Download - Employee recruitment seminar
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Seminar on Employee Recruitment
Saroj Timilsina (16531)Gaurav Shrestha (16524)Ijan Pradhan (16518)Mani Raj Gole (16505)Ajay Raj Singh Dangol (16503)
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Recruitment Recruitment (hiring) is a core function of human resource management. Recruitment refers to the overall process of attracting, selecting and appointing suitable candidates for jobs (either permanent or temporary) within an organization.
Source google
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Other definitionsEdwin Flippo: “Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organization.”
DeCenzo and Robbins: “Recruitment is the process of discovering potential candidates for actual or anticipated organizational vacancies. Or from another perspective, it is a linking activity—bringing together those with jobs to fill and those seeking jobs.”
Plumbley: “Recruitment is a matching process and the capacities and inclinations of the candidates have to be matched against the demand and rewards inherent in a given job or career pattern.”
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Why Recruitment is Needed?Recruitment needs are of three types:
Planned: Arises from changes in organization and retirement policy.
Unexpected: Arises during resignations, deaths, accidents and illness.
Anticipated: Refers to those movements in personnel which an organization can predict by studying trends in the internal and external environments.
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Sources of Recruitment
INTERNAL RECRUITMENT
● Promotion● Transfer● Upgrading● Demotion
EXTERNAL RECRUITMENT
● Advertisements
● College recruitment
● Placement agencies
● Outsourcing
● Labour contractors
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Advantages and Disadvantages of Internal Recruitment
Advantages:● Cheaper and quicker to recruit● People already familiar with the
business and how it operates● Provides opportunities for
promotion within the business – can be motivating
● Business already knows the strengths and weaknesses of candidates
Disadvantages:● Limits the number of potential
applicants● No new ideas can be introduced
from outside● May cause resentment amongst
candidates not appointed● Creates another vacancy which
needs to be filled
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Advantages and Disadvantages of External Recruitment
Advantages:● Outside people bring in new
ideas● Larger pool of workers from
which to find the best candidate● People have a wider range of
experience
Disadvantages:● Longer process● More expensive process due to
advertising and interviews required
● Selection process may not be effective enough to reveal the best candidate
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Steps to the Recruitment ProcessDevelop Job analysis
Job specification development
Know laws related to recruitment
Develop a recruitment plan
Implement recruitment plan
Accept applicant materials Selection process
Staffing Plan Write Job description
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Staffing Plan● This plan includes Identifying Vacancy and Evaluating
Needs.● Can be evaluated through questionnaires.● Gives forecasting to determine how many people they
will need.● Proper planning and evaluation of the need will lead to
hiring the right person for the role and team● The basis of the Plan will be the annual budget of the
organization and the short- to-long term plans of the organization
● Plan is based on both internal and external factors.
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Develop Job Analysis
● Job analysis is a systematic approach to determine what a person actually does in his or her job.
● Major part includes reviewing job responsibilities of current employees, researching similar jobs with competitors, analyzing any new responsibilities that need to be accomplished by the person with the position.
● Based on this analysis, an accurate job description and job specifications can be written
● The purpose of a job analysis is to ensure creation of the right fit between the job and the employee.
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Prepare Job Description
● A Job description is the core of a successful recruitment process.
● should always include the following components: (General Information, Position Purpose, Essential Function, Minimum Requirements, Preferred Qualifications
● A well-written position description: Provides a first impression of the organization to the candidate
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Job Description cont..
● Provides an opportunity to clearly articulate the value proposition for the role
● Clearly articulates responsibilities and qualifications to attract the best suited candidates
● Identifies tasks, workflow and accountability, enabling the department to plan how it will operate and grow
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Job specification ● Skills and abilities the person must have to
perform the job.
● Define the education, training, qualifications and experience.
● Specification can be set out under the following headings:
a)Technical competencies: able to carry out the role, including any special aptitudes or skills required
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Job specification cont.. b) behavioural and attitudinal requirements: role will be related to the core values and competency framework of the organizationc)qualifications and training: professional, technical or academic qualifications required, or the training that the candidate should have undertakend) specific demands: where the role holder will be expected to achieve in specified areae) Organizational fit: the corporate culture (eg formal or informal) and the need for candidates to be able to work within it.
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Develop Recruitment PlanReview Job Description
Consider People Finding Strategies
Use Alternative Labour Pools
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Implement Recruitment Plan
Accept Applicant Materials
Selection Process
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Recruitment Process in Ncell● Vacancy Announcement Notice is published
in Official Website● Fill in the form online and attach all necessary
documents/certificates and photos● Short list Eligible Candidates● Call for Interview● Filter competent Candidates● Call for Second Interview● Select the best Candidate● Call for HR Interview● Call for signing Documents and discussion on
benefits
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Recruitment Process in Government Organization/Public Service Commission
● Vacancy Announcement Notice is published in Gorkhapatra
● Fill in the form and attach all necessary documents/certificates and photos
● First paper examination (General Knowledge and IQ)
● Second Paper Examination (Governance System)● Third paper Examination(Contemporary Issues)● Fourth paper Examination (Specialization Course)● Interview● Duty Start
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Trends in Global Context
● Focus on Employer branding growth
● Use of Talent analytic will increase
● Employer will broaden their scope
● Focus and priority is in candidate experience
● HR technologies will continue to increase
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Trends in Global Context
● Social hiring is a fast growing recruitment trend, recruiters need to be able to reach required candidates and recruit them.
● More than 80% of companies are using social networks to recruit the best talents.
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Nepali Context● Follow the basic process. Ad-hoc
● Staffing - Organization adopting this model
● Headhunting - for specialized positions
● Outsourcing - Recruitment agencies
● Increase in Understanding & respect the process
● Use of software - online announcement, application, selection and contract
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Nepali context
● With the internet accessibility and social, increase in job portals and social vacancy announcements
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Problem/Challenges and Solutions● The best candidates are deciding between multiple offers at once
Problem: Candidates applying multiple companies / Solution: Great interview Experience
● Too much noise in the market
Problem: Too many recruiters are trying to reach the same candidate/ Solution:Build a brand to attract
● Shortage of great talent
Problem: Shortage of skilled labor/ Solution: Data drive approach, Linkedin
● Hiring managers are too picky with what they want
Problem: Hardest problem is collaboration /Solution: Good relationship between recruiters and hiring
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Recommendations ● Recruitment is very critical process - the first
process has to be right● JD, Policy Procedures, Training, Involvement● Has to be handled correctively ● Notification to candidates● Follow recruitment depending on your
organization and environment● Recruitment planning and implementation is
important● Employee - Full term, short term, intern,
consultants
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Referenceshttps://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/5-recruiting-trends-2016.aspx
https://business.linkedin.com/talent-solutions/blog/recruiting-tips/2015/4-of-the-biggest-problems-recruiters-face-and-how-to-overcome-them
https://hr.ucr.edu/recruitment/guidelines/process.htmlhttps://en.wikipedia.org/wiki/Human_resources
Video https://www.youtube.com/watch?v=SYwUfCCMHvk
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THANK YOU