Recruitment Strategy

Level 1

Prepared by: CDV First Prepared on: January 2013Copyright 2013 Asia Pacific Institute of Information Technology

Professional & Enterprise DevelopmentCT024-3-1

CT024 PDT Introduction

Learning Outcomes

• Identify the key features of graduate job advertisements

• Describe the purpose of jobs descriptions and person specifications

• Compare & contrast different approaches to selection and recruitment

CT024 PDT Introduction

Prerequisites for This Module

• Introducing the Career Element• Recruitment strategies • Job descriptions / person specifications

CT024 PDT Introduction

Key Terms You Must be Able to Use

If you have mastered this topic, you should be able to use the following terms correctly in your assignments and exams:

• Job description• Person specification

CT024 PDT Introduction

Career Elements

Having a degree does not guarantee…

- An employment or a successful career

So, why have a degree? How about that employment?

Apart from looking at the award from a purely technical viewpoint, students must also seek to develop and improve their employability skills.

Hence, this PDT module

CT024 PDT Introduction

Examples of employability skillsInterpersonal skillTeam working, managerial, supervisory, leadership

Communication skillVerbal, writing, presentational

Professionalism skillEthical, appearance, timeliness, punctuality, client focus

Personal skillAnalytical, numeracy, critical thinking, problem solving,

independent work, enquiry… and more….

CT024 PDT Introduction

Recruitment Strategies

Step 1: Begins with identifying an unmet need - a task that needs to be accomplished.

Step 2: Translate unmet needs into a job descriptionStep 3: Define the person specificationsStep 4: Decide approach for selection/recruitmentStep 5: Advertise – Select advertisement medium and

platformStep 6: Interview – interaction between the decision

maker and candidate (objective - find out if the candidate has the necessary skills, can fit in culturally)

CT024 PDT Introduction

Recruitment Strategies

It is important to hire the right person the

first time. Why?

Good planning strategies are required

CT024 PDT Introduction

Hire the Right Person the First Time

1. Cut cost 2. Save time3. Maximize productivity4. Maintain competitive edge5. Staff morale

CT024 PDT Introduction

Step 1: Identification of Unmet Needs

• Identification of needs by the organization• Could be in terms of

1. Lack of resources2. Business expansion3. Environmental forces (eg

government policy – females at managerial level)

CT024 PDT Introduction

Step 2: Job Description

• Imagine expecting an employee to do a job without telling them what you expect?

• You need up-to-date, accurate job descriptions to maximize the effectiveness and productivity of all your employees

CT024 PDT Introduction

Job DescriptionTranslate the unmet need into a job description

• The job description says ‘what’ the person will be doing

• This is important as it allows a person to properly commit and be responsible for a role

• Job specification allows a good opportunity to frame the role according to the organization’s needs.

CT024 PDT Introduction

Job Description (cont’d)

To write a job description, you must:

• Understand the job and what it involves- Talk to people in a similar position, find out what

their jobs involve- Talk to immediate supervisors of this position,

and find out what they are looking for- Evaluation of employees doing similar job

CT024 PDT Introduction

Job Description (cont’d)To write a job description, you must:

Identify the tasks and responsibilities assigned to the position:

1. Managing other employees2. Being responsible for decision making3. Following established guidelines4. Dealing with other departments5. Dealing with customers/public6. Reporting, documenting, training

CT024 PDT Introduction

Job Description (cont’d)

Job Description should not include:• Details on how the tasks should be

carried out• Targets (e.g. ‘must achieve sales target

of RM60K)

Why?

CT024 PDT Introduction

Job Description (cont’d)

• Be clear that the post holders have ultimate responsibility – distinguish from those tasks in which they have involvement but not responsibility

• Provide flexibility for future developments of position – add in as the last itemized duty ‘other comparable duties as may be required by the Head of the Department’

• Identify principle equipment to be used• Special conditions eg traveling, weekends

CT024 PDT Introduction

How to Write a Job DescriptionA job description should specify:

• Title: The title of the post• Purpose or aim: A brief description of the purpose of

the job. This can probably be limited to one sentence.• Responsible to (Person): Title of the post(s) to which

the post holder will be immediately and ultimately responsible to.

• Duties:Start with the elements which take up most of the post holder's time. It may be helpful to distinguish between regular, intermittent, and emergency duties, and/or to assign an approximate percentage of time to each specific duty.

CT024 PDT Introduction

Sample of Job Description

• Title:                Sales and Marketing Executive• Reports to:      Sales and Marketing Director, Johor Baru.• Based at:         Sparkly New Products Sdn Bhd, Technology

House, Kuantan.• Job purpose:    To plan and carry out direct marketing and

sales activities of SNP's machinery range to the East Coast major accounts

• Key responsibilities and accountabilities:– Maintain, develop a computerised customer and prospect database. – Plan and carry out direct marketing activities (principally direct

mail) to agreed budgets, sales volumes, values, product mix and timescales.

– Develop ideas and create offers for direct mail and marketing to major accounts by main market sector and SNP's ABC products.

– Respond to and follow up sales enquiries by post, telephone, and personal visits.

– Participate in company road shows

CT024 PDT Introduction

The NEGATIVE SIDE OF JOB DESCRIPTION

• Employee job descriptions become out dated as soon as you write them in a fast-paced, changing, customer-driven work environment.

• Poorly-written employee job descriptions can serve as evidence of wrong-doing or wrong-telling in a wrongful termination lawsuit.

• Poorly written job descriptions: – Workplace confusion– Hurt communication– Lowers morale

CT024 PDT Introduction

Step 3: Person Specifications

• The person specification says ‘what employees need’, to be able to do the job (what skills, experience, qualifications, attitudes, etc)

• A profile of the personal skills, qualifications, abilities and experiences required for the job

CT024 PDT Introduction

Person Specifications

• Suggestions for a person specification:– From job description, pick out duties,

grouping similar ones together, translate duties into abilities and skills

– Identify specific knowledge requirements for the job

– Where relevant, indicate qualifications – as precise as possible

– Identify experience

CT024 PDT Introduction

Person SpecificationsDecide on the essential and desirable specifications

Person Specifications

EssentialEssential means that this is the minimum criterion needed to carry the job cannot be done without these criteria. No one without this criteria should be offered the job, regardless of other attributes.

DesirableDesirable refers to those criteria that are not essential, someone could do the job without this.

CT024 PDT Introduction

Person Specifications

Essential Desirable

Qualifications Diploma in any Computing related field

Bachelor Degree in any Computing related field

Experience 1 year experience 2 years experience

Skills Knowledge of C# or VB.NET

Knowledge of SQL server or ORACLE

Personality Can work with minimum supervision

Good communication skill, team player

Junior Software Developer

CT024 PDT Introduction

Person Specifications

Essential Desirable

Qualifications Diploma in any Computing related field

Bachelor Degree in any Computing related field

Skills Familiarity with Windows operating systems and networking

Familiarity with other operating systems

Personality Willingness to learn, team player

Ability to thrive in a busy and challenging environment

Experience Fresh graduates are encouraged to apply

Experienced in helpdesk support environment

Junior Frontline IT Support

CT024 PDT Introduction

Step 4: Recruitment Approach

• Recruitment agencies• Job Placement at the University• Job Centre• Newspaper/Specialist Magazines• Asking people you know/taking on family members

• Discussion Question: Identify other Recruitment Approaches and discuss the suitability of each approach to a relevant industry.

CT024 PDT Introduction

Examples of Recruitment Approaches

Reputation & Corporate branding:•Shell enjoys a formidable reputation when it comes to attracting exactly the people it wants.•Corporate brand advertising and media campaigns•Hit the streets to find the 'right' people for Shell – Walk In Interviews

CT024 PDT Introduction

Innovate, Impress or Lose Talent to Competitors

CT024 PDT Introduction

Innovate, Impress or Lose Talent to Competitors

• Ashley Farren, director of recruitment Unilever Asia

• Partnering with the right people to discover the right talent

• Providing your partners (such as recruiting agencies) with real

• insight into your organisation

CT024 PDT Introduction

Engagement

• South Africa, it runs an 'Introduction to Business Management Course‘

• 150 of the best students are invited to the two-day event."

• Netherlands - and ordinary individuals rely on the organisation's products as consumers

• UK – YouTube

note

CT024 PDT Introduction

Roadshow

• Nike, Sony–campus roadshows & speak to

students.• Citibank

–conducts an interview open day, –Pitch Talent – CVAny Drawbacks ?

CT024 PDT Introduction

Recruitment Strategy Activity

Reminder: Please print your assignment for Lecture this Friday•Choose one company in Malaysia or Worldwide•Do a research on its recruitment strategy and present it •Group - max 5 in a group•10-15 minutes presentation

note

CT024 PDT Introduction

Q & A

Question and Answer Session

CT024 PDT Introduction

Topic and Structure of next session

Next Session

Recruitment Strategy:AdvertisementJob Interview