Copyright © 2002 by Harcourt, Inc. All rights reserved. Topic 20 : HR management: Recruitment By Zhu Wenzhong
Copyright © 2002 by Harcourt, Inc. All rights reserved. Explain the importance of effective recruitment for a business Explain the importance of effective recruitment for a business State the five categories of job analysis State the five categories of job analysis Explain the types of information required for drawing up a job description Explain the types of information required for drawing up a job description Explain the internal recruitment and its advantages and disadvantages Explain the internal recruitment and its advantages and disadvantages Explain the major methods of external recruitment Explain the major methods of external recruitment LEARNING GOALS
Copyright © 2002 by Harcourt, Inc. All rights reserved. The importance of effective recruitment for a business Effective recruitment helps to gain new suitable members for the business Effective recruitment helps to gain new suitable members for the business It can attract the best candidates for the job vacancies. It can attract the best candidates for the job vacancies. Wrong persons selected will mean suffering of administration costs for recruiting activities Wrong persons selected will mean suffering of administration costs for recruiting activities Suitable persons selected may give some competitive advantages for the businesses Suitable persons selected may give some competitive advantages for the businesses © PhotoDisc
Copyright © 2002 by Harcourt, Inc. All rights reserved. Job analysis Task analysis Task analysis Activity analysis Activity analysis Skill analysis Skill analysis Role analysis Role analysis Performance analysis Performance analysis © PhotoDisc
Copyright © 2002 by Harcourt, Inc. All rights reserved. Major Elements for a job description General information: title, place, main tasks General information: title, place, main tasks Job content information: detailed tasks, purpose of the task, methods involved, responsibility Job content information: detailed tasks, purpose of the task, methods involved, responsibility Working conditions: physical, social and economic conditions Working conditions: physical, social and economic conditions Performance information: criteria for measurement Performance information: criteria for measurement © PhotoDisc
Copyright © 2002 by Harcourt, Inc. All rights reserved. Methods of recruitment © PhotoDisc Methods of recruitment Internal recruitment External recruitment
Copyright © 2002 by Harcourt, Inc. All rights reserved. Methods of recruitment Advertising jobs inside the business and appointing internally from its existing employees Advertising jobs inside the business and appointing internally from its existing employees Advantages: a chance for employees, less risk of employing wrong persons, quicker and cheaper Advantages: a chance for employees, less risk of employing wrong persons, quicker and cheaper Disadvantages: limited numbers of applicants, no chance for external applicants, new vacancies created Disadvantages: limited numbers of applicants, no chance for external applicants, new vacancies created Internal recruitment
Copyright © 2002 by Harcourt, Inc. All rights reserved. Methods of recruitment Firms fill vacancies by recruiting new employees Firms fill vacancies by recruiting new employees Advantages: a wider number of applicants for choice Advantages: a wider number of applicants for choice Disadvantage: expensive and time- consuming Disadvantage: expensive and time- consuming Internal recruitment External recruitment
Copyright © 2002 by Harcourt, Inc. All rights reserved. Methods of external recruitment Commercial employment agencies Commercial employment agencies Job centers Job centers Headhunting Headhunting The career service The career service Visiting universities Visiting universities Advertising agencies Advertising agencies © PhotoDisc
Copyright © 2002 by Harcourt, Inc. All rights reserved. Finding Qualified Candidates Access internal and external sources Access internal and external sources Consider internal employees first Consider internal employees first Look outside if qualified candidates not available internally Look outside if qualified candidates not available internally © PhotoDisc
Copyright © 2002 by Harcourt, Inc. All rights reserved. Selecting and Hiring Employees Must follow the requirements set by federal and state law Must follow the requirements set by federal and state law Failure to comply with equal employment opportunity legislation can expose an employer to fines and penalties, bad publicity, and poor employee morale Failure to comply with equal employment opportunity legislation can expose an employer to fines and penalties, bad publicity, and poor employee morale © PhotoDisc
Copyright © 2002 by Harcourt, Inc. All rights reserved. Selecting and Hiring Employees Some firms try to screen out high- risk employees by requiring drug testing for job applicants Some firms try to screen out high- risk employees by requiring drug testing for job applicants © PhotoDisc
Copyright © 2002 by Harcourt, Inc. All rights reserved. Question for critical thinking Each person in the class will choose one job vacancy as you like, and draw up a job advertisement for it within 15 minutes. It should contain the job title, employer, skills required, experience required, benefits, what the applicant should do, etc. Each person in the class will choose one job vacancy as you like, and draw up a job advertisement for it within 15 minutes. It should contain the job title, employer, skills required, experience required, benefits, what the applicant should do, etc. © PhotoDisc