PGP 2005-07

RECRUITMENT

PGP 2005-07

Recruitment

The search process and "enchantment" ofemployee candidate with suitable number and quality with company needs

PGP 2005-07

Goal

Increase the number of employees withminimize costsIdentification and assessment of potential job candidatesReducing turnoverImproving the effectiveness of individuals / organizationsEvaluate the effectiveness of recruitment

PGP 2005-07

“Pyramid” Recruitment Result

50

100

150

200

1,200

New hires

Offers made (2 : 1)

Candidates interviewed (3 : 2)

Candidates invited (4 : 3)

Leads generated (6 : 1)

PGP 2005-07

How to Recruit

InternalJob Posting

Application letter

Career path of company

External Advertising

Employment Agencies

(DepNaker, Swasta)

Campus

Internet

PGP 2005-07

Job Application Form, consists of:

Self identification anticipationdiscriminationSkill and educationWork experience credibility and potential capabilitiesExpected job statusOrganization activities professionalism, achievementReferences background of applicants, relatives, criminal recordsSignature

PGP 2005-07

Factors that affect Recruitment

1. Organizational Policy

2. HRP

3. Labor Market Conditions

4. External environment

5. Recruiters habit subjectivity

PGP 2005-07

Organizational Policy

PROMOTIONincrease motivation and participation of workforce and the opportunity to develop a careerCOMPENSATIONoffered wage which affect the interests of the applicant SOCIAL STATUS of WORKFORCE affect qualification of workforceINTERNAL RECRUITMENT

PGP 2005-07

HRP

Planning organization must: the right number of people, right kind of people, at the right time, in the right place.

Consideration of skills, promotion, transfer, job spesifications

PGP 2005-07

MARKET CONDITION

Supply of Labor affects the amount of workforce availability

Demand of Labor affect the needs of potential labor

Demand > Supply increase the wage of labor (expanded geographical region)

PGP 2005-07

External environment

Economic growth (inflation)

employment law

Recruitment of competitors

Skill Scarcity

PGP 2005-07

Incocators to valuate the success of the recruitment process of qualified workforce:1. The number of applicants interest2. Duration of recruitment3. Needs and the availability of budget4. Total revenue potential workforce (%)5. Number of successful placement (job applicants candidates are suitable with job spesifications)

Recruitment Evaluation

SELECTION

PGP 2005-07

SELECTION

A series of information gathering process about personnel procurement, based on HRP and Job Analysis

As the center of personnel management and quality control

PGP 2005-07

goal

Company Performance depends on labor performance

Labor without standard skills in job analysis ineffective performance

The cost of recruitment and selection (hiring cost) expensive

PGP 2005-07

Selection Process

HR Planning and JA

Tests

Knowledge test Psychological test

Interviews

References check

Screening)

Medical check

PGP 2005-07

I.Screening of candidates

Results of the evaluation of recruitment include:

1. Number of workforce need

2. Time Availability

3. Budget Availability

PGP 2005-07

II.Tests

knowledge psychology Perfomance

Job knowledge Technical Skill IntelligencePersonality

TalentInterest

Achievement

PGP 2005-07

III.Interviews

Formal conversation and detail to evaluate whether applicants acceptedor not

two-way communication on high level of flexibility

PGP 2005-07

Types of Interviews

UnstructuredStructured / StandardPanel

StressGroupBehavioural

Situational hipotesa, job, knowledge expert/skill

PGP 2005-07

Example of question

1. Why you want to work in our company?

2. How many salary that you expectand feasible?

3. What is your strength?

4. What are your career goals?

5. What is your ideal plan for the advancement of our company?

PGP 2005-07

Interview mistakes

1. Halo Effect limited informatio of interviewer to

evaluate applicants evaluate based on appearance only

Applicant is pretty superior valueBlue jeans rejected

PGP 2005-07

2. Leading Questionsinterviewer gave the "signal" about the answers to applicants (rhetorical)- Are you sure you will like this job?- Are you satisfied with this salary?

PGP 2005-07

3. Personnel biased

The result of personal prejudice of interviewer about the applicant

- I prefer a beautiful and sexy secretary

- This job is only appropriate for men

PGP 2005-07

4. Interviewer DominanceInterviewer use the time to "brag" on applicants, boasting about the success or conduct social conversations

Chat about how bittersweet work in the company or his/her achievement

PGP 2005-07

IV.References Check

Given from family, closest friends who appointed by applicant or requested by company

Personal Reference positive thing from candidates/applicantabout his/her characteristics

Reference employment background and work experience of applicants

PGP 2005-07

V. Medical Check Up

If need be carried out by medical personnel of the companyReduce the cost of employee health care / insuranceGetting employees who physically healthy as needed by a specific jobGot employees who can overcomephysical and mental stress of the job

PGP 2005-07

VI. Supervisor Interview

The supervisor evaluates applicants’ technical skill and answer questions about job correctly

Supervisor took final decision about recruitment