prepared by: safaa s.y. dalloul e-hrm | staffing | unit 3 2013-2014

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.

What is Employee Requisition?

ER is a document that specifies:

Job Title

Department

The date of the employee is needed for work

Other Details

What the difference between Job Description and Employee Requisition?

Recruitment SourcesRe

crui

tmen

t So

urce

sInternal• Present Employee• Friend• Previous EMPExternal• 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

Recruitment Methods

Internal Recruitment Methods

Job Posting and Bidding

Job Posting, Promotions, and Transfers

Current Employee Referrals

Recruiting Former Employees and Applicants

External Recruitment Methods



Job Posting: is a procedure for informing employees that

job openings exist.

Job Bidding: is a procedure that permits employees who

believe that they possess the required qualifications to

apply for a posted job.

Recruitment Methods









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.

Recruitment Methods









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.

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

time.

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?

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

Reje

cted

A

pplic

an

ts

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

3 HIRING

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.

E-RECRUITMENT

4Electronic Recruitment

E-Recruitment

E-recruitment has grown rapidly over the past ten

years and is now widely used by both recruiters and

job seekers across the world.

In terms of human resource management, the

internet has changed the way of recruitment from

both perspectives i.e. organizations and job seekers

E-Recruitment

E-recruitment has been defined as the use of the

internet to identify and attract potential employees.

It refers to the practice of advertising job vacancies

online, and the formal sourcing of information about

the jobs online

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

E-Recruitment Benefits

It makes the process of finding candidates and new

business opportunities quicker, cheaper and more

efficient.

E-recruitment Revolution

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

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.


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


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.

Methods of E-Recruitment

Commercial Job Boards: Commercial job boards

most common form of online recruiting. Job boards

work like classified ads in the newspaper.

Monster.com

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

Corporate websites: Company's 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

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 market niches

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 andcomputer 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

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prepared by: safaa s.y. dalloul e-hrm | staffing | unit 3 2013-2014

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