Prepared by Grace Amin,S.Psi, M.Psi, Psikolog HRM (RECRUITMENT&SELECTION)
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- Prepared by Grace Amin,S.Psi, M.Psi, Psikolog HRM
(RECRUITMENT&SELECTION)
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- Learning outcomes List the steps in recruitment and selection
process Explain the main techniques used in employment planning and
forecasting Explain the internal and outside sources of candidates
Develop a wanted ad
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- The recruitment and selection process Personnel planning and
forecasting Recruiting (internal&eksternal) Candidates complete
application forms Use selection tools to screen out candidates
Interview by supervisor Candidate becomes employee
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- Planning and forecasting The process of deciding what position
the firm will have to fill and how to fill them Strategic
plans
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- Forecasting The supply of outside candidates The supply of
inside candidates Personnel needs
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- #1 Personnel needs Trend analysis study of a firms past
employment needs over a period of years to predict future needs
Ratio analysis making forecast based on the historical ratio
between some causal factor and the number of employees required The
scatter plot a graphical method used to help identify the
relationship between two variables
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- #2 The supply of inside candidates Determining which current
employees might be qualified for the projected openings employees
qualifications inventories Manual systems and replacement charts
Computerized skills inventories Keeping the information
private
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- #3 The supply of outside candidates What should we prepare?
Budget Source of candidates Ad
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- Recruiting Organizing - centralize Easier to apply the companys
strategic priorities company wide Reduces duplication Easier to
ensure that recruitment experts who know EEO (equal employment
opportunity) law are doing the recruiting Finding and attracting
applicants for the employers open positions
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- Recruiting New hires ex: 50 Offers made (2:1) ex: 100
Candidates interviewed (3:2) ex : 150 Candidates invited (4:3) ex :
200 Leads generated ( 6: 1) ex :1200
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- Sources of candidates Internal External Promotion Mutation
Rehiring Internet Advertising AIDA
(attention,interest,desire,action) Employment agencies Temporary
agencies and alternative staffing Outsourcing Executive recruiters
On demand recruiting College recruiting Referrals and walk ins
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- Application forms purpose Make judgments on substantive matters
Draw conclusion about their previous progress Draw tentative
conclusions about their stability based on previous work record
Predict which candidates will succeed on the job
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- Application guidelines o Education o Arrest record o Notify in
case of emergency o Membership in organization o Physical handicaps
o Marital status o Housing o Reference checking o Medical
examination (drug screening)