1. Prepared by: Safaa S.Y. Dalloul E-HRM | Staffing | Unit 3 2013-2014 http://safaadalloul.wordpress.com

2. Electronic Recruitment 1Recruitment 2Selection 3Hiring

3. RECRUITMENT 1

4. What is Recruitment? Recruitment is the process of attracting individuals and encouraging them to apply for jobs with an organization: on a timely basis, in sufficient numbers and with suitable qualifications

5. Recruitment Process  A manager notifies that an opening needs to be filled, and initiates an employee requisition.  Determine whether qualified employees are available within the firm (internal source) or to use external sources.  Determine the best recruitment method to be used.

6. What is Employee Requisition? ER is a document that specifies:  Job Title  Department  The date of the employee is needed for work  Other Details What the difference between Job Description and Employee Requisition?

7. Recruitment Sources Internal Present Employee Friend Previous EMP External High schools and Vocational schools Community Colleges Colleges and Universities Competitors in the labor market Former employees Persons with disabilities Older individuals Self-employed workers

8. Recruitment Methods  Internal Recruitment Methods  Job Posting and Bidding  Job Posting, Promotions, and Transfers  Current Employee Referrals  Recruiting Former Employees and Applicants  External Recruitment Methods

9. Internal Recruitment Methods  Job Posting and Bidding  Job Posting: is a procedure for informing employees that job openings exist.  Job Bidding: is a procedure that permits employees who believe that they possess the required qualifications to apply for a posted job.

10. Recruitment Methods  Internal Recruitment Methods  Job Posting and Bidding  Job Posting, Promotions, and Transfers  Current Employee Referrals  Recruiting Former Employees and Applicants  External Recruitment Methods

11. Internal Recruitment Methods  Job Posting, Promotions, and Transfers  Many employers use job postings as a way to identify candidates interested in changing jobs within the organization. Review the issues associated with job postings, promotions, and transfers.

12. Recruitment Methods  Internal Recruitment Methods  Job Posting and Bidding  Job Posting, Promotions, and Transfers  Current Employee Referrals  Recruiting Former Employees and Applicants  External Recruitment Methods

13. Internal Recruitment Methods  Current Employee Referrals  A reliable source of people to fill vacancies is composed of friends and/or family members of current employees.  Employees can acquaint potential applicants with the advantages of a job with the company, furnish letters of introduction, and encourage them to apply. These are external applicants recruited using an internal information source.

14. Recruitment Methods  Internal Recruitment Methods  Job Posting and Bidding  Job Posting, Promotions, and Transfers  Current Employee Referrals  Recruiting Former Employees and Applicants  External Recruitment Methods

15. Internal Recruitment Methods  Recruiting Former Employees and Applicants  Former employees and former applicants are also good internal sources for recruitment. In both cases, there is a time- saving advantage because something is already known about the potential employee.

16. Recruitment Methods  External Recruitment Methods  Advertising  Employment Agencies  Recruiters  Job Fairs  Internships  Executive Search Firms  Walk-In Applicants  Internal Recruitment Methods

17. External Recruitment Methods  Advertising: it is a way of communication the firm's employment needs to the public through media such as radio, newspaper or industry publications.

18. Recruitment Methods  External Recruitment Methods  Advertising  Employment Agencies  Recruiters  Job Fairs  Internships  Executive Search Firms  Walk-In Applicants  Internal Recruitment Methods

19. External Recruitment Methods  Employment Agencies: employment agency is an organization that helps firms recruit employees and at the same time aids individuals in their attempt to locate jobs.

20. Recruitment Methods  External Recruitment Methods  Advertising  Employment Agencies  Recruiters  Job Fairs  Internships  Executive Search Firms  Walk-In Applicants  Internal Recruitment Methods

21. External Recruitment Methods  Recruiters  Recruiters most commonly focus on technical and vocational schools, community college, colleges and universities.  Employers rank on-campus recruiting as the number one method for recruiting students.

22. External Recruitment Methods  Recruiters  The student placement directors arrange interviews with students possessing the required qualifications.  Internet recruiter (cyber recruiter): is a person who primary responsibility is to use the internet in the recruitment process.

23. Recruitment Methods  External Recruitment Methods  Advertising  Employment Agencies  Recruiters  Job Fairs  Internships  Executive Search Firms  Walk-In Applicants  Internal Recruitment Methods

24. External Recruitment Methods  Job Fairs  A recruiting method is engaged in by a single employer or group of employers to attract a large number of applicants for interviews.

25. External Recruitment Methods  Job Fairs  Their advantage (from the viewpoint of the employer) is the opportunity to meet a large number of candidates in a short time.  For the applicants: they have convenient access to a number of employers.

26. Recruitment Methods  External Recruitment Methods  Advertising  Employment Agencies  Recruiters  Job Fairs  Internships  Executive Search Firms  Walk-In Applicants  Internal Recruitment Methods

27. External Recruitment Methods  Internships  It is a special form of recruitment that involves placing a student in a temporary job with no obligation either by the company to hire the student permanently or by the student to accept a permanent position with the firm following graduations.

28. Recruitment Methods  External Recruitment Methods  Advertising  Employment Agencies  Recruiters  Job Fairs  Internships  Executive Search Firms  Walk-In Applicants  Internal Recruitment Methods

29. External Recruitment Methods  Executive Search Firms  Organizations are used by some firms to locate experienced professionals and executives when other sources prove inadequate.  Contingency firms: is a search firm that receives fees only upon successful placement of a candidate in a job opening.

30. External Recruitment Methods  Executive Search Firms  Retained search firms: are search firms that are considered as consultants to their client organizations, serve on an exclusive contract basis, and typically recruit top business executives.

31. Recruitment Methods  External Recruitment Methods  Advertising  Employment Agencies  Recruiters  Job Fairs  Internships  Executive Search Firms  Walk-In Applicants  Internal Recruitment Methods

32. External Recruitment Methods  Walk-In Applicant: the organization attracts qualified applicant even without recruitment efforts depending on its good reputation

33. Applicant Tracking Systems  A system that automates online recruiting and selection processes.  It enables human resource and line managers to oversee the entire process.  ATS reduces costs, speed up the hiring process and find people who fit an organization's success profile.

34. Internet Recruitment What is the Internet and WWW? What is the Internet Recruitment Sources and Methods?

35. 2 SELECTION

36. What is Selection?  It is the process of choosing from a group of applicants those individuals best suited for a particular position and organization.

37. The Significance of Employee Selection  Making the right hiring decision will improve productivity.  Poor selection decision can cause irreparable damage and bad hire can affect the morale of the entire staff, especially in a position where teamwork in critical.

38. The Selection Process  Recruited Candidate  Preliminary Interview  Review of Applications and Resumes  Selection Test  Employment Interviews  Personal Reference Checks  Selection Decision  Medical Examination  Notification of Candidates

39. 3 HIRING

40. Hiring  Hiring is the resulting decision, where the selected candidate is hired to actually starts his normal duties.  Hiring may be referred to as the end result.

41. E-RECRUITMENT Electronic Recruitment

42. E-Recruitment  E-recruitment has grown rapidly over the past ten years and is now widely used by both recruiters and job seekers across the world.  In terms of human resource management, the internet has changed the way of recruitment from both perspectives i.e. organizations and job seekers

43. E-Recruitment  E-recruitment has been defined as the use of the internet to identify and attract potential employees. It refers to the practice of advertising job vacancies online, and the formal sourcing of information about the jobs online

44. Why E-Recruitment??  Two trends which make it mandatory for small and medium sized businesses to invest in the tools for a successful e-recruiting strategy are demographic trends and financial scarcity

45. E-Recruitment Benefits  On one hand, better technology and easier access to information produced between workers and firms is increasing the probability of finding the best match for a given opening.  On the other, reduced application costs also encouraged increased applications from under qualified job seekers, triggering increased effort by firms to improve screening mechanisms

46. E-Recruitment Benefits  It makes the process of finding candidates and new business opportunities quicker, cheaper and more efficient.

47. E-recruitment Revolution

48. HRIS and E-Recruitment: A Linkage  HRIS is used as a computer system that acquires stores, manipulates, analyses, retrieves, and distributes the information regarding human resources.  It has become an important tool as it collects, manages and reports information to make decisions.

49. HRIS and E-Recruitment: A Linkage  HRIS help organizations to organize most of the HR planning functions including recruitment of employees in an organization

50. E-Recruitment Market  E-recruitment market is one of the vital aspects in the process of recruiting the talent. Internet has completely changed the role of the traditional recruiter.

51. E-Recruitment Market  In a candidate-starved market, organizations are facing a continuous challenge to bridge the gap between the recruitment processes and decrease in the numbers of resources to administer the recruitment process.

52. E-Recruitment Market  The e-recruitment has come up with valuable method for finding potential candidates who are not necessarily looking for a change in their current jobs but would be open to the right opportunity.

53. Players In The Recruitment Market

54. E-Recruitment Market  The e-recruitment has come up with valuable method for finding potential candidates who are not necessarily looking for a change in their current jobs but would be open to the right opportunity.

55. Methods of E-Recruitment  Commercial Job Boards: Commercial job boards most common form of online recruiting. Job boards work like classified ads in the newspaper.  Monster.com

56. Commercial Job Boards Advantage  Many people post resumes and that most job boards provide a search mechanism so that recruiters can search for applicants with the relevant skills and experience.  Organization can provide extensive information, as well as a link to the company's web site for further information on both i.e. the job as well as the organizations.

57. Methods of E-Recruitment  Corporate websites: Company's websites represent one of the first web based approaches to recruiting. Many of these websites also provide useful information about an organization, as well as the mechanism to apply for these jobs with minimal cost.  Jobs.unrwa.ps

58. Advantage of E-Recruitment  Shorter recruiting cycle time  Attracts the passive job-seeker  Provides global coverage at a constant basis  Opportunity to address specific labour market niches  Reaches a wider range of applicants  Gives the company a more up-to-date image  Better quality of response  Low cost

59. Advantage of E-Recruitment  Easier to apply for job  Reduction of unqualified candidates  More opportunities for smaller companies  Less intrusive  Candidates are young, educated andcomputer literate

60. Disadvantage of E-Recruitment  Discrimination between internet user and internet non- user  Disparate impact on ethnic minorities groups leading to limited demographic scope  Not appropriate and suitable for top management profiles  Proves more effective for the company already known

61. Disadvantage of E-Recruitment  Huge volume of unqualified and low quality candidates  Outdated resumes  Transparency of data  User-unfriendly tools  Lack of personal touch

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