Recruitment hrm

© HRM ONE Created by Sugiharto, SH.MM - MMX

RECRUITMENT and TRAINING P r e s e n t e d b y S u g i h a r t o , S H . M M

© HRM Rect and Train Created by Sugiharto, SH.MM - MMX

Procedure of

Selections Need of Employment

Personal Qualifications HRD’s

Data Bank Public

Letter of Applications

Candidates

Administration test

Interview selection

Management Trainee Full employment


RECRUITMENT The Basic Philosophy

To Find The Right Person into The Right Position

Recruiting practices can lead to

organization competitive advantage

Hiring the right people with the right

skills at the right time


Staffing

Recruiting

Selecting

Potential Candidates

Qualified Candidates

Employees Market

Labor Force Population

Applicant Population

Applicant Pool


STAFFING The Definition

The integration of all processes, programs, and systems in an

organization that ensure staff are acquired and used in an effective way

Is the process to place the right

persons fit in their position according

the specification and competence.

Staffing includes the right amount of

Human Resource planning.

Recruiting

Selection


Recruiting

Recruitment is the process of gathering a group

of qualified applicants. It includes tasks:

Writing job description

Writing job specification

Posting the vacancies internally

or/and externally


Selection

Selection is the process designed to determine the most qualified

candidate from the group of applicants. It includes tasks :

Reviewing resumes

Interviewing applicants

Work related testing

Reference checks and

The final employment offer


EMPLOYESS MARKET Is the EXTERNAL sources to recruit the

new potential needed candidates

3 Main factors to consider

Labor force population

Applicant population

Applicant pool

Recruitment methods

Recruitment messages

Applicant qualifications

Administration procedures


THE INFLUENCING FACTORS Of Recruiting Effort

Size

Employment conditions in the community

The effectiveness of past recruiting efforts

Working condition

Salary and benefits


THE POSSIBLE CONSTRAINS On Recruiting sources

The Organization’s image

The Unattractiveness

of the job

Physical environment

The Organizational policy

Promote from within

wherever possible


THE RECRUITMENT METHODS The Main Methods

Internal Recruitment existing employees and volunteers are

given an opportunity to apply for

a new job opening

Rewards the employee for the past performance

Gives the employee an opportunity for career development

Retains the organization’s investment

Reducing orientation time to new position

Reduces the costs of recruitment

Provides a limited number of people to select

Reduces the opportunity for increasing

diversity within organization


THE RECRUITMENT METHODS 2 Main Methods

Employee Referrals Employees are asked to recommend

a person for the job opening

The quality of employee referrals is usually high. Employees usually only

refer people that they are confident would be a good match for the

position and organization.

People tend to recommend others with similar backgrounds. Therefore it

is important to ensure that the practice of employee referrals does not

lead to a decrease in diversity within your organization

There can be a tendency to feel that you must hire someone who is

referred by an employee even if your assessment is that the person is

not the best match

People recruited by your staff usually have some

understanding of the work of the organization


THE RECRUITMENT METHODS

Print Advertisement

the job is posted in a newspaper or professional journal

Able to reach a large audience in specific area

The content of the advertisement will impact on

the number of applicants; if the ad is general you

will most likely receive more applications

If the ad is general, you may receive a significant

number of applications from unqualified

candidates.



Internet Recruiting

the job is posted on an internet job-site

Internet recruiting is cost effective

96% of people looking for jobs online

Available to potential candidates 24 hrs./day

Able to minimize the number of unqualified

candidates by directing people to more

information on your organization's website

The number of applications may be

overwhelming



Students who come to the organization

as part of their education are recruited

after graduation

The managers will have a good understanding of

the fit between the person and the organization,

as well as their abilities

Internships / Field placement



Executive Search Firms

A private company that specialized in

recruitment is hired to find suitable

candidates.

This is a very expensive method of recruitment

Hiring professional recruiter does not

guarantee a positive result

The firm will do most of the preparation for the

posting and the preliminary screening

May be an appropriate recruitment method for

the most senior positions



Unsolicited Resume

Individuals interest in

working for your organization

send in resumes

The percentage of resumes with skills

appropriate for your organization may be

small.


INITIATE THE RECRUITMENT PROCESS

The job announcement

should include:

A brief description of your organization, its

mission or purpose

The title and a description of the position

Duties and responsibilities

Qualifications and The supervising authority

Mention the salary and benefits attached to the

position. Specify the starting salary or salary

range, or say the salary depends on

experience. And application deadline


THE SELECTION & The Process

KNOWLEDGE

SKILLS

ABILITIES

THE Selection Keys

Initial screening application

Application completion form

Preliminary interview

Employment test

Second interview

Background check and previous job

Final selection and decision

© HRM ONE Created by Sugiharto, SH.MM - MMX

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HRM Recruitment Presented by

Sugiharto, SH. MM

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© 2012

Education

Recruitment hrm