lesson 6 - recruitment

7/30/2019 Lesson 6 - Recruitment

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RECRUITMENT


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RECRUITMENT

PRE SELECTION

There must be a general agreement that avacancy needs to be filled.

A full appraisal of the future needs of workforce-

Human Resource audit

Job description and job specification of vacant

position must be in place.


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RECRUITMENT

IS RECRUITMENT NECESSARY?

Organization may decide to utilize other cheaperor, more effective alternatives due to following

reasons:-

* Financial resources - used prudently for salaryincrease of existing staff or invest in vital capital

equipment.


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RECRUITMENT

IS RECRUITMENT NECESSARY? Inappropriate to bring in new personnel at a critical time of

change e.g. economic downturn, company facing losses etc

No opportunity to train a new starter at current time e.g. lowproduction volume, low sale

Embargo on recruitment whilst the organization undergoesreorganization, restructuring making some staff' in otherareas redundant


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RECRUITMENT

IS RECRUITMENT NECESSARY?

Inappropriate to recruit externally when in arelatively short time an internal candidate will be

available for promotion.

Recruiting new-staff: must consider the costsinvolved and benefits to be derived from new

appointment (cost-benefit factors).


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JUSTIFICATION FOR RECRUITMENT

Define the competences needs/competence analysis

Recruitment is justified if there are tasks to becarried out but cannot be completed by availablepersonnel therefore, need to find out:- What needs to be done and by whom?

Who is available in this time frame? What skills, knowledge and personal competence are

needed to carry out the work?

What skills, knowledge and personal competence do youand your team possess?-


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Define Future Needs:-

Apart from task analysis and competenceneed analysis need to add analysis ofprobable career paths require followinginformation:-

List of' retirement dates;

Copies of staff personal development plans; An understanding of corporate development

plan


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THE RECRUITMENT PROCESS

Definition:-

Recruitment process is defined as theprocess of attracting individuals on a timely

basis, in sufficient numbers and with

appropriate qualifications and encouraging

them to apply for jobs with an organization


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Before recruitment can commence, the preparation

of the job description and job specification of the

vacant position to be filled must be in place.

Job description and job specification are the

specificity of the total job requirement in terms of

tasks and responsibilities, and knowledge and skills.

This would give a mental construct of the idealcandidate that should be recruited to fill the position


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The job description-cum-job specification document is one thatenables the human resource manager to know what theposition demands and who is the right person to meet those

demands

In most medium-sized and large organizations the HRdepartments is responsible for the recruitment process.. Insmaller organizations, recruitment is handled by individualmanager, for example:-

Production staff - recruited by Production Manager

Salesperson - recruited by Sales Manager

Laboratory Technicians - recruited by Quality Control Manager


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In smaller organizations, including growing

ones, which do not have the benefit of thisvital piece of information of job description

and job specification tend to approach their

recruitment exercise on an ad hoc basis

whilst this may still serve its short-termpurpose, its limitations are evident.


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A freshly improvised job description by itselfjust before each recruitment exercise cannotadequately take into account the preciserelationship the vacant position has withother positions Hence, an approximation ofthe person required as well as what he is

supposed to do, is certainly not a soundapproach and may not contribute toproducing a good job-candidate fit.


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(FLOWCHART)

REFER FIRGURE 1


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RECRUITMENT PROCESS

FLOWCHART


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FIGURE 1


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(FLOWCHART)

HRP indicates a need for employees and thefirm evaluates alternative ways to meet thisdemand through the recruitment process.

Alternative to recruitment Overtime

Subcontracting

Contingent Workers

Part time workers eg. women, students

Leasing of workers.


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Advantage:-

To client Free from HR administration/maintenance of benefit

programs

Way of avoiding union- organized activities


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To employees:- leasing companies provide workers for many companies

greater opportunities for job mobility One employed spouse is relocated in a dual career family,

the leasing company may offer the other a job in the newlocation

If client suffers downturn, in business the leasing companycan transfer employees to another client avoiding bothlayoffs and loss of seniority

Disadvantage To client: employee loyalty will be eroded


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INTERNAL ENVIRONMENT

Global and domestic firms that want to

succeed in the future at recruiting andretaining talented employees must create a

supportive internal environment.

Major internal factor that can greatly aidrecruitment is HR planning.


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An organization's promotion policy can also

have a significant impact on recruitment.Basically, an organization can stress a policy

of promoting from within its own ranks or a

policy of filling positions from outside the

organization.


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Promotion From Within (PFW)

Is the policy of filling of vacancies above entry level

positions with current employees.

When an organization emphasizes promotion from within,

its workers have an incentive to strive for advancement.

When employee see coworkers being promoted, they

become more aware of their own opportunities. Motivationprovided by this practice often may yield a higher return.


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Another positive factor is the employee'sknowledge of the firm, its policies, and its people.

It is unlikely that a firm can adhere rigidly to a

practice of promotion from within, for example, theVP of HR for a major automobile manufacturer

offers this advice:-


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"A strictly applied "PFW" policy eventually leads to

inbreeding, a lack of cross-fertilization and a lack ofcreativity. A good goal, in my opinion, is to fill 80 percent of

openings above entry-level positions from within" .

Frequently, new blood needed to provide new ideas and

innovation that must take place for firms to remaincompetitive.


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Employment of Relatives Policies related to employment of relatives may affect a

firm's recruitment efforts.

Some companies have antinepotism policies that

discourage the employment of' close relatives .

This is especially true when related employees would beplaced in the same department, under the same

supervisor, or in supervisor-subordinate roles


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METHODS USED IN INTERNAL

RECRUITMENT

Management should be able to identifycurrent employees who are capable of filling

positions as they become available

Helpful tools used for internal recruitment

include :- Management and skills inventories Job posting and

Job bidding procedures


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RECRUITMENT

Management and skills inventories permitorganizations to determine whether current

employees posses the qualifications for fillingopen positions

Up-to-date inventories can be of tremendousvalue in locating talent internally andsupporting the concept of promotion fromwithin


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RECRUITMENT

Job posting is a procedure for informing employeesthat job openings exist.

Job bidding is a technique that permits employeeswho believe they posses the required qualificationsto apply for the posted job

Job posting andjob bidding procedures minimizesthe complaint commonly heard in companies thatinsiders never hear of a job opening until it has beenfilled.Implementation of job posting and job bidding

avoids this problem.


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External Sources of Recruitment

High schools and vocational school

Colleges and Universities Competitors and other Firms

Unemployed

Older Individual - Retirees Self-employed workers


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External Methods of Recruitment

Advertisement

Types of medium - newspaper, magazinesDirectories, Direct Mail, radio and television.

Writing the Advertisement

- Effective ads - clear, concise, public relationsoriented.


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Advertisement

Name and location of organization (Blind ads - those without the name of the

organization - make your company look like it

has something to hide or someone to get rid

of - good ways to breed suspicion, not

interest.


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Advertisement the contents

Type of business performed

Brief description of job duties Main qualifications required - education, experience, skills,

Other elements that may add to your advertisement:-

Salary range

Listing of major benefit plans

Size of organization

Description of company atmosphere and working conditions

Highlights of why you company is a good place to work,.


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Recruiting Services

Employment agencies, search firms,

headhunters

Recruiting Services refer to organizations

that charge a fee, usually to employers, for

helping companies to recruit and hire

employees. Eg Tempgirl, Business Trend, Kellys

Sercices.


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Special Events

Eg job fairs - designed to bring together

applicants and representatives of various

companies


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Executive Search Firms

Eg Adecco, Ernst & Young, PA Consulting,

HR Solutions

Employee referrals.

Professional Associations


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RECRUITMENT COSTS

Advertising

Management time to prepare a jobdescription and a person specifications

Management time in sifting applications and

carrying out selection interviews

Candidate's expenses

Administration time in arranging the

interviews


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RECRUITMENT COSTS

Administration time in putting together a

contract of employment

Lost opportunities cost - no one was in place

to meet clients or to sort out production

problems.

Cost of induction training.

Costs of learning curve period


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Wage or salary which you will need to pay need to take

into consideration:

Internal Factors

Financial strength - organization capacity to

pay.

Other compensation benefits - package

compensation.

Internal equity.

Positioning of company.

Job complexity


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Wage or salary which you will need to pay need to take

into consideration:

External Factors

Labour market and economic factors

Competitors influences.

Industry rates.

lesson 6 - recruitment

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