HRM Employee Recruitment. Presented to: Dr. Ahmed Abdel Basset Presented by: Yassmine Yehia Mahmoud Hanafi Ahmed Youssef Eslam Mohamed Hussien Nomaan

HRM

Employee Recruitment


• Presented to: Dr. Ahmed Abdel Basset

• Presented by:• Yassmine Yehia• Mahmoud Hanafi• Ahmed Youssef• Eslam Mohamed• Hussien Nomaan• Muhammad Ghareeb



Contents

Recruiting Alternatives

Recruiting Sources

Constraints on Recruiting efforts

Recruiting Goals

Introduction

A Global Perspective

Employee Recruitment Overview

IntroductionRecruiting GoalsConstraints on Recruiting Efforts


Introduction

In this chapter, we’ll explore the activities surrounding the search for employees.

We’ll look at the fundamental activities surrounding the recruiting process and provide insight and guidance in preparing a resume and cover letter that may enhance your own chances of making it through this first step of the hiring process.


Recruiting

What is Recruiting? What is Recruiter?

Recruiting: The Process of seeking sources for job candidates.Recruiting: The Process of seeking sources for job candidates.

Recruiting: The Linking Activity that brings together those with jobs to fill and those seeking jobs.

Recruiting: The Linking Activity that brings together those with jobs to fill and those seeking jobs.

Recruiting:Recruiting: is a major human resource activity.

Recruiting:Recruiting: is frequently an entry-level position in human resources. Recruiter: Represents employer to

prospective applicants at colleges and job fairs.

Recruiter: Represents employer to prospective applicants at colleges and job fairs.

Recruiting Goals

1. What is the difference between Recruitment, Hiring and Staffing?

Recruitment Recruitment a) Defining the needs of the organization b) Maximizing the organizations potential of attracting suitable

candidates and c) The process leading up to the hiring decision (specifically selection

and interviewing.

HiringHiring starts with a formal hiring decision hiring decision and goes on until the person starts work, including introduction program & trainingintroduction program & training.

StaffingStaffing is the practice of hiring and firing staff

Recruiting Goals

1. HR departments spend 50% 50% - 70% 70% of their time on recruiting new employees each year

2. Activities include participating in job fairsjob fairs, visiting visiting college college campuses and developing communitydeveloping community.

3. An effective recruiting process requires a significant pool of diverse candidates to choose from.

4.4. The First Goal of RecruitingThe First Goal of Recruiting: is to communicate the position in such a way that qualified job seekers respond

5. The Recruiter must provide enough information enough information about the job, So the Unqualified applicants can select themselves out of the job candidacy

Constraints on Recruiting Efforts

Constraints on Recruiting Efforts: Factors that can limit recruiting outcomes.

Constraints on Recruiting Efforts: Factors that can limit recruiting outcomes.

1. A pool of qualified applicants may not include not include the best candidates

2. The best candidate may not want not want to work for the organization

3. Many companies want the same candidate

Constraints on Recruiting Efforts

1. Organization Image

2. Job Attractiveness

3. Internal Organizational Policies

4. Government Influence

5. Recruiting Costs

How Important is corporate image?

Disney has a positive imagepositive image, By being recognized as a Fun place to workFun place to work, Excellent Excellent salariessalaries, Flexible time hours, Outstanding benefitsOutstanding benefits.

To attract and hire the best talent

11

Organization Image

How Important is corporate image?

Disney has a positive image, By being recognized as a Fun place to work, excellent salaries, outstanding benefits.

To attract and hire the best talent

Organization Image

12

Organization Image

The difficulty of finding suitably qualified individuals for manual labor manual labor positions, Boringpositions, Boring, low paying low paying or lacking in promotionlacking in promotion

Job Attractiveness

13

Even during economic slumps, people have refused to take many of jobsEven during economic slumps, people have refused to take many of jobs

Job Attractiveness

Promote from within wherever possible

Ensure that all positions will be filled from within the ranks

Except the lowest-level entry positions

14

Internal Organizational Policies

The government’s influence in the recruiting process recruiting process should not be overlooked

Non-job-related factors such as Physical appearancePhysical appearance, SexSex, or ReligiousReligious background.

Ex: airline wants to hire only young, attractive femalesairline wants to hire only young, attractive females

Government Influence

15

Government Influence

Recruiting efforts are expensive

Costing as much as $10,500 per position being filled

Sometimes budget restrictions put a time limit on searches

Recruiting Costs

16

Recruiting Costs

Recruiting Sources


The Internal Search

Employee Referrals

External Sources

Online Recruiting

Internal Search


Definition:

A promotion from within concept

Ex: Large organizations attempt to develop their own entry-level employees for higher positions

Advantages

1. - Promote Good PR2. Build Morale3. - Encourage individuals who are qualified and ambitious4. - etc.

Disadvantages

1. Less qualified internal candidates2. Fighting among rival candidates for promotion3. Lack of diversity of people and ideas4. etc.

Employee Referrals


Definition:

A recommendation from a current employee regarding a job applicant

Ex: Difficulty in finding IT professionals, computer programmers, engineers, or nurses with specific skills has prompted some organizations to return to their employees for assistance

Advantages

- Locating potential employees in hard to fill positions-Receiving qualified candidates without major expenses of recruiting search- etc

Disadvantages

- Confusion of friendship with job performance competence- Nepotism- Lack of diversity to the workplace- etc

External Sources

1. Advertisements

2. Employment Agencies

3. Educational Institutions “Schools, colleges, and universities”

4. Job Fairs

5. Professional Organizations

6. Unsolicited applicantsEmployee Recruitment

External Sources Advertisements:

The type of job determines where the advertisement is placed. Three important variables influence the response rate to advertisements:

1- Identification of the organization

2- Labor market conditions

3- The degree to which the advertisement

includes specific identification of the organization.

Blind-box ad:

An advertisement that does not identify the advertising organization


External Sources

Employment Agencies: Assists in matching employees seeking work with employers seeking

workers.

Four different types of employment agencies “The major difference between them is the clientele served” :

1- Public or state agencies: Assisting workers receiving unemployment benefits to find employment. “ Career guidance, job seeking skills, and training”

2- Private employment agencies: Collecting fees from employers or employees for their services.

3- Management consulting firms: “Headhunters” specialized in middle and top-level executive placement.

4- Executive Search Firms: Acts as a buffer for screening candidates and at the same time, keeps the prospective employer anonymous.


External Sources

Educational Institutions “Schools, colleges, and universities”

Offer opportunities for recruiting recent graduates.

Allow employers to see a prospective employee’s performance through cooperative arrangements and internship.

High schools or vocational-technical schools can prove to be a good source of part time and entry level employees.


External Sources

Job Fairs:

The primary purpose is to contact prospective

employees and collect information and resumes. Virtual job fairs are held totally online

Job seekers and recruiters meet on line by logging into a specific Web site at a specified time.


External Sources

Professional Organizations

Unsolicited applicants Provide an excellent supply of stockpiled applicants.


STARWOOD – Case study


STARWOOD – Case study


Online Recruiting

Primary Source

• Newspaper advertisement and Employment

agencies

• Adding career section to their websites

• Design dedicated sites for recruitment … focusing

to show

their Products, services, mission statement…etc

• Internet recruiting provides a low-cost means;

Studies indicate that nearly 80% of all

resumes submitted are inappropriate for the

position

- Many job applicants are using their own Web pages with online resumes/ videos

- Most of the companies use also social networks like linkedin and facebook Companies try to stay in touch with its future applicants.

Marshall Brain; Founder of howstuffworks.com

Online Recruiting

• You can search and apply for jobs• Once you have submitted your application, you will be contacted regarding next steps

P&G uses online assessments to measure skills and accomplishments

Reasoning Screen (Online)

Reasoning Test (In Person)

Depending on your desired position you may be asked to complete our paper-and-pencil Reasoning Test.This test measures your reasoning skills using numerical, logic-based & figural reasoning type questions.

We use behavioral-based interviews to get to know you. What makes you tick? What have you accomplished so far?

More behavioral-based interviews, we’ll go into greater detail around your skills and capabilities. Taking place either on campus or on-site at P&G, it’s also your opportunity to get a more in-depth understanding of our unique culture, values and endless opportunities.

We look forward to welcoming you to P&G, where you will work and grow alongside highly talented people, face new and exciting challenges, and touch and improve the lives of the world’s consumers every day.

Effective Recruiting

Recruiting methods vary by the number of employees in the company and the industry

Source of Recruiting Percentage of Employers Using the Source

1. Company web sites 87%

2. Internet job sites 82%

3. In house referrals 78%

4. Newspapers and magazines 73%

5. Colleges and high schools 60%

6. Professional/ industry associates 58%

7. Job fairs 55%

8. Internships 52%

9. Headhunters 52%

10. Looking online for resumes 38%

11. Radio/ TV ads. 11%

Recruitment Alternatives

Temporary Help Services :One of the fastest- growing recruitment sources Temporary employees help the organization to meet short-term

fluctuations in HRM needs( vacations fill ins, for peak work periods , during an employee’s pregnancy leave or sick leave).

Ex: temporary nurses, computer programmers , accountants, administrative assistants even CEOs.

also old workers are important source for temporary workers

Advantages for temporary old workers: 1. Mentoring abilities for younger workers 2. High motivation 3. low absenteeism 4. Flexibility in scheduling.



Advantages for Temporary Help Services :1. Maintain proper staffing level2. Reduces cost of full time employment3. Win Win process to employees & employers because it allows both to try one another before permanent commitment is made . Disadvantages:1. In some cases regular employees who lose overtime pay because

of the temporary workers will become a morale problem.2. There are also cases where the job may be so complex that it

requires a great deal of supervision for a worker who is unfamiliar with your way of doing things.



Employee leasing:Leased employees : are individuals hired by one firm (Professional Employee Organizations -

PEOs ) & sent to work in another for a specific time.

PEOs perform all the HR duties of an employer (hiring , payroll , performance appraisal , benefits administration) & in return paid a placement fee .

Advantages: 1.Specially for small employers (50 employees) PEOs provide cost savings .

2. The PEOs manages employees for many employers so they can provide their employees with higher benefits such as health ,life & dental insurance.

Disadvantages:

1. risks of legal liability attendant upon the use of temporary workers &leased employees



Ex: a federal court approved a $97 million settlement between Microsoft Corp. and “temporary” workers . The legal damage award utterly wiped out any financial or administrative benefits.

Companies often overlook the risks associated with four critical issues:

1. Sexual harassment and discrimination2. The Family and Medical Leave Act3. Wage and hour laws4. Employee benefits



Independent contractors ( consultants) : Do specific work either on or off the company’s premises. Ex: medical, accountant , legal services.

Advantages: (win win process)1. For the company :Costs of regular employees (i.e. taxes and

benefits costs) are not incurred .2. For the employee : Flexibility in his working hours Disadvantages:

1.You have less control over your workers 2.Your right to fire an IC depends on your written agreement 3.You may be liable for injuries an IC suffers on the job


Mercedes-Benz U.S. Plant


-Reasons for new U.S. Plant

1- Overall Labour cost in U.S. Lower than Germany

2- U.S. Good market for SUV ,Jeep vehicles

3- Qualified ,Quality U.S. Workers

4- U.S. Offered a financial benefits

Top Management Staff:1- CEO German Management staff : 2- Canadian Experience in Toyota 3- American Experience in GM , NISSAN


Global Perspective

An employee working in a unit or plant who is not a citizen of the country in which the unit or plant is located, but is a citizen of the country in which theorganization is headquartered.

An employee working in a unit or plant who is a citizen of the country in which the unit or plant is located, but where the unit or plant is operated by anorganization headquarteredin another country.

Third-Country NationalsRecruiting regardless of nationality, develops a group of international executives with a truly global perspective

Recruiting regardless of nationality, develops a group of international executives with a truly global perspective

HCN

HOST-Country Nationals

TCNPCN

Parent-Country Nationals

Global Perspective


HCN

TCN

PCN

Global skills & competencies


Your Own Job Search


-The job search process has been compared to marathon rather than sprint

- Crossing the finish line takes

- Training

- Commitment

- Endurance

Preparing your Resume


-Your Resume is typically a recruiter’s primary information source in determining whether or not to grant you an interview.-Sales tool

-Must contain:1- Key information that support your candidacy2- Highlights your strengths3- Differentiates you from other job applicants.

Important:1- Font style should be easy to read (Arial, Times New Roman)2- Use terminology similar to a job description3- Must be printed on quality printer

Questions

HRM

Documents

HRM Employee Recruitment. Presented to: Dr. Ahmed Abdel Basset Presented by: Yassmine Yehia Mahmoud Hanafi Ahmed Youssef Eslam Mohamed Hussien Nomaan