e-hrm | staffing | unit 3
DESCRIPTION
KYTC. Prepared by: Safaa S.Y. Dalloul. E-HRM | Staffing | Unit 3. http ://safaadalloul.wordpress.com. 2013-2014. 1. 3. Recruitment. Hiring. 2. Selection. 4. Electronic Recruitment. 1. Recruitment. What is Recruitment?. - PowerPoint PPT PresentationTRANSCRIPT
Prepared by: Safaa S.Y. Dalloul
E-HRM | Staffing | Unit 32013-2014http://safaadalloul.wordpress.com
KYTC
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
job)
Challenge!!
What do you think about recruitment sources? Or
Do you have an idea about it. Explain
Recruitment Sources
Recr
uitm
ent S
ourc
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
Internal Recruitment MethodsJob Posting and Bidding
Promotions, and Transfers
Current Employee Referrals
Recruiting Former Employees and Applicants
External 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.
Internal Recruitment Methods
Challenge!!
Promotion X Demotion
What do you think about it with Examples
Internal Recruitment MethodsJob Posting and Bidding
Promotions, and Transfers
Current Employee Referrals
Recruiting Former Employees and Applicants
External Recruitment Methods
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.
Internal Recruitment Methods
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
Recruiting Former Employees and Applicants
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
Internal Recruitment Methods
External Recruitment Methods
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
External Recruitment MethodsAdvertisingEmployment AgenciesRecruitersJob FairsInternshipsExecutive Search FirmsWalk-In Applicants
Internal Recruitment Methods
External 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
External Recruitment MethodsAdvertisingEmployment AgenciesRecruitersJob FairsInternshipsExecutive Search FirmsWalk-In Applicants
Internal Recruitment Methods
External 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.
External Recruitment Methods
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
External Recruitment MethodsAdvertisingEmployment AgenciesRecruitersJob FairsInternshipsExecutive Search FirmsWalk-In Applicants
Internal Recruitment Methods
External 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.
External Recruitment Methods
Job Fairs
Their advantage (from the viewpoint of the employer) is the
opportunity to meet a large number of candidates in a short
time.
For the applicants: they have convenient access to a number
of employers.
Recruitment Methods
External Recruitment MethodsAdvertisingEmployment AgenciesRecruitersJob FairsInternshipsExecutive Search FirmsWalk-In Applicants
Internal Recruitment Methods
External 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
External Recruitment MethodsAdvertisingEmployment AgenciesRecruitersJob FairsInternshipsExecutive Search FirmsWalk-In Applicants
Internal Recruitment Methods
External 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.
External Recruitment Methods
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
External Recruitment MethodsAdvertisingEmployment AgenciesRecruitersJob FairsInternshipsExecutive Search FirmsWalk-In Applicants
Internal Recruitment Methods
External 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 Recruitment
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.
Internet Recruitment
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.
Internet Recruitment
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 and Resumes
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 and Resumes
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 and Resumes
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 Applications and Resumes
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.
Employment Interviews
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.
Employment Interviews
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.
E-Recruitment | Introduction
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.
E-Recruitment | Introduction
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
Other
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.
E-Recruitment Benefits
On the other, reduced application costs also encouraged
increased applications from under qualified job seekers,
triggering increased effort by firms to improve screening
mechanisms
E-Recruitment Benefits
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.
E-Recruitment Benefits
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".
E-Recruitment Revolution
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.
E-Recruitment Revolution
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.
E-Recruitment Revolution
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 and E-Recruitment: A Linkage
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 and E-Recruitment: A Linkage
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 and E-Recruitment: A Linkage
HRIS help organizations to organize most of the HR planning
functions including recruitment of employees in an
organization
HRIS and E-Recruitment: A Linkage
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.
E-Recruitment Market
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.
E-Recruitment Market
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
Players In The Recruitment Market
Players In The Recruitment Market
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.
Players In The Recruitment Market
Recruitment Market: The recruitment market can be explained in
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.
Players In The Recruitment Market
Recruitment Market: The recruitment market can be explained in
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
Players In The Recruitment Market
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
pool.
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.
Methods of E-Recruitment | Commercial Job Boards Advantage
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.
Methods of E-Recruitment | Commercial Job Boards Advantage
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
Advantage of E-Recruitment
Reaches a wider range of applicants
Gives the company a more up-to-date image
Better quality of response
Low cost
Advantage of E-Recruitment
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.
Back
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.
Back
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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