Recruitment
Human Resource Management, 2/C/E, Mondy, Noe, Premeaux, Knowles 2001 Pearson Education Canada, Inc. All rights reserved.
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CHAPTER OBJECTIVES
1. 2.
3. 4.
Define recruitment. Identify alternatives that a firm might consider before resorting to outside recruitment. Describe the recruitment process. Describe how the external environment can affect the recruitment process.
Human Resource Management, 2/C/E, Mondy, Noe, Premeaux, Knowles 2001 Pearson Education Canada, Inc. All rights reserved.
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6.
7. 8.
Explain and describe internal recruitment methods. Identify external sources of recruitment. Identify external methods of recruitment. Explain what needs to be accomplished to reduce discrimination.
Human Resource Management, 2/C/E, Mondy, Noe, Premeaux, Knowles 2001 Pearson Education Canada, Inc. All rights reserved.
5-3
Human Resource Management, 2/C/E, Mondy, Noe, Premeaux, Knowles 2001 Pearson Education Canada, Inc. All rights reserved.
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Conventional External Methods of Recruitment Innovative External Methods of Recruitment Tailoring Recruitment Methods to Sources Eliminating Discrimination Designing an Employment Equity Program
Human Resource Management, 2/C/E, Mondy, Noe, Premeaux, Knowles 2001 Pearson Education Canada, Inc. All rights reserved.
5-5
Alternatives To Recruitment
Human Resource Management, 2/C/E, Mondy, Noe, Premeaux, Knowles 2001 Pearson Education Canada, Inc. All rights reserved.
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Employee Requisition
Recruitment Sources
Recruitment Methods
Human Resource Management, 2/C/E, Mondy, Noe, Premeaux, Knowles 2001 Pearson Education Canada, Inc. All rights reserved.
5-8
An Employee Requisition
JOB NUMBER JOB TITLE DATE OF DATE REPLACEMENT OTHER JOB ANALYSIS METHODS JOB VACANCY NEEDED Permanent PLEASE CHECK Temporary Part-Time
Functional Job Analysis Nonexempt Job Class Exempt REASONPosition Analysis Questionnaire FOR REQUEST: What management or Management Position Description Questionnaire employee action(s) caused the opening? Occupational Measurement System BRIEF DESCRIPTION OF
MINIMUM QUALIFICATIONS FOR THE JOB CANDIDATES: BRIEF DESCRIPTION OF JOB DUTIES:
Figure 5-2
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Demand & Supply of Specific Skills Can Greatly Affect Recruiting Unemployment Rate Local Labour Market Conditions Legal Considerations Firm's Corporate Image
Human Resource Management, 2/C/E, Mondy, Noe, Premeaux, Knowles 2001 Pearson Education Canada, Inc. All rights reserved.
5-10
Job Posting
Job Bidding
Human Resource Management, 2/C/E, Mondy, Noe, Premeaux, Knowles 2001 Pearson Education Canada, Inc. All rights reserved.
5-11
Action Required
1. Upon receiving a Human Resource Requisition, write a memo to each appropriate supervisor stating that a job vaccancy exists. The memo should include a job title, job number, pay grade, salary range, a summary of the basic duties performed, and the qualifications required for the job (data to be taken from the job description/specification). 2. Ensure that a copy of this memo is posted on all company bulletin boards. 3. Make certain that every employee who might qualify for the position is made aware of the job opening. 4. Contact the human resource department.
Figure 5-4
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Human Resource Management, 2/C/E, Mondy, Noe, Premeaux, Knowles 2001 Pearson Education Canada, Inc. All rights reserved.
Promotion
Retirement
Human Resource Management, 2/C/E, Mondy, Noe, Premeaux, Knowles 2001 Pearson Education Canada, Inc. All rights reserved.
Figure 5-5
High Schools & Vocational Schools Community Colleges Universities Competitors & Other Firms The Unemployed Older Individuals Self-employed Workers
Human Resource Management, 2/C/E, Mondy, Noe, Premeaux, Knowles 2001 Pearson Education Canada, Inc. All rights reserved.
5-14
Advertising Employment Agencies Human Resources Development Canada Company Recruiters Special Events
Human Resource Management, 2/C/E, Mondy, Noe, Premeaux, Knowles 2001 Pearson Education Canada, Inc. All rights reserved.
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Internships Executive Search Firms Professional Associations Employee Referrals Unsolicited Walk-in Applicants
Human Resource Management, 2/C/E, Mondy, Noe, Premeaux, Knowles 2001 Pearson Education Canada, Inc. All rights reserved.
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Internet Recruiting Recruitment Databases/Automated Applicant tracking systems Virtual Job Fairs Sign-on Bonuses
Human Resource Management, 2/C/E, Mondy, Noe, Premeaux, Knowles 2001 Pearson Education Canada, Inc. All rights reserved.
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Must Be Tailored to Meet the Needs of Each Firm Recruitment Sources & Methods of Recruitment Vary By the Position
Human Resource Management, 2/C/E, Mondy, Noe, Premeaux, Knowles 2001 Pearson Education Canada, Inc. All rights reserved.
5-18
Screening
Employee will be screened in terms of qualification, experience knowledge Etc.,
Human Resource Management, 2/C/E, Mondy, Noe, Premeaux, Knowles 2001 Pearson Education Canada, Inc. All rights reserved.
5-19
Validation
Validation will be done based out of test, Interview with panel or board members Personal discussion Negotiation Etc.,
Human Resource Management, 2/C/E, Mondy, Noe, Premeaux, Knowles 2001 Pearson Education Canada, Inc. All rights reserved.
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Employee will be placed and orientation will be given ie., about the company and JD
Human Resource Management, 2/C/E, Mondy, Noe, Premeaux, Knowles 2001 Pearson Education Canada, Inc. All rights reserved.
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You. . .
Human Resource Management, 2/C/E, Mondy, Noe, Premeaux, Knowles 2001 Pearson Education Canada, Inc. All rights reserved.
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