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Personnel Process. Search Process. Development of the job description Creation of the job announcement Candidate recruitment Candidate selection Orientation, T & D Performance appraisal Employee motivation & rewards Employee discipline. Preparing to open the job Advertising the Position - PowerPoint PPT Presentation
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Personnel Process
1. Development of the job description2. Creation of the job announcement3. Candidate recruitment4. Candidate selection5. Orientation, T & D6. Performance appraisal7. Employee motivation & rewards8. Employee discipline
Search Process
Job Search Process1) Preparing to open
the job2) Advertising the
Position3) Reviewing the
Candidates4) Testing and
Preliminary Interviews
5) Formal Interviews
1 week – 6 months
1 week – 2 months
1 -2 weeks
1 -2 weeks
1 day - 2 weeks
Candidate recruitment Planning the advertisement schedule
– When to advertise– The deadline– When to interview– When the candidate should start
– Example….
Timeline CEO Piers Mgt Start date: August 1 Offer made: July1 Interviews: June 1-29 Screening time: May 14-18 Application: May 11 Open job: April 16
Director of Golf Start date Jan. 7 Keep in mind:
– T-giving = 11/25– Hanukkah starts Dec 1– Christmas = Dec 25– New Year’s day
Advertising the Position Local vs. State vs. National
– Based on type of position, pool of locals– Budget – out of state interviews– How long to wait to hire?
Outlets– Newsletters– Direct mail…letters asking individual to apply– Professional Journals/Magazines– Web based employment pages– Personal contact
Job search firms Length of time for listing…
Exercise Outline recruitment plan
Location Start date # of days CostBluefish May 1 60 $125
Personnel Process
1. Development of the job description2. Creation of the job announcement3. Candidate recruitment4. Candidate selection5. Orientation, T & D6. Performance appraisal7. Employee motivation & rewards8. Employee discipline
Search Process
Initial Screening Remove based on most important
competencies 3 piles:
– Yes– No– Maybe
Remove the no pile
Second Screening Spend more time with applications
Assessment Matrix
Assessment/Selection Matrix Based on essential functions Construct a matrix showing
– each measurable qualification– each applicant
Select a score for each qualification– 5=highly qualified, 1=not qualified– Weighted scores
Establish a list of “qualified candidates”
The MatrixName Experience Education Marketing Supervision Budgeting
Blake
White
Smith
Jones
Scott
312
14
232
44
111
23
321
35
243
35
1111
913
21
5=highly qualified……1=not qualified
