e-hrm | staffing | unit 3

Prepared by: Safaa S.Y. Dalloul

E-HRM | Staffing | Unit 32013-2014http://safaadalloul.wordpress.com

4Electronic Recruitment

1Recruitment

2Selection

3Hiring

RECRUITMENT1

What is Recruitment?

Recruitment is the process of attracting individuals

and encouraging them to apply for jobs with an

organization: on a timely basis, in sufficient numbers

and with suitable qualifications

Recruitment Process

A manager notifies that an opening needs to be filled, and

initiates an employee requisition.

Determine whether qualified employees are available

within the firm (internal source) or to use external sources.

Determine the best recruitment method to be used.

Challenge!!

Complete the sentence

----------------- it is check up if the organization can secure the kind of

employee and determine the source of employee?

The answer is: Forecasting HR Availability

Note: Revise Chapter 2

What is Employee Requisition?

It is a document that specifies:

Job Title such as (Clerk, Manager, CEO…etc.)

Department (Sales, Finance, Admin,…etc.)

The date of the employee is needed for work

(10/10/2014,…Current Date)

Other Details (i.e. Justification why you need this

Challenge!!

What do you think about recruitment sources? Or

Do you have an idea about it. Explain

Recruitment Sources

esInternal• Present Employee• Friend• Previous Employee/ApplicantExternal• High schools and Vocational schools• Community Colleges• Colleges and Universities• Competitors in the labor market• Former employees• Persons with disabilities• Older individuals• Self-employed workers

Challenge!!

After the HR Manager prepared the job description

he/she wants to recruit the candidate, so how will

the recruitment will be done?

Recruitment Methods

Internal Recruitment MethodsJob Posting and Bidding

Promotions, and Transfers

Current Employee Referrals

Recruiting Former Employees and Applicants

External Recruitment Methods

Internal Recruitment Methods

Job Posting and Bidding

Job Posting: is a procedure for informing employees that

job openings exist. Example

Job Bidding: is a procedure that permits employees who

believe that they possess the required qualifications to

apply for a posted job.

Recruitment Methods

Promotions and Transfers

Many employers use job postings as a way to identify

candidates interested in changing jobs within the

organization.

Review the issues associated with job postings,

promotions, and transfers.

Challenge!!

Promotion X Demotion

What do you think about it with Examples

Recruitment Methods

Challenge!!

How the Current Employee Referrals is consider as

an internal source of recruiting?

Current Employee Referrals (Recommendations)

A reliable source of people to fill vacancies is composed of

friends and/or family members of current employees.

Employees can acquaint potential applicants with the

advantages of a job with the company, furnish letters of

introduction, and encourage them to apply. These are

external applicants recruited using an internal information

source.

Recruitment Methods

Former employees and former applicants are also good

internal sources for recruitment.

In both cases, there is a time-saving advantage because

something is already known about the potential employee.

Recruitment Methods

External Recruitment MethodsAdvertisingEmployment AgenciesRecruitersJob FairsInternshipsExecutive Search FirmsWalk-In Applicants

Advertising: it is a way of communication the firm's

employment needs to the public through media such as

radio, newspaper or industry publications.

Recruitment Methods

Employment Agencies: employment agency is an

organization that helps firms recruit employees and at the

same time aids individuals in their attempt to locate jobs.

Note: To see an Example Click Here

Recruitment Methods

Recruiters

Recruiters most commonly focus on technical and

vocational schools, community college, colleges and

universities.

Employers rank on-campus recruiting as the number one

method for recruiting students.

Recruiters

The student placement directors arrange interviews with

students possessing the required qualifications.

Internet recruiter (cyber recruiter): is a person who primary

responsibility is to use the internet in the recruitment

process.

Recruitment Methods

Job Fairs

A recruiting method is engaged in by a single employer or

group of employers to attract a large number of applicants

for interviews.

Job Fairs

Their advantage (from the viewpoint of the employer) is the

opportunity to meet a large number of candidates in a short

For the applicants: they have convenient access to a number

of employers.

Recruitment Methods

Internships

It is a special form of recruitment that involves placing a

student in a temporary job with no obligation either by the

company to hire the student permanently or by the student to

accept a permanent position with the firm following

graduations.

Recruitment Methods

Executive Search Firms

Organizations are used by some firms to locate experienced

professionals and executives when other sources prove

inadequate.

Contingency firms: is a search firm that receives fees only

upon successful placement of a candidate in a job opening.

Executive Search Firms

Retained search firms: are search firms that are considered

as consultants to their client organizations, serve on an

exclusive contract basis, and typically recruit top business

executives.

Recruitment Methods

Walk-In Applicant: the organization attracts qualified

applicant even without recruitment efforts depending on

its good reputation

Applicant Tracking Systems

A system that automates online recruiting and selection

processes.

It enables human resource and line managers to oversee the

entire process.

ATS reduces costs, speed up the hiring process and find

people who fit an organization's success profile.

Internet Recruitment

What is the Internet and WWW?

What is the Internet Recruitment Sources and

Methods?

Internet: the large system of many connected

computers around the world that individuals

and businesses use to communicate with

each other.

Web (World Wide Web): the system of

connected documents on the internet, which

often contains color pictures, video, and

sound and can be searched for information

about a particular subject.

When the internet is involved in the recruitment process, the definition itself

does not change.

However, words within the definition may take on different meanings.

Consider the term in sufficient numbers and see the power of the internet.

Large numbers of qualified applicants usually can be identified, especially in

days of high unemployment.

Internet recruiting can effectively identify both active and passive applicants.

2 SELECTION

What is Selection?

It is the process of choosing from a group of applicants

those individuals best suited for a particular position and

organization.

The Significance of Employee Selection

Making the right hiring decision will improve

productivity.

Poor selection decision can cause irreparable damage and

bad hire can affect the morale of the entire staff,

especially in a position where teamwork in critical.

The Selection Process

Review of Applications and Resumes

Preliminary Interview

Recruited Candidate

Selection Tests

Employment Interviews

Reference and Background Checks

Selection Decision

Medical Examination

New Employee

Rejected Applicants

External Environment

Internal Environment

Recruited Candidate Preliminary Interview Review of Applications and Resumes Selection Test Employment Interviews Personal Reference Checks Selection Decision Medical Examination Notification of Candidates

Recruited Candidate

The firm rejects unqualified candidates.

Preliminary Interview

It is the selection process often begins with a preliminary interview. The basic purpose for it is to eliminate those who obviously do not meet the position's requirements. At this stage, the interviewee is asked few straightforward questions.

Review of applications:

The employer evaluates the application for employment to see whether there is an apparent match between the individual and the position. Applications may not be required for many management and professional positions, so a resume may be sufficient.

Review of applications:

Specific information is requested on an application for employment may vary from firm to another, and by job type within an organization. The main information to be filled in the application:

The name, address, telephone number, military service. Education. Work history.

Review of resumes:

Resumes: is a method used to provide information about the applicant

background.

Resumes are also called Curriculum Vitae(CV).

It is used in place of an application form.

Selection Test

Tests rate the personality, abilities and motivation of potential employees

allowing managers to choose candidates according to how they will fit into

the open positions.

Tests alone are not enough to make a sufficient evaluation of a candidate

because they are not foolproof.

A goal-oriented conversation in which an interviewer and an applicant

supposedly exchange information.

The interviewers begin the interview by telling candidates what they are

looking for, and then are excited to hear candidates parrot back their own

words.

For More Information about Employment Interviews Click Here

Personal Reference Checks

Validations that provide additional insight into the information are furnished by the applicant and allow verification of its accuracy. Background investigations and professional reference checks: Background investigations involve obtaining data from various sources

including previous employers and business associates.

The principal reason for conducting background investigations is to hire better workers.

Selection Decision

After obtaining and evaluating information about the finalists in a job

selection, the next step will be the actual hiring decision.

Selection decision is the final choice to be made from among those still in

the running after reference checks, selection tests, background

investigations and interview information.

Usually the selected person has qualifications that most closely conform to

the requirements of the open position and organization.

Medical Examination

Medical exams must be directly relevant to the job requirements.

The basic purpose of the medical examination is to determine whether an

applicant is physically capable of performing the work.

Notification of Candidates

Management should notify both successful and unsuccessful candidates

of selection decisions as soon as possible.

A transition time should be given to new employed individual to prepare for

the new job.

3 HIRING

Hiring

As mention above, Recruitment refers to the process of sourcing,

screening, and selecting people for a job or vacancy within an

organization. From posting the advertisement for a vacancy to

collecting the appropriate CV's or sometimes even taking

interviews, it is a recruitment process.

Hiring

The main purpose is to attract competent applicants to

apply for a given vacancy

So recruitment may be referred to as a pre-process of

selection and hiring.

Selection is the next step after recruitment

Hiring

Hiring is the resulting decision, where the selected

candidate is hired to actually starts his normal duties.

Hiring may be referred to as the end result (i.e. the person

is finally taken in the organization after the selection

process)

E-RECRUITMENT

4Electronic Recruitment

Challenge!!

Is there difference between recruitment

and online recruitment?

What do you think the main purpose of

recruitment and e-recruitment?

Recruitment is a part of

---------------------

E-Recruitment | Introduction

Recruitment includes those practices and activities carried out by

the organization with the primary purpose of identifying and

attracting potential employees.

It is an important part of human resource management as it

performs the essential function of drawing important resources

i.e. human capital into the organization.

Online recruitment, also known as e-recruitment is one of the

worldwide trends for HR functions. It has evolved into a

sophisticated interactive engine with the ability to automate every

facet of the hiring process virtually.

The internet can ease the selection of employees, especially

where long distances are involved.

The internet has proved to be a powerful tool for the delivery of

different kind of services like HR planning, HR evaluation, HR

rewards and HR recruitment etc. under the umbrella of EHRM.

Note: E-recruitment has grown rapidly over the past ten years and is now

widely used by both recruiters and job seekers across the world.

Recruitment & E-Recruitment

Recruitment is a process of searching

candidates to fill vacant staff-vacancies

in any organization. The recruitment

process attracts and secures the

services of capable personnel with

effective and optimum utilization of

human resources.

Recruitment

E-Recruitment Recruitment By using online means

Recruitment & E-Recruitment

Recruitment Agencies

Newspapers Advertisements

Head Hunting

Recruitment Methods E-Recruitment Methods

Internet

Electronic Mail

In terms of human resource management, the internet has changed the way of recruitment from both perspectives i.e. organizations and job seekers.

Define full definition of e-recruitment.

Talk about e-recruitment in general.

Why E-Recruitment?

Two trends which make it mandatory for small and medium

sized businesses to invest in the tools for a successful e-

recruiting strategy are demographic trends and financial

scarcity

E-Recruitment Benefits

On one hand, better technology and easier access to

information produced between workers and firms is increasing

the probability of finding the best match for a given opening.

On the other, reduced application costs also encouraged

increased applications from under qualified job seekers,

triggering increased effort by firms to improve screening

mechanisms

The trends in e-recruitment suggest a changing landscape

whereby in future the candidate is connected to the central

system. Also, there is an involvement of the line manager in

the process.

It makes the process of finding candidates and new business

opportunities quicker, cheaper and more efficient.

E-Recruitment Revolution

The internet first emerged as a recruiting tool in the mid-1990s

and was hailed by the popular media as the driver behind a

"recruiting revolution" due to the benefits it could bring to

recruiters. It was predicted that the recruitment industries' "future

is on the net" and that the internet had brought radical change to

corporate recruiting.

The buzzword and the latest trends in recruitment is the "E-

Recruitment".

Also known as "Online recruitment", it is the use of

technology or the web based tools to assist the recruitment

process. Online recruitment and the use of new emerging

technologies have many advantages for the modern recruiter.

It makes the process of finding candidates and new business

opportunities quicker, cheaper and more efficient.

The internet has caused the largest change to the recruitment

process in the past decade acting as a link between

employers and job seekers.

Technology has enabled corporate websites, suppliers and job

seekers to become more sophisticated and interactive.

Connect between HRIS and E-Recruitment

HRIS and E-Recruitment: A Linkage

Human Resource Information System (HRIS) is one of the

most important Management Information Systems.

It contributes to the administrative activities related to human

resources of an organization.

HRIS provides vital information on how many people work for

(and with) a concern, where they are and what do they do so

that one can manage them.

HRIS is used as a computer system that acquires stores,

manipulates, analyses, retrieves, and distributes the

information regarding human resources.

It has become an important tool as it collects, manages and

reports information to make decisions.

HRIS help organizations to organize most of the HR planning

functions including recruitment of employees in an

organization

Recruitment and selection represents one of the core HR

activities that need to be planned and conducted in efficient

and effective manner organizations to attain success.

E-Recruitment Market

E-recruitment market is one of the vital aspects in the process

of recruiting the talent. Internet has completely changed the

role of the traditional recruiter.

Now it is possible to search one desired resume out of

thousands, placed on the websites.

In a candidate-starved market, organizations are facing a

continuous challenge to bridge the gap between the

recruitment processes and decrease in the numbers of

resources to administer the recruitment process.

The e-recruitment has come up with valuable method for

finding potential candidates who are not necessarily looking

for a change in their current jobs but would be open to the

right opportunity.

Players In The Recruitment Market

Job Seeker: The job seeker is the person who desires for a job.

There are two kinds of job seekers which are explained ahead.

Active Job Seekers

Passive Job Seekers

Recruitment Market: The recruitment market can be explained in

three ways.

The traditional way which constitutes all the traditional methods

of recruiting the candidates through newspaper ads, head

hunters and temporary recruitment agencies etc.

three ways.

The second way is the new look of the traditional way which it

is like online news papers ads, online headhunters and online

temporary recruitment agencies.

three ways.

The third and the most used way in the current scenario is the

e-way. It holds purely online methods of recruiting talent, viz;

commercial job boards/portals, corporate websites and e-mails

Potential Employers (Firms/Companies): The final destination of the

every job seeker is to reach the potential employer. It means the

companies/ firms who employ them on the basis of their capabilities

and job requirements.

Methods of E-Recruitment

Commercial Job Boards: most common form of online recruiting.

Job boards work like classified ads in the newspaper.

Monster.com

Methods of E-Recruitment | Commercial Job Boards Advantage

These are global and allow a larger reach into the candidate

The job board's greatest strength is the sheer numbers of job

applicants listing resumes, it has been estimated that they

contain five million unique resumes.

In addition, they enable recruiters to operate 24 hours a day,

examine candidates from around the world, and are generally

quite inexpensive.

Many people post resumes and that most job boards provide a

search mechanism so that recruiters can search for applicants

with the relevant skills and experience.

Organization can provide extensive information, as well as a link

to the company's web site for further information on both i.e. the

job as well as the organizations.

The dedicated recruitment websites can take a form of job listing

websites that are very similar to printed classified

advertisements, work wanted sites, which emphasize the

prospective employees' side and finally online recruiters who

make use of other websites as a resource for finding clients and

customers.

Methods of E-Recruitment

Corporate websites: represent one of the first web based

approaches to recruiting. Many of these websites also provide

useful information about an organization, as well as the

mechanism to apply for these jobs with minimal cost.

Jobs.unrwa.ps

Note: Almost all North American Global 500 companies (93%) have a company's own e-recruitment site.

Advantage of E-Recruitment

Shorter recruiting cycle time

Attracts the passive job-seeker

Provides global coverage at a constant basis

Opportunity to address specific labour/labor market niches

Reaches a wider range of applicants

Gives the company a more up-to-date image

Better quality of response

Low cost

Easier to apply for job

Reduction of unqualified candidates

More opportunities for smaller companies

Less intrusive

Candidates are young, educated and computer literate

Disadvantage of E-Recruitment

Discrimination between internet user and internet non-user

Disparate impact on ethnic minorities groups leading to limited

demographic scope

Not appropriate and suitable for top management profiles

Proves more effective for the company already known

Disadvantage of E-Recruitment

Huge volume of unqualified and low quality candidates

Outdated resumes

Transparency of data

User-unfriendly tools

Lack of personal touch

Example of Job Posting

Employment Interview Interview Planning

Interview planning is essential to effective employment interviews. A primary consideration should be given to the speed in which the process occurs. They physical location of the interview should be both pleasant and private, providing for a minimum of interruptions. The interviewer should possess a pleasant personality, empathy and the ability to listen and communicate effectively. The interviewer should develop a job profile based on the job description/specification.

Employment Interview Interview Planning

The interviewer should have a checklist includes the following information: Compare the application and resume with job requirements.

Develop questions related to the qualities sought.

Prepare a step-by-step plan to present the position, company, division and

department.

Determine how to ask for examples of past applicant behavior.

Employment Interview Contents of the interview

Occupational experience.

Academic achievement.

Interpersonal skills.

Personal qualities.

Organizational fit.

Employment Interview Methods of interviewing

One-on-one interview: The applicant meets one-on-one with an interviewer.

The interview may be a highly emotional occasion for the applicant as he meets

alone the interviewer.

Group interview: It is a meeting in which several job applicants' interaction the

presence of one or more company representative.

Employment Interview Methods of interviewing

Board interview: It is a meeting in which several representatives of a company

interview a candidate in one or more sessions.

Stress interview: It is a form of interview that intentionally creates anxiety to

determine how a job applicant will react in certain types of situations.

Active Job Seekers

The candidates who frequently search for a job because of one reason other, viz;

better opportunity for growth, personal reasons to change and professional

reasons etc. Commercial job boards/portals have truly complimented with their

needs.

Passive Job Seekers

Passive candidates are those workers who are not currently planning to change

their jobs but still they regularly surf the internet for any one of million reasons

during their normal routine.

Such candidates may come across new job opportunities and simply drop their

resumes on internet. Corporate websites is the most preferred destination for

passive job seekers.

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e-hrm | staffing | unit 3

electronic recruitment

recruitment sources9challenge

recruitment marketjob

source of employee

best recruitment method

job postings

posted job

job title

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