the recruitment process wanted best person for the job recruitment
TRANSCRIPT
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The Recruitment Process
WantedBest person for the job
Recruitment
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Recruitment Review previous lessons The job analysis process When a job analysis & job
specification is developed, the recruitment process can begin
Reference is made to legal & anti-discriminatory aspects of the position
An overview of the process from here
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The Recruitment and Selection Process
Human Resource Planningand staff turnover
Human Resource Planningand staff turnover
Decision to recruitDecision to recruit
Recruitment ProcedureRecruitment Procedure
Selection ProcedureSelection Procedure
HiringHiring
InductionInduction
Job AnalysisJob descriptionJob specification
Job AnalysisJob descriptionJob specification
ApplicantsApplicants
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The purpose of recruitment
Increase the pool of job applicants Help reduce the number of under-
qualified job applicants Help keep new recruits Meet the organisations
responsibility for EEO programs Increase the organisational
effectiveness in the short and long term
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Controlling the recruitment process
Is the proposed employee necessary?
What about costs and budgets?
Is there high turnover in the department?
Is there someone in the organisation who can do the job?
Is the job necessary?
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Issues to consider before recruiting
What is really the job? Is its purpose clear? What sort of person should
do it? How can it be improved? Does the previous incumbent’s work
record offer any lessons? Results of exit interview
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Sources of Recruits
Newspapers Consultants Professional Bodies Professional journals Universities & Colleges Job Network Immigration
Direct Mail Campaign
Unions Internet Referral from
Existing employees
Word of Mouth The sign on the
‘front gate’ Skills audits
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What makes a good
job ad?
It should: Enable the applicant to recognise what
the job is, especially its basic functions Attract and maintain the readers
interest Present a favorable image of the
company Be clear about what the requirements
are so unsuitable applicants do not apply
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What should advertisements
contain?
Job Title Location (if possible) A job summary Description of the
organisation Minimum experience,
knowledge and qualifications required
Any unusual features of the job
Clear instructions on how to apply
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Discrimination in advertising
The Act does not cover job ads for Employment in private homes (babysitter) or
employment in private education authorities (except race)
Jobs where the person’s race or gender is a genuine occupational qualification
Modeling, dramatic performance, People employed in ethnic restaurants such
as Japanese Waiter in a Japanese Restaurant Where privacy is involved (saleswoman
required for lingerie department Community worker or other worker for a
particular ethnic group
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Tips for successful advertising
Seek candidates that really exist
Write attractive advertising copy
Place in the most suitable media
Choose the best time Decide who will
handle the first stage Make contact easy
Choose a style that will appeal to the applicant group
Use short sentences Use plain language Be accurate &
honest Use positive
sounding words Balance the layout
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