RECRUITING HUMAN RESOURCESPersonnel PoliciesRecruitment SourcesRecruiter Traits and Behaviors

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PERSONNEL POLICIES

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WHAT ARE PERSONNEL POLICIES?

Personnel policies define the treatment, rights, obligations, and relations of people in an organization. They are the blueprints by which the organization runs--the rules and procedures that protect workers (and the organization) from being abused, put them in control of their jobs, and keep them from making errors that will hurt the organization or one another.

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WHAT DO PERSONNEL POLICIES LOOK LIKE?

Personnel policies should be written in clear, understandable language, so that everyone knows exactly what they mean and as little as possible is left open to interpretation. In many organizations, employees are either given their own copy, or are encouraged to read the policies in some easily available form (e.g., online at the organization's website, printed and kept in an easily accessible location). It is extremely important that everyone in the organization be reasonably familiar with these policies, and that they always be readily available to any employee.

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WHAT DO PERSONNEL POLICIES INCLUDE?

Personnel policies may differ significantly from organization to organization, but they must contain instructions and rules for dealing with issues and overcoming obstacles that may present themselves both during normal working days and under extraordinary circumstances. They touch on relationships (staff/staff, staff/administration, etc.), expectations (hours worked, schedules, what defines the work of a position), and ways of doing things (who gets to use what equipment when, how to arrange a sick day) that affect employees' lives and the running of the organization.

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General Policies have to do with the basic structure, philosophy, and rules of the organization. They deal with issues ranging from equal opportunity in hiring and advancement to conflicts of interest, sexual harassment, alcohol in the workplace, and Internet usage.Hiring and Employment Status Policies involve the worker's employment relationship with the organization -- hiring, firing, and everything in between. Here is where pay scale, title, promotions, and performance reviews are laid out. These policies also cover benefits, employees' rights, and reasons for termination.Everyday Procedural Policies deal with issues that affect the everyday life of the worker and the day to day operation of the organization. They generally include the hours employees are required to be at work, how workers should dress, when they get paid, and issues of security, as well as guidelines for how things are done in the organization. 6

IN SUMMARY…

•Personnel policies govern the ways in which staff members interact with an organization and with one another. They protect both workers and the organization, and set the tone for what it's like to work in a particular place. How well personnel policies are written can make or break the work experience for everyone involved. The clearer those policies are, the more closely they are tied to the philosophy and mission of the organization, the more carefully they are drawn, and the more directly they address the situations they are meant to govern, the more effective they will be.

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RECRUITMENT SOURCES

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Difference between Recruitment Methods and Recruitment Sources

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INTERNAL SOURCETransfers - the employees are transferred from one department to another according to their efficiency and experience. 

Promotions (through Internal Job Postings) - to give a higher position, status, salary and responsibility to the employee. So, the vacancy can be filled by promoting a suitable candidate from the same organization.

Internal Advertisements - here, the vacancy is advertised within the organization. The existing employees are asked to apply for the vacancy. Recruitment is done from within the organization. 11

Re-employment of ex-employees - Re-employment of ex-employees is one of the internal sources of recruitment in which employees can be invited and appointed to fill vacancies in the concern. Retired Managers or Retrenched employees - Sometimes, retired managers may be recalled for a short period. This is done when the organization cannot find a suitable candidate or there’s an increase in load of work. Recall from Long Leave - The organization may recall a manager who has gone on a long leave. This is done when the organization faces a problem which can only be solved by that particular manager. After he solves the problem, his leave is extended.

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Dependents of Deceased, Disabled, retired and present employees - Some organizations function with a view to developing the commitment and loyalty of not only the employee but also his family members.

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EXTERNAL SOURCES

Walk In: The busy organization and rapid changing companies do not find time to perform various functions of recruitment. Therefore they advise the potential candidates to attend for an interview directly and without a prior application on a specified date, time and at a specified place.Recommendations: The organization may recruit candidates based on the recommendations received from existing managers or from sister companies. Current employees may also refer their friends and relatives for a position in the organization.

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Advertisement - the most popular source of recruitment, the Personnel department of a company advertises the vacancy in newspapers, the internet, television, etc. It gives information about the company, the job and the required qualities of the candidate. It invites applications from suitable candidates. The biggest advantage of advertisement is that it covers a wide area of market and scattered applicants can get information from advertisements.Campus Recruitment - the organization conducts interviews in certain educational institutions. Final year students, who're soon to graduate, are interviewed. Suitable candidates are selected by the organization based on their academic record, communication skills, intelligence, etc. It is used for recruiting qualified, trained but inexperienced candidates.

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Deputation Personnel - The organization may also recruit candidates who are sent on deputation by the Government or Financial institutions or by holding or subsidiary companies.Private Employment Agencies/Consultants - employment agencies or consultants which perform recruitment and employment of people on behalf of a client company by charging fees.E-recruitment - The technological revolution in telecommunications helped the organizations to use internet as a source of recruitment. Organizations advertise the job vacancies through the world wide web. The job seekers send their applications through e-mail using the internet.

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RECRUITER TRAITS AND BEHAVIORS

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RECRUITER TRAITS

Strong sales skills: Not only do recruiters need to sell their clients (internal or external), but they need to sell candidates on opportunities and be able to articulate why company X is an employer of choice and why a particular opportunity is not just a great opportunity, but how it is the opportunity of a lifetime.Ability to cultivate and build relationships: anyone can pull a name out of a database and place a call. It’s another thing to actually cultivate and build relationships with the candidates we recruit.

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Hunter’s mentality: There are so many ways to source for talent these days. There is an abundance of sites, networks, tools, and platforms all built in some fashion to make a recruiter’s life easier. But it is how each recruiter uses these tools that will make the difference. Big-picture thinking: Keeping an eye on future tools, technology, and best practices and knowing what is coming down the pipeline will keep your company well versed and competitive in a tough talent market.Strong follow-up skills: Provide timely and accurate follow-up with candidates and internal customers

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Listening: Anyone else ever had the recruiter-talk-your-ear-off presentation about how great they are, the database they have access to, successful placements, etc.Consultative in nature: Recruiting is a science and there are methods and processes.Personable and approachable:

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SELECTING EMPLOYEES AND PLACEMENT IN JOBSSelection ProcessJob Applications and ResumesEmployment Tests and InterviewsSelection Decision

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SELECTION PROCESS

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IMPORTANCE OF TESTING AND SELECTING EMPLOYEES

It results in improved employee and organizational performance

Your own performance always depends on subordinates

Can reduce dysfunctional behaviors at work

Effective screening helps reduce costs in the long run

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Identification of KSAs or Job Requirements

Job Analysis

Identification of Selection

Methods to Assess KSAs

Assessment of the Reliability and Validity of

Selection Methods

Use of Selection Methods to Process Job Applicants

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THE SELECTION PROCESS1.Job Analysis - a systematic study of job content in order to determine the major duties and responsibilities of the job

2.Identification of KSAs or Job Requirements - the organization identifies the knowledge, skills and abilities necessary to perform the job

3.Identification of Selection Methods to Assess KSAs - must be able to determine the degree to which job applicants possess them

4.Assessment of the Reliability and Validity of Selection Methods - the organization should be sure that the selection methods they use are reliable and valid

5.Use of Selection Methods to Process Job Applicants - the organization should use its selection methods to make selection decisions

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SELECTION METHODS

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SELECTION METHODS STANDARDS FOR EVALUATION PURPOSES1.Reliability - the degree to which a measure of physical or cognitive abilities, or traits, is free from random error

2.Validity - extent to which a performance measure assesses all the relevant—and only the relevant—aspects of job performance

3.Generalizability - degree to which the validity of a selection method established in one context extends to other contexts

4.Utility - degree to which the information provided by selection methods enhances the effectiveness of selecting personnel in organizations

5.Legality - all selection methods must conform to existing laws and legal precedents

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HR

Interviews

Drug Tests

Work Samples

Cognitive Ability Tests

Physical Ability Tests

References and

Biographical Data

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JOB APPLICATIONS AND RESUMES

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WHAT IS A JOB APPLICATION?

It is a job or employment application form that employers ask all applicant for a position to fill out.

Form of paper which indicates interest in a particular place of employment or position within a company.

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The job application is a legally defensible listing of your job applicant’s employment history, educational background, degrees, qualifications, references, and more.

Unlike the resume and cover letter that are written and formatted to highlight the applicant’s most significant and impressive credentials, the job application is a listing of questions that require factual responses. Dates of employments, positions held, names and contact information for supervisors, dates of degrees, name, address, and phone number are examples of facts.

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Example of Job Application Letter

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WHAT IS A RESUME?

A resume is a written compilation of your education, work, experience, credentials, and accomplishments and is used to apply for jobs.

A resume is typically sent with a cover letter that provides additional information on your skills and experience to apply for jobs

The purpose of a resume is to provide a summary of your skills, abilities and accomplishments.

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EXAMPLE OF A RESUME

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EMPLOYMENT TESTS AND INTERVIEWS

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SELECTION DECISION

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