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Recruitment Methods
Definition
Recruitment is the process of finding and attracting capable applicants for employment.
Recruitment MethodsRecruitment Methods
Internal Sources
Recruitment sources: -
1.Employee Referrals
• Good employees tend to refer similar applicants
• Tends to stay for a long time in the organization. WHY?
• How is employee referrals encouraged?
• Bonuses
Disadvantages: •Fail to provide greater diversification•If the candidate is not hired, the employee making the referral would be disappointed.•Biasness/ Favoritism
Widely used in Pakistan
(Government Organization
s)
Evaluation of Employee Evaluation of Employee Referral Method Referral Method
Quick source of applicants
Excellent RJP- Requirements of Job Postings
Useful for all types of employees
Low expense
2. Rehires( Former Employees)
• Why should we hire the former employees?
POINT TO THINK: •ARE THEY GOING TO BE LOYAL?
3. Promotions
•Most powerful potential motivator!
•Only way to attain pay raises.
•Greater commitment and enhanced continuity
Disadvantages:
•Lack of new ideas
•Stagnation
•GroupThink
Promotions are done by two different ways:◦1. Managerial Nominations◦2. Job Posting
4. Transfers4. TransfersTransferring the employees from one
department to another.
What could be the disadvantages?
5. Demotions5. DemotionsLoss of motivationPermanent Damage could be done
( According to Hawthorne Researchers)
Voluntary demotions VS. Involuntary Demotions
PETER PRINCIPLE: It refers to organizations promoting people based
on how they performed in their last position.
6. College Referrals•Placement centers•Resume books ( Graduate Directories)•Teachers
38% of all external openings are filled
by college
referralseEmployers considers what?
•Reputation of university•Performance of previous hired
employees from the same sources
College referrals Cont’dCollege referrals Cont’dUp to date knowledgeNaïve expectationsImportant for volume of applicants
with appropriate knowledgeOnly good for entry-level positions
Disadvantages◦Very high expense◦Not good RJP◦Not good screening
7. Walk-Ins7. Walk-Ins- Posting for “ FOR HIRE” can create walk ins- Cheap and plentifulDisadvantage: Difficult to select from a large pool of candidates.
8. Internships8. Internships
Disadvantages:• Low professional knowledge
•Low wages
Recruitment MethodsRecruitment Methods
External
1. Newspapers/Magazines/Journals/Radio/Television
-You should know which media to use and what content should be placed.
-Local newspaper is the best source.
-Best to fill the blue-collar vacancies
-You can include hurdles in your advertisements
-AIDA Guidelines should be followed -Advantages/Disadvantages-Fast and high volume-Low RJP screening-High Expense
2. Privately Owned Agencies( Small scale)2. Privately Owned Agencies( Small scale)-For lower level jobs such as secretarial, clerical, bookkeeping positions-The agency prescreens for the company.
3. Search Firms
-Executive Recruiters-Headhunters-For upper level jobs-Professional Jobs- Quality-Expensive-Low risk
Out of every four
CEOs is hired
this way
Employment Services
( Provided by Govt.)
4. Job Fairs-A group of organizations may combine to share the expenses of a job fair at a common site.
-High volume of candidates
-RJP- low
5. Internet-Wide range of jobs
-Quick response
-Moderate to High expense
-Job advertisements through social networking websites
Examples of Facebook AdsExamples of Facebook Ads
Employers researching Employers researching CandidatesCandidates• Try these tools:– Google– Yahoo!– Live Search– Facebook – of course!– Spock– ZoomInfo– Pipl– Spokeo– ZabaSearch– Checkster– 123People– PeekYou– KnowX
6. Direct Mail Campaign
-Quick source of applicants-High job commitment-Low expense-High volume-Hard to evaluate
REALISTIC JOB PREVIEWSREALISTIC JOB PREVIEWSProvides complete job related
information to the applicants so that they can make right decision before taking up jobs
Lower rate of employee turnover High level of job satisfaction &
performanceBeneficial for organizations
hiring at the entry level
ALTERNATIVES TO RECRUITMENT
ALTERNATIVES TO RECRUITMENTALTERNATIVES TO RECRUITMENT
Because of the cost of recruiting
1. OVERTIME - When demand for product peaks - additional income for employee - It results in Fatigue, increased
accidents & more absenteeism - Need to pay double wages
2. EMPLOYEE LEASING
- Often called Staff outsourcing - Useful to small & medium sized firms
3. TEMPORARY EMPLOYMENT
- Low labor costs - Easy access to experienced labor - Flexibility in future - DISADVANTAGE- Do not know the work
culture of the firm
EFFECTSEFFECTS
EFFECTSEFFECTSPositive Recruitment Process
◦Attract highly qualified and competent people
◦Ensure that the selected candidates stay longer with the company
◦Make sure that there is match between cost and benefit
◦Help the firm create more culturally diverse work-force
Negative Recruitment Process◦Failure to generate qualified
applicants◦There is no match between cost and
benefit◦Extra cost on training and
supervision◦Increases the entry level pay scales
External Factors
Supply and DemandUnemployment rateLabor marketPolitical-socialSons of soilImage
Recruitment
Internal Factors
Recruitment PolicyHRPSize of the firmCostGrowth and Expansion
Some factors to Consider about Recruitment
Evaluation of Recruitment Evaluation of Recruitment SourcesSources