recruitment selection midterms

RECRUITMENT

-Refers to the process of attracting and choosing candidates for employment

RECRUITMENT

-a process of pooling potential candidates with possible knowledge and skills and choosing from the pool of candidates by using specific instruments

Recruitment & Selection

plays an important role in ensuring worker’s performance and positive organizational results.

1.ATTRACT THE QUALIFIED APPLICANTS

2. ENCOURAGE UNQUALIFIED APPLICANTS TO SELF SELECT THEMSELVES OUT

2 RECRUITMENT GOALS

RECRUITMENT PROCESS

s the process of finding, evaluating, and hiring people for a job. It involves identifying a need, creating a job description, and then finding and selecting a candidate.

Identify vacancies and hiring needs. ...

• Create a job description. ...

• Begin your talent search. ...

• Screen and shortlist candidates. ...

• Interview and assess candidates. ...

• Lock down the successful candidate. ...

• Go from offer to onboarding.

7 STAGES OF THE RECRUITMENT PROCESS

• Identify needs

• Create a job description

• Search for talent

• Screen applications

• Interview candidates

• Make an offer

• Onboard the new employee:

7 STEPS IN RECRUITMENT PROCESS

• Identify needs:

Determine what work needs to be done and what skills are required

Create a job description:

Write a detailed description of the role and responsibilities

• Search for talent

Use a variety of methods to find candidates, such as job boards, social media, and professional networks

• Screen applications

Review applications and resumes to identify the most qualified candidates

Interview candidates

Conduct in-person interviews to evaluate candidates' skills and fit for the role

Make an offer

Select the best candidate and extend a job offer

Onboard the new employee

Help the new hire understand their role and the company culture

Recruitment Assistant

1. They work closely with recruitment specialist & recruitment managers & provides major support services.

2. they are in charge of finding the most qualified candidates for job openings

3. Recruitment assistant can work in major recruiting companies and agencies in every company that has a Human Resources Department.

4. their duties may include administrative task & specific recruitment activities

Recruitment Specialist

1. Responsible for screening, interviewing and placing workers as well as keeping up to date on local hiring, laws and regulations.

• 2. It can also find work in a variety of areas, including health care, employment services,, government agencies.

• 3. They must be organized and detail oriented.

• 4. They must have excellent oral & written communication skills

• 5. They must be able to work independently and work as a team.

• 6. Knowledge of hiring law is vital

Recruitment Supervisor

• 1. Supervises the activities of the employment department • 2. Familiar with a variety of the field’s concepts, practices and procedures.

• 3. Oversees company’s recruiting program, policies and procedures.

• 4. Relies on extensive experience and judgment to plan and accomplish goals.

• 5. Reports to a manager or head of the Department

• Recruitment Manager

manages and leads the recruitment process and the overall utilization of HR recruiters

• They are fully responsible for the development of the recruitment process and the implementation of recruitment innovation

• solves all issues evolving during hiring job vacancies and takes all managerial decisions

• dedicates most of the working ime to the development of the recruitment process

• meets with the internal as well as external clients

• provides regular feedbacks to HR Recruiters and Internal clients

internal and external

2 source of recruitment

INTERNAL RECRUITMENT

is a human resources strategy where companies fill open positions by hiring from within their existing employee pool, rather than seeking external candidates.

PROMOTION

NTERNAL TRANSFER

EMPLOYEE REFERRALS

3 TYPES OF INTERNAL RECRUITMENT

PROMOTION

Hiring employees to higher level positions with increased responsibilities & compensation.

INTERNAL TRANSFER

Shifting employees to different roles within an organization, offering new challenges & skill development opportunities

EMPLOYEE REFERRALS

Encouraging current employees to refer qualified candidates from their nework

EXTERNAL RECRUITMENT

means opening up a vacancy to a wider pool of candidates rather than selecting someone from the existing staff to fill the role.

• 1. JOB POSTING

• 2. WORD OF MOUTH ADVERTISEMENT

• 3. CAMPUS OR UNIVERSITY RECRUITMENT

• 4. ADVERISING MEDIA

• 5. BLIND ADS .

• 6, WALK INS Service Office)

• 7. JOB FAIRS

• 8. RADIO & TELEVISION

• 9. SOCIAL MEDIA OR INTERNET

10. PESO (Phil. Emp

10 TYPES OF EXTERNAL SOURCE

Job posting

refers to advertising a job opening or vacancy on the internet, in newspapers, or in other media sources to attract qualified candidates

WORD OF MOUTH ADVERTISEMENT

Cost effective hiring strategy where satisfied employee or customers share information about job offerings

On-campus recruiting

is the process of attracting, engaging and employing the next generation of graduate talent.

ADVERTISING MEDIA

involves the use of various advertising channels, such as job boards, social media platforms, and print media, to reach out to potential job seekers and encourage them to apply for open positions

BLIND ADS RECRUITMENT

an advertisement which has no identification of the organization that has advertised it

WALK IN APPLICANT

refers to a job seeker who applies for a position at a company in person, without having been previously invited for an interview or having applied through traditional online or mail methods

JOB FAIRS

are events where employers and potential employees meet face-to-face to discuss job openings and conduct interviews

TV AND RADIO ADVERTISEMENT

recruitment opportunities in the Philippines, visit major job sites like Indeed and Jobstreet and use search terms like "TV broadcast jobs," "radio jobs," or "broadcasting jobs," as well as specific role titles.

SOCIAL MEDIA

a recruitment is the practice of using social media platforms to find, attract, and hire candidates for job openings. It involves utilizing platforms like LinkedIn, Facebook, Twitter, Instagram, and even niche forums and blogs to connect with potential employees, share job postings, and assess candidates

PESO OFFICE Public Employment Service Office (PESO)

is a government-mandated, non-fee-charging facility in the Philippines that provides comprehensive employment services, including job placement assistance, labor market information, career guidance, and recruitment support for both local and overseas jobs

human resource planning

process of analyzing and identify the need for and availability of human resources so that the organization can meet its objective

Right people, right capabilities, right time, right place

so human resources planning is a process by which an organization ensures that

SYSTEMATIC FORECASTING OF MANPOWER NEEDS

On the basis of business conditions and forecast, manpower needs are planned and monitored closely

PERFORMANCE MANAGEMENT

Analyzing, improving and monitoring the performance of each employee

CAREER MANAGEMENT

Determining, planning and monitoring the career aspirations of each individual in the organization and developing them for improved productivity.

MANAGEMENT DEVELOPMENT

Assessing & determining the developmental needs managers for future succession requirements

PURPOSE OF PERSONNEL PLANS

s to help a business to make the best use of its staff by providing a framework against which it can recruit, train & develop, transfer and promote, dismiss, and retire them, all at the most appropriate times

• It helps you to start recruiting effectively

• It enables you to compile along term recruitment program, as you will know how many employees are needed

• It allows you to prepare key staff in anticipation of transfers and promotion

• It enables you to lose unsuitable and or excess staff via natural wastage

• It can help you to avoid understaffing or understaffing

BENEFITS OF A PERSONNEL PLAN 5

Assess current business strategy:

Consider the company's environment and current workforce capabilities

Identify goals:

Determine the company's objectives and vision for the future

Conduct gap analysis

Compare current workforce capabilities to future needs

Develop a plan:

Determine how to meet future needs, including hiring, training, and development

Implement and share:

Put the plan into action and communicate it to the organization

Revise

Review and adjust the plan as needed

• Assess current business strategy

• Identify goals

• Conduct gap analysis

• Develop a plan

• Implement and share:

• Revise:

STEPS IN STRATEGIC HR PLANNING 6

MANPOWER FORECASTING

s the process of predicting how many employees a company will need in the future. It helps companies plan for growth and avoid over or under hiring

SUCCESSION PLANNING

Is the process whereby company leaders and HR professionals identify key positions within the company and develop plans to fill those positions either with internal or external staff.

Strategic HR planning

is the process of aligning a company's human resources with its business goals. It involves evaluating the current workforce, identifying future needs, and developing a plan to meet those needs

JOB ANALYSIS

is a systematic process that involves studying a job to understand its tasks, responsibilities, and requirements. It's a foundation for many HR decisions, including hiring, training, and compensation.

PURPOSE OF JOB ANALYSIS

s to establish and document the job and relatedness of employment procedures such as training, selection, compensation and performance appraisal

Determining Training Needs

– Job analysis can be used in training needs analysis or TNA to identify or develop

a. training content

b. assessment tests to measure effectiveness of training

c. Equipment to be used in delivering the training

d. Methods of training

Determine Compensation

– Job Analysis can be used in compensation to identify or determine

a. Skills level

b. Compensable job factors

c. Work environment (hazards, attention, physical effort)

d. Responsibilities

e. selection tests/instruments (written tests, oral tests, job simulations)

f. applicant appraisal/evaluation forms

g. Orientation materials for applicants/new hires

Determine selection procedures

- Job Analysis can be used in selection procedures to identify or develop:

a. Job duties that should be included in advertisements of vacant positions

b. appropriate salary level

c. min. requirements of educ. & experience

d. interview question

e. selection tests/instruments (written tests, oral tests, job simulations)

f. applicant appraisal/evaluation forms

g. Orientation materials for applicants/new hires

Determine Performance Review

job analysis can be used in performance review to identify or develop

a. goals & objectives

b. performance standards

c. evaluation criteria

d. length of probationary periods

e. duties to be evaluated

• observation method,

• questionnaire method ,

• interview method

JOB ANALYSIS METHODS 3

OBSERVATION METHOD

A job analyst observes an employee and records all his performed and non performed task, fulfilled and un-fulfilled duties &, responsibilities, methods, ways and skills used by him or her mental or emotional abilities to handle challenges and risks

INTERVIEW METHOD

In this method an employee is interviewed so

that he /she can come up with their own

working styles. It involves analysis of job by

employee himself in order to generate honest

and true feedback or collect genuine data

QUESTIONNAIRE METHOD

Another commonly used job analysis method is getting the questionnaires filled from employees their superiors & managers.

Questionnaire method

is used in order to get the true job related information. Management should effectively communicate it to the staff. It is important to ensure them that it wont be used against them in anyway.

• Preliminary Interview

• Receiving Applications

• Screening of Applications

• Employment Test

• Interview

• ‘Reference Checking

• Medical Examination

• Final Selection

SELECTION PROCESS 9

• AGE, DISABILITY,

• SEXUAL ORIENTATION,

• RACE, BELIEF,

• RELIGION,

• mARRIAGE & PREGNANCY

Discriminate on the grounds of confined characteristics (5)

• AGE •DISSABILITY

•GENDER REASSIGNMENT

• PREGNANCY & MATERNITY

• RACE

• SEXUAL ORIENTATION

LEGAL REQUIREMENTS FOR SELECTION SYSTEM

Managers and Senior Managers

Managers from different fields like department —- and ——must be fully aware and responsible on the process of appointment of their staff for that unfair discrimination will not occur.

equalities criteria

Human resources should monitor applications by

•Staff or employees

involved in recruitment and selection should be aware of their role and responsibility to behave in nondiscriminatory manner in consideration of legal requirements

Valuing the diversity and promoting equality policy

is a feature of all recruitment advertising and must be adopted by organization and their human resources

•Job Descriptions/Specifications and recruitment advertisement

are drafted in such a way as to make clear the requirements of job vacancies avoiding the word “DISCRIMINATE”

Shortlisting applicants

is the process of reviewing applications to identify and select the most qualified candidates for a job, creating a "short" list of individuals who will proceed to the interview stage.

Define the Role & Criteria

Before receiving applications, a detailed job description outlining key duties, required skills (hard and soft), necessary qualifications, and desired traits is essential.

Receive & Review Applications

After the job posting, applications are submitted.

Screen for Minimum Requirements

Apply a first-pass filter to eliminate candidates who do not meet the essential, nonnegotiable criteria, such as possessing the required certifications or a valid visa.

Screen for Preferred Qualifications

Further assess remaining candidates against desirable qualifications and skills, such as specific experience, strong analytical abilities, or leadership experience.

Create the Shortlist

Compile a list of the most qualified candidates who best align with the job requirements.

Move to the Next Stage

Candidates on the shortlist are then invited for interviews, moving them further down the hiring funnel.

1. initial screening

2. Filling up the application form

3. Preliminary interview

4. Employment test

5. Comprehensive interview

6. Background Examination

7. Submission of Employee Requirement

8. Medical/Physical Examination

9. Final Interview

10. Permanent Job offer

11. On-boarding

SELECTION PROCESS (11)

initial screening

Qualification, segregation, job specification

Filling up the application form

checking of penmanship, Additional Information not included in resume, following instruction

1. invocation

2. singing of national anthem 

3. message of president

4. introduction of officer

5. presentation of company org structure 

6. distibution of company handbook 

7. discussion of company handbook

8. tour facilities

9. signing of contract