international employee hiring
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RECRUITMENT AND SELECTION
Definition and Meaning of Recruitment
According to Edwin B. Flippo,“ Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation”
Is the activity that links the employers and the job seekers. A process of finding and attracting capable applicants for employment
Selection
Definition According to Thomas stone “Selection is the process of differentiating between applicants in order to indentify and hire those with a greater likelihood of success on the jobs
In simple words……It is the functions perform by the management of selecting
the right employees at the right time After identifying the sources of human resources, searching for prospective employees and stimulating them to apply for jobs in an organization .The objective of the selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates.
Recruitment
It the process of searching the candidates for employment and stimulating them to apply for jobs in the organization.
The basic purpose of recruitments is to create a talent pool of candidates to enable the selection of best candidates for the organisation, by attracting more and more employees to apply in the organisation.
Recruitment is a positive process i.e. encouraging more and more employees to apply .
Recruitment is concerned with tapping the sources of human resources.
There is no contract of recruitment established in recruitment
Selection
It Involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts. T
he basic purpose of selection process is to choose the right candidate to fill the various positions in the organisation.
Selection is a negative process as it involves rejection of the unsuitable candidates.
Selection is concerned with selecting the most suitable candidate through various interviews and tests.
Selection results in a contract of service between the employer and the selected employee.
Internal recruitment
TransfersPromotions (through
Internal Job Postings)
Re-employment of ex-employees
Employee referrals
External recruitment
Recruiting on Internet
Job centers AdvertisingEmployment
Agencies RecruitersJob Fairs
Internal recruitment
Advantages Cheaper and quicker to recruit People already familiar with the
business and how it operates. Provides opportunities for promotion
with in 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 the business. Creates another vacancy which
needs to be filled.
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
advertisements and interviews required.
Recruitment needs are of three types
PLANNED
ANTICIPATED
UNEXPECTED
Trends are being seen in recruitment
Outsourcing
Poaching
E-Recruitment
Recruitment ProcessIdentify vacancyPrepare job description and specificationAdvertising the vacancyManaging the responseShort-listing Arrange interviewsConducting interview and decision making
Personal ProfileDrive: A desire to get things done. Goal-Oriented.Motivation: Enthusiasm and willingness to ask
questions. Does extra on every job.Communication skills: The ability to talk and
write effectively to people at all levels.Chemistry: Gets along with others, A team player.Energy: Someone who goes the extra mile, pays
attention to detail, looks for solutions.Determination: Does not quit when a problem
gets tough.Confidence: Not arrogant. Poise. Friendly, honest
and open to employees high and low. Not intimidated by management, nor overly familiar.
ProfessionalReliability: Following up, not relying on anyone else to
ensure the job is well done, keeps management informed.Honesty/Integrity: Taking responsibility for own actions,
Good and bad.Pride: Pays attention to details all jobs done to best of their
ability.Dedication: Whatever it takes in time and effort to see a
project through to completion.Analytical Skills: Weighing the pros and cons. Weighing the
short-and long term benefits against all possible negatives.Listening Skills: Listening and understanding, as opposed
to waiting your turn to speak.
Uses for the ProfilesPlacementPromotionSelf-improvementCoachingSuccession planning
Profiles can generate the following
Individual Report- A guide for self-understandingPlacement Report- Selecting the right people
through Job MatchMulti-Job Match Report- Useful for succession
planning and reassigning employees to new positions.
Coaching Report- An excellent training and development tool
Job Analysis Survey Report- Used with job descriptions to more accurately define job requirements.
Summary Reports- To give you a “snapshot “ of information.