Presentation on theme: "Personnel Management 01-10-2013 Inesa Voronchuka University of Latvia, Latvia."— Presentation transcript:
Personnel Management 01-10-2013 Inesa Voronchuka University of Latvia, Latvia
6. Thema. Personnel Recruitment
Personnel Recruitment Personnel Recruitment is one of the most crucial activities of personnel specialist in the organization, that of securing the organization's human resources. It is this area that personnel staff play the major role. It is very much a specialized activity.
The principal purpose of recruitment activities is: To attract sufficient and suitable potential employees to apply for vacancies in the organization.
Recruitment policies A recruitment policy represents the organization's code of conduct in this area of activities
An example of a typical policy statement for recruitment is as follows (I): “In its recruitment activities the Company will: Advertise all vacancies internally Reply to every job applicant with the minimum of delay Aim to inform potential recruits in good faith about the basic details and job conditions of every job advertised Seek candidates on the basis of their qualification for the vacancy concerned ….
An example of a typical policy statement for recruitment is as follows (II): The Company will not: Discriminate unfairly against potential applicants on grounds of sex, race, age, religion or physical disability Discriminate unfairly against applicants with a criminal record Knowingly make any false or exaggerated claims in its recruitment literature or job advertisements
Within the content of such a policy the detailed procedures for recruitment can be devised: Tools? Recruitment Checklist
Recruitment Checklist: Question to be considered: 1. Has the vacancy been agreed by the responsible manager? 1. Is there an up-to-date job description for the vacant position? 1. What are the conditions of employment (salary, hours, holidays etc.) for the vacant position?
Question to be considered (II): Has a candidate specification been prepared? Has a notice of the vacancy been circulated internally? Has a job advertisement been agreed? Do all candidates (internal or external) know where to apply and in what form?
The main sources of job advertising outside the organization are: Local newspapers National newspapers Technical/professional journals Via Jobcentres Via other agencies Posters at the factory gates
The features of an effective job advertisement are likely to include the following (I): It identifies the organization and/or its industry with a few brief references It provides brief but sufficient details about the salient features of the job It summarizes all the essential personal features required by the job-holder It refers briefly to any desirable personal features
The features of an effective job advertisement are likely to include the following (II): It states the main conditions of employment, including the salary range for the job It states how and to whom the enquiry or application made It presents all the above points in a concise but attractive form It conforms to legal requirements
Conclusion Basic recruitment tasks have focuses on: 1. The development of recruitment policies 1. The establishment of routine procedures 1. The use of job descriptions 1. The development of personnel specifications 1. The advertising of job vacancies
Before next Thursday Be ready to evaluate CV and others documents for applicants
Before next Thursday Job description for vacant position. Be ready to evaluate Questionaires for applicants.