overtime used to avoid the incremental costs of recruiting and hiring additional employees for a short period of time. 3. Temporary help- use of temporary help services to fill the needs of companies on a temporary basis. When the company is downsizing, temporary employees create a flexible staff that can be laid off easily and recalled when necessary.

26. 4. Employee leasing- similar to temporary help agency but employees are not temporary. Leasing companies issue the workers’ paychecks, take care of personnel matters, ensure compliance with workplace regulations, and provide the required employee benefits.

27. Writing a Resume A curriculum vitae is a document that describes your qualifications, including but not limited to your profile, goals, skills, education, and professional experience. An employer mostly sees a preview of how you can contribute to their company. A brief resume gives your employer what you can offer them if they hire you.For employers, the resume is a screening device. Big corporations get thousands of them every year so you have to get their attention and show your prospective employer that your resume is worth a second look.

28. Resume writing is a critical task. People are always confused about resume writing. They don’t know what to write in a resume and what not to write. To get the attention of those in charge with recruitment, you need to use words that would highlight what you do best since your resume is the first step in “marketing” yourself to your perspective employer. In terms of style and format, keep in mind the position and the company where you are applying.

29. Different Parts of Your Resume 1. Name, Address, and Telephone Number- These should be on top for companies to remember your name. If possible, use a font size larger than what is used on the rest of your resume. Example: DR. CRISPINA RAFOL CORPUZ Ambid St. Biluso , Silang Cavite 09228155973 [email protected] [email protected]

30. 2. Job Objective – This is crucial because it informs the employer if there is a match between the job vacancy and what you can offer. If you can offer what the employer is looking for, he/she will read on. Example: Seek a position as an HR manager using my Ph.D. in HRM and proven track record in human resource management in both industry and the academe. Seek a position as an advertising sales representative using my academic background, proven sales skills, and retail experience.

31. 3. Education- List your educational experience in reverse chronological order. Include a high GPA and any honors and awards received. List the key courses relevant to the job you are seeking. Example:

32. 4. Skills- Employers want to know what skills you have. Highlight the main skills required of the position you are seeking. By doing so, you increase your chances of creating a match in the employer’s mind. Use STAR- Situation, Technique, Action, Results as a guide and template. Positive results create positive reactions. If you can quantify your results, you are talking in a language employers understand.

33. Example: Prepared the Personnel Policy Manual of Caffmaco and the Personnel Policy Manual for Silang Municipal Employees. Prepared a textbook in Human Resource Management (1st, 2nd, and 3rd edition) and the Human Resource Manual for Cooperatives.Organizational Ability: Actively involved in arranging and initiating leadership and research conferences; responsibilities include massive information campaign to ensure maximum attendance, preparing and coordinating the different activities involved.

34. 5. Work Experience – List in reverse chronological order. Play up your work if it is career-related or requires skills you want to emphasize. Whenever possible, use job descriptions that are results-oriented. Example:

35. 6. Communication Skills Example: Reinforced and interpreted company procedures and policies to newly hired employees during orientation.

36. 7. References- Choose them carefully. The trend is not to include the references on the resume. It is better to use every precious inch of space to promote yourself. Initially, you can just place there that references are available upon request.