recruiting human resources. 4-2 job analysis job description and job specification training...
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Recruiting Human ResourcesRecruiting Human Resources
4-2
JobAnalysis
Job Descriptionand
Job Specification
TrainingRequirements
Job EvaluationWage and Salary
Decisions(Compensation)
PerformanceAppraisal
Recruiting andSelectionDecisions
Uses of Job Analysis InformationUses of Job Analysis Information
4-3
RecruitingRecruitingRecruitingRecruiting
RecruitingRecruitingThe process of generating a pool The process of generating a pool
of qualified applicants for of qualified applicants for organizational jobsorganizational jobs
4-4
Labor Markets and Recruiting IssuesLabor Markets and Recruiting IssuesLabor Markets and Recruiting IssuesLabor Markets and Recruiting Issues
Labor MarketsLabor MarketsLabor MarketsLabor Markets
IndustryIndustryandand
OccupationalOccupational
KSAsKSAs
IndustryIndustryandand
OccupationalOccupational
KSAsKSAs
GeographicGeographic
LocalLocalRegionalRegionalNationalNational
InternationalInternational
GeographicGeographic
LocalLocalRegionalRegionalNationalNational
InternationalInternational
Educational Educational andand
Technical Technical QualificationsQualifications
Educational Educational andand
Technical Technical QualificationsQualifications
4-5
Strategic Strategic Recruiting Recruiting
StagesStages
Strategic Strategic Recruiting Recruiting
StagesStages
4-6
EmploymentPlanning & Forecasting
Recruiting:Build a pool ofCandidates
1
Supervisors andOthers interviewFinal candidates
To make final choice
Use selectionTools like testsTo screen out
Most applicants
ApplicantsComplete
Applicationforms
Steps in Recruitment and Selection Process
CandidatesCandidatesBecomesemployee
4-7
How to Forecast Personnel NeedsHow to Forecast Personnel Needs
There are several ways to predict future employment needs. They include the following:
Trend Analysis
Ratio Analysis
The Scatter Plot
Using Computers to Forecast PersonnelRequirements
Managerial Judgment
4-8
Determining the Relationship Between Hospital Size and Determining the Relationship Between Hospital Size and Number of NursesNumber of Nurses
200 400 600 800 1000 1200 1400
200
400
600
800
1000
1200(1210)
Hospital Size (No. of Beds)
Nu
mb
er o
f R
egis
tere
d N
urs
es
4-9
Recruiting Yield PyramidRecruiting Yield Pyramid
50
100
150
200
1200
New hires
Offers made (2:1)
Candidates interviewed (3:2)
Candidates invited (4:3)
Leads generated (6:1)
4-10
Organizational and Individual Goals in RecruitingOrganizational and Individual Goals in Recruiting
•Attract a pool of qualified applicantsAttract a pool of qualified applicants
•Keep pool at manageable sizeKeep pool at manageable size
•Provide realistic job previewsProvide realistic job previews
•Meet work-related goalsMeet work-related goals
•Meet personal goalsMeet personal goals
•Address personal needsAddress personal needs
Organizational Organizational GoalsGoals
Individual Individual GoalsGoals
?? ??
4-11
Methods of RecruitingMethods of Recruiting
Internal RecruitingInternal Recruiting Job postingJob posting
Vacancies posted via bulletin board, memo, and intranets.Vacancies posted via bulletin board, memo, and intranets. Supervisory recommendationsSupervisory recommendations
Supervisors forward their recommendations for their Supervisors forward their recommendations for their employees to higher managers.employees to higher managers.
Union hallsUnion halls Union members are able to apply for open positions on a Union members are able to apply for open positions on a
priority basis through the union hiring hall process.priority basis through the union hiring hall process. Recall from layoffsRecall from layoffs
4-12
Methods of RecruitingMethods of Recruiting
External RecruitingExternal Recruiting General labor poolGeneral labor pool
The local labor market for potential employees.The local labor market for potential employees. ReferralsReferrals
Individuals who are prompted to apply by a member of the Individuals who are prompted to apply by a member of the organization.organization.
Direct applicants (walk-ins and drop-ins)Direct applicants (walk-ins and drop-ins) Individuals who apply (without any proactive action from the Individuals who apply (without any proactive action from the
organization) whether or not an opening actually exists at the organization) whether or not an opening actually exists at the time of application.time of application.
4-13
Internet Recruiting MethodsInternet Recruiting MethodsInternet Recruiting MethodsInternet Recruiting Methods
Job BoardsJob BoardsJob BoardsJob Boards
Professional/Professional/Career Web SitesCareer Web Sites
Professional/Professional/Career Web SitesCareer Web Sites
Employer Web SitesEmployer Web SitesEmployer Web SitesEmployer Web Sites
Internet Internet RecruitingRecruitingMethodsMethods
Internet Internet RecruitingRecruitingMethodsMethods
4-14
External RecruitingExternal RecruitingExternal RecruitingExternal Recruiting
Employment AgenciesEmployment Agenciesand Search Firmsand Search Firms
College and College and University University RecruitingRecruiting
High Schools and High Schools and Technical SchoolsTechnical Schools
LaborLaborUnionsUnions
External External Recruiting Recruiting SourcesSources
Media SourcesMedia Sourcesand Job Fairsand Job Fairs
CompetitiveCompetitiveSourcesSources
4-15
Internal and External RecruitingInternal and External Recruiting
Internal recruiting
Advantages Disadvantages
Increases motivation Sustains knowledge
and culture
May foster stagnation May cause ripple effect
External recruiting Brings in new ideas Avoids ripple effect
May hurt motivation Costs more
4-16
World-WideWorld-WideHeadhunters, Inc.Headhunters, Inc.(Internet-based(Internet-basedapplications only)applications only)
ProTempsProTemps
StateStateEmploymentEmployment
ServiceService
Techniques for External RecruitingTechniques for External Recruiting
Word of MouthWord of Mouth
AdvertisementsAdvertisements
Belle College Belle College
Placement Office
Placement Office
4-17
Alternatives to RecruitingAlternatives to Recruiting
HelpHelpWantedWanted
Overtime
Overtime
Temporary
Temporary
Workers
Workers
Employee
Employee
Leasing
Leasing
Part-Time
Part-Time Workers
Workers
4-18
Evaluating the Recruiting ProcessEvaluating the Recruiting Process
The The recruiting recruiting process is process is
effective if it effective if it results inresults in
a reasonable pool of available and a reasonable pool of available and qualified potential employees.qualified potential employees.
a recruitment process that can be a recruitment process that can be executed with relatively low cost.executed with relatively low cost.
the best yields of qualified the best yields of qualified applicants with the desired skills applicants with the desired skills from each of its targeted sources.from each of its targeted sources.
4-19
Evaluating RecruitingEvaluating RecruitingEvaluating RecruitingEvaluating Recruiting
Evaluating Recruiting Evaluating Recruiting EffortsEfforts
Evaluating Recruiting Evaluating Recruiting EffortsEfforts
Evaluating Evaluating Time Time
Required to Required to Fill OpeningsFill Openings
Evaluating Evaluating Time Time
Required to Required to Fill OpeningsFill Openings
Evaluating Evaluating Recruiting Recruiting Costs and Costs and BenefitsBenefits
Evaluating Evaluating Recruiting Recruiting Costs and Costs and BenefitsBenefits
Evaluating Evaluating Recruiting Recruiting Quality and Quality and
QuantityQuantity
Evaluating Evaluating Recruiting Recruiting Quality and Quality and
QuantityQuantity
4-20
Recruiting Evaluation PyramidRecruiting Evaluation PyramidRecruiting Evaluation PyramidRecruiting Evaluation Pyramid