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    3.4 Recruitment Part 1

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    nytberal
    The document discusses the recruitment process including attracting qualified candidates, determining job vacancies, and filling open positions. It describes factors that influence recruitment strategies such as company size and image, labor market conditions, and laws. The summary also outlines steps in recruitment from identifying target segments to conducting initial candidate screenings. Important recruitment tools are highlighted like realistic job previews, expectation lowering methods, and decision making training.

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    3.4 Recruitment Part 1

    Uploaded by

    nytberal
    14 views24 pages
    The document discusses the recruitment process including attracting qualified candidates, determining job vacancies, and filling open positions. It describes factors that influence recruitment strategies such as company size and image, labor market conditions, and laws. The summary also outlines steps in recruitment from identifying target segments to conducting initial candidate screenings. Important recruitment tools are highlighted like realistic job previews, expectation lowering methods, and decision making training.

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    Things to know about recruitment.

    Original Title

    3.4-Recruitment-Part-1

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    The document discusses the recruitment process including attracting qualified candidates, determining job vacancies, and filling open positions. It describes factors that influence recruitment strategies such as company size and image, labor market conditions, and laws. The summary also outlines steps in recruitment from identifying target segments to conducting initial candidate screenings. Important recruitment tools are highlighted like realistic job previews, expectation lowering methods, and decision making training.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    14 views24 pages

    3.4 Recruitment Part 1

    Uploaded by

    nytberal
    The document discusses the recruitment process including attracting qualified candidates, determining job vacancies, and filling open positions. It describes factors that influence recruitment strategies such as company size and image, labor market conditions, and laws. The summary also outlines steps in recruitment from identifying target segments to conducting initial candidate screenings. Important recruitment tools are highlighted like realistic job previews, expectation lowering methods, and decision making training.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 24

    RECRUITMENT

    (PART 1)
    RECRUITMENT

     the process of attracting the best individuals to


    join the company on a timely basis in sufficient
    numbers and meeting the qualification
    requirements, thereby encouraging them to apply
    for the jobs in the organization (Pereda et al
    2019)
    RECRUITMENT

     the process of attracting, selecting people with


    the right attitude, qualified candidates (from
    internal or external), for jobs (either permanent
    or temporary) within an organization (Banaag et,
    2016)
    STEPS TO ATTRACT JOB APPLICANT

    1. Organization should plan activities to promote


    company image and reputation.

    2. Inform that your company is committed to solid


    business principles and fair practices.
    STEPS TO ATTRACT JOB APPLICANT

    3. Internet job posting, most candidates will search


    for position electronically.
    4. Make an advertisement, include out of the box
    benefits and best features about the business.
    5. Impart your corporate culture and simplify your
    companies hiring process.
    RECRUITMENT

    -It is preferable therefore that HR people takes


    as many qualified applications for possible
    employment (step 1) ahead of the selection
    process (step 2).
    -HR Planning must be aligned with the
    organizational plan and recruitment has to be
    aligned with HR Planning.
    RECRUITMENT RESULTS FROM TWO
    DIFFERENT OPPORTUNITIES FOR
    HIRING:

    1. Recruitment as an action plan that follows


    an inventory indicating a shortage of
    manpower.
    2. Recruitment as an urgent motion to fill up a
    position or two vacated by a retiree, a newly
    promoted or transferred employee.
    WHAT DO PEOPLE LOOK FOR IN A
    JOB?
    1. Type of Work- the kind of work that makes the
    best use of one’s abilities and gives feeling of
    accomplishment.
    2. Security- a job that provides steady
    employment.
    3. Company- firm with good reputation
    4. Advancement- being able to progress in one’s
    job career.
    WHAT DO PEOPLE LOOK FOR IN A
    JOB?

    5. Co-workers- competent and pleasant


    workmates
    6. Pay- being paid enough to meet needs and being
    paid fairly
    7. Supervision- immediate supervisor who is
    competent, considerate, and fair
    WHAT DO PEOPLE LOOK FOR IN A
    JOB?

    8. Hours- workings hours that allow work-life


    balance
    9. Benefits- benefits that meet one’s needs and
    compare well with others
    10. Working conditions- physical working
    condition that is safe and comfortable
    FACTORS AFFECTING
    RECRUITMENT STRATEGY
    INTERNAL OR WITHIN THE ORGANIZATION
    1. Size of the Organization- the size of the
    company (large corporation vs small corporation
    affects its recruiting efforts
    2. Image of the Organization- the goodwill of the
    business (public relation, CSR) can attract more
    applicants
    FACTORS AFFECTING
    RECRUITMENT STRATEGY
    INTERNAL OR WITHIN THE ORGANIZATION

    3. Recruiting Policy- organizational policy on


    whether to recruit internally or externally affects
    recruitment
    4. Image of the job- perception of applicants on
    the job
    FACTORS AFFECTING
    RECRUITMENT STRATEGY
    EXTERNAL OR OUTSIDE THE ORGANIZATION

    1. Demographic Factors- demography is the


    study of human population in terms of age, gender,
    occupation etc.
    2. Labor Market- refers to the supply and demand
    of labor in the market
    FACTORS AFFECTING
    RECRUITMENT STRATEGY
    EXTERNAL OR OUTSIDE THE ORGANIZATION

    3. Unemployment Situations- unemployment


    situations of a country influences recruitment
    process
    4. Social and Political Environment- includes
    change in government policies and social aspects
    FACTORS AFFECTING
    RECRUITMENT STRATEGY
    EXTERNAL OR OUTSIDE THE ORGANIZATION

    5. Legal Considerations- employment provisions


    and other laws affects recruitment policies of
    business
    STEPS IN RECRUITMENT

    1. Determine job vacancy- identify the reason


    why there is job vacancy (retirement, resignation,
    abandonment, transfer, termination, promotion)

    2. Plan how to fill an open position- decide


    whether to recruit internally or externally and if it’s
    a permanent or temporary worker
    STEPS IN RECRUITMENT

    3. Identify the target segment- pinpoint who you


    wanted to hire. The recruitment methods to be used
    will depend on the market segment

    4. Reaching out to target segment- identify ways


    and means in reaching out the target segment
    STEPS IN RECRUITMENT

    5. Meet-up with candidates- recruitment team


    should make the applicant understand the purpose
    of the meet-up. In this step, recruiters conduct an
    initial screening.
    IMPORTANT CONSIDERATIONS IN
    RECRUITMENT (TOOLS)

    1. Realistic Job Preview


    2. Expectation Lowering Method
    3. Decision Making Training
    REALISTIC JOB PREVIEW
    (RJP)

    -a recruiting tool designed to reduce early turnover


    -RJP communicate to applicants the desirable and
    undesirable aspects of a job before accepting the
    job offer
    REALISTIC JOB PREVIEW
    (RJP)

    - RJP’s purpose is to encourage the uncertain


    applicants to self-select out the process without
    scaring off those who would develop into
    excellent and long term workers
    - it may include oral presentation, pamphlets or
    brochures
    EXPECTATION LOWERING
    METHOD

    - a technique that lowers an applicants’


    expectations about work and expectations in
    general
    DECISION MAKING TRAINING

    -is the selection of choice of one best


    alternative by evaluating the advantages and
    disadvantages of every choices
    DECISION MAKING TRAINING

    1. Brainstorm- identify all the things that


    matter to you (employment)
    2. Prioritize- list down the most important to
    the least important
    3. Analyze- compare and contrast options and
    choose which will satisfy your priorities

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