E-HRM | Staffing | Unit 3 KYTC Prepared by: Safaa S.Y. Dalloul

E-HRM | Staffing | Unit 3 KYTC Prepared by: Safaa S.Y. Dalloul

Electronic Recruitment
1 2 Selection 3 Recruitment Hiring 4 Electronic Recruitment

1 Recruitment

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

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.

Challenge !! Complete the sentence
it is check up if the organization can secure the kind of employee and determine the source of employee? The answer is: Forecasting HR Availability Note: Revise Chapter 2

What is Employee Requisition?
It is a document that specifies: Job Title such as (Clerk, Manager, CEO…etc.) Department (Sales, Finance, Admin,…etc.) The date of the employee is needed for work (10/10/2014,…Current Date) Other Details (i.e. Justification why you need this job)

Challenge !! What do you think about recruitment sources? Or Do you have an idea about it. Explain

Recruitment Sources Recruitment Sources Internal Present Employee
Friend Previous Employee/Applicant 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

Challenge !! After the HR Manager prepared the job description he/she wants to recruit the candidate, so how will the recruitment will be done?

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

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

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.

What do you think about it with Examples
Challenge !! Promotion X Demotion What do you think about it with Examples

Challenge !! How the Current Employee Referrals is consider as an internal source of recruiting?

Current Employee Referrals (Recommendations) 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.

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.

External Recruitment Methods Advertising Employment Agencies Recruiters Job Fairs Internships Executive Search Firms Walk-In Applicants

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.

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. Note: To see an Example Click Here

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.

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.

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.

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.

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.

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.

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.

Walk-In Applicant: the organization attracts qualified applicant even without recruitment efforts depending on its good reputation

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.

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

Internet Recruitment Internet: the large system of many connected computers around the world that individuals and businesses use to communicate with each other. Web (World Wide Web): the system of connected documents on the internet, which often contains color pictures, video, and sound and can be searched for information about a particular subject.

Internet Recruitment When the internet is involved in the recruitment process, the definition itself does not change. However, words within the definition may take on different meanings.

Internet Recruitment Consider the term in sufficient numbers and see the power of the internet. Large numbers of qualified applicants usually can be identified, especially in days of high unemployment. Internet recruiting can effectively identify both active and passive applicants.

2 Selection

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

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.

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

Recruited Candidate The firm rejects unqualified candidates.

Preliminary Interview
It is the selection process often begins with a preliminary interview. The basic purpose for it is to eliminate those who obviously do not meet the position's requirements. At this stage, the interviewee is asked few straightforward questions.

Review of Applications and Resumes
It is the selection process often begins with a preliminary interview. The basic purpose for it is to eliminate those who obviously do not meet the position's requirements. At this stage, the interviewee is asked few straightforward questions.

The employer evaluates the application for employment to see whether there is an apparent match between the individual and the position. Applications may not be required for many management and professional positions, so a resume may be sufficient.

Specific information is requested on an application for employment may vary from firm to another, and by job type within an organization. The main information to be filled in the application: The name, address, telephone number, military service. Education. Work history.

Review of resumes: Resumes: is a method used to provide information about the applicant background. Resumes are also called Curriculum Vitae(CV). It is used in place of an application form.

Selection Test Tests rate the personality, abilities and motivation of potential employees allowing managers to choose candidates according to how they will fit into the open positions. Tests alone are not enough to make a sufficient evaluation of a candidate because they are not foolproof.

Employment Interviews
A goal-oriented conversation in which an interviewer and an applicant supposedly exchange information. The interviewers begin the interview by telling candidates what they are looking for, and then are excited to hear candidates parrot back their own words.

Employment Interviews
For More Information about Employment Interviews Click Here

Personal Reference Checks
Validations that provide additional insight into the information are furnished by the applicant and allow verification of its accuracy. Background investigations and professional reference checks: Background investigations involve obtaining data from various sources including previous employers and business associates. The principal reason for conducting background investigations is to hire better workers.

Selection Decision After obtaining and evaluating information about the finalists in a job selection, the next step will be the actual hiring decision. Selection decision is the final choice to be made from among those still in the running after reference checks, selection tests, background investigations and interview information. Usually the selected person has qualifications that most closely conform to the requirements of the open position and organization.

Medical Examination Medical exams must be directly relevant to the job requirements. The basic purpose of the medical examination is to determine whether an applicant is physically capable of performing the work.

Notification of Candidates
Management should notify both successful and unsuccessful candidates of selection decisions as soon as possible. A transition time should be given to new employed individual to prepare for the new job.

3 HIRING

Hiring As mention above, Recruitment refers to the process of sourcing, screening, and selecting people for a job or vacancy within an organization. From posting the advertisement for a vacancy to collecting the appropriate CV's or sometimes even taking interviews, it is a recruitment process.

Hiring The main purpose is to attract competent applicants to apply for a given vacancy So recruitment may be referred to as a pre-process of selection and hiring. Selection is the next step after recruitment

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 (i.e. the person is finally taken in the organization after the selection process)

Electronic Recruitment
4 Electronic Recruitment E-RECRUITMENT

Challenge !! Is there difference between recruitment and online recruitment? What do you think the main purpose of recruitment and e-recruitment? Recruitment is a part of

E-Recruitment | Introduction
Recruitment includes those practices and activities carried out by the organization with the primary purpose of identifying and attracting potential employees. It is an important part of human resource management as it performs the essential function of drawing important resources i.e. human capital into the organization.

Online recruitment, also known as e-recruitment is one of the worldwide trends for HR functions. It has evolved into a sophisticated interactive engine with the ability to automate every facet of the hiring process virtually. The internet can ease the selection of employees, especially where long distances are involved.

The internet has proved to be a powerful tool for the delivery of different kind of services like HR planning, HR evaluation, HR rewards and HR recruitment etc. under the umbrella of EHRM. Note: E-recruitment has grown rapidly over the past ten years and is now widely used by both recruiters and job seekers across the world.

Recruitment & E-Recruitment
Recruitment is a process of searching candidates to fill vacant staff-vacancies in any organization. The recruitment process attracts and secures the services of capable personnel with effective and optimum utilization of human resources. Recruitment By using online means Recruitment E-Recruitment

Recruitment & E-Recruitment
Recruitment Methods E-Recruitment Methods Recruitment Agencies Newspapers Advertisements Head Hunting Other Internet Electronic Mail In terms of human resource management, the internet has changed the way of recruitment from both perspectives i.e. organizations and job seekers.

Talk about e-recruitment in general.
Define full definition of e-recruitment. Talk about e-recruitment in general.

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

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

The trends in e-recruitment suggest a changing landscape whereby in future the candidate is connected to the central system. Also, there is an involvement of the line manager in the process.

It makes the process of finding candidates and new business opportunities quicker, cheaper and more efficient.

E-Recruitment Revolution
The internet first emerged as a recruiting tool in the mid-1990s and was hailed by the popular media as the driver behind a "recruiting revolution" due to the benefits it could bring to recruiters. It was predicted that the recruitment industries' "future is on the net" and that the internet had brought radical change to corporate recruiting. The buzzword and the latest trends in recruitment is the "E-Recruitment".

Also known as "Online recruitment", it is the use of technology or the web based tools to assist the recruitment process. Online recruitment and the use of new emerging technologies have many advantages for the modern recruiter. It makes the process of finding candidates and new business opportunities quicker, cheaper and more efficient.

The internet has caused the largest change to the recruitment process in the past decade acting as a link between employers and job seekers. Technology has enabled corporate websites, suppliers and job seekers to become more sophisticated and interactive.

Connect between HRIS and E-Recruitment

HRIS and E-Recruitment: A Linkage
Human Resource Information System (HRIS) is one of the most important Management Information Systems. It contributes to the administrative activities related to human resources of an organization.

HRIS provides vital information on how many people work for (and with) a concern, where they are and what do they do so that one can manage them.

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.

HRIS help organizations to organize most of the HR planning functions including recruitment of employees in an organization

Recruitment and selection represents one of the core HR activities that need to be planned and conducted in efficient and effective manner organizations to attain success.

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. Now it is possible to search one desired resume out of thousands, placed on the websites.

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.

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.

Players In The Recruitment Market
Job Seeker: The job seeker is the person who desires for a job. There are two kinds of job seekers which are explained ahead. Active Job Seekers Passive Job Seekers

Recruitment Market: The recruitment market can be explained in three ways. The traditional way which constitutes all the traditional methods of recruiting the candidates through newspaper ads, head hunters and temporary recruitment agencies etc.

Recruitment Market: The recruitment market can be explained in three ways. The second way is the new look of the traditional way which it is like online news papers ads, online headhunters and online temporary recruitment agencies.

Recruitment Market: The recruitment market can be explained in three ways. The third and the most used way in the current scenario is the e-way. It holds purely online methods of recruiting talent, viz; commercial job boards/portals, corporate websites and s

Potential Employers (Firms/Companies): The final destination of the every job seeker is to reach the potential employer. It means the companies/ firms who employ them on the basis of their capabilities and job requirements.

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

Methods of E-Recruitment | Commercial Job Boards Advantage
These are global and allow a larger reach into the candidate pool. The job board's greatest strength is the sheer numbers of job applicants listing resumes, it has been estimated that they contain five million unique resumes. In addition, they enable recruiters to operate 24 hours a day, examine candidates from around the world, and are generally quite inexpensive.

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.

The dedicated recruitment websites can take a form of job listing websites that are very similar to printed classified advertisements, work wanted sites, which emphasize the prospective employees' side and finally online recruiters who make use of other websites as a resource for finding clients and customers.

Methods of E-Recruitment
Corporate 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 Note: Almost all North American Global 500 companies (93%) have a company's own e-recruitment site.

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/labor market niches

Reaches a wider range of applicants Gives the company a more up-to-date image Better quality of response Low cost

Easier to apply for job Reduction of unqualified candidates More opportunities for smaller companies Less intrusive Candidates are young, educated and computer literate

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

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

Example of Job Posting

Employment Interview Interview Planning
Interview planning is essential to effective employment interviews. A primary consideration should be given to the speed in which the process occurs. They physical location of the interview should be both pleasant and private, providing for a minimum of interruptions. The interviewer should possess a pleasant personality, empathy and the ability to listen and communicate effectively. The interviewer should develop a job profile based on the job description/specification.

Employment Interview Interview Planning
The interviewer should have a checklist includes the following information: Compare the application and resume with job requirements. Develop questions related to the qualities sought. Prepare a step-by-step plan to present the position, company, division and department. Determine how to ask for examples of past applicant behavior.

Occupational experience.
Employment Interview Contents of the interview Occupational experience. Academic achievement. Interpersonal skills. Personal qualities. Organizational fit.

Employment Interview Methods of interviewing
One-on-one interview: The applicant meets one-on-one with an interviewer. The interview may be a highly emotional occasion for the applicant as he meets alone the interviewer. Group interview: It is a meeting in which several job applicants' interaction the presence of one or more company representative.

Employment Interview Methods of interviewing
Board interview: It is a meeting in which several representatives of a company interview a candidate in one or more sessions. Stress interview: It is a form of interview that intentionally creates anxiety to determine how a job applicant will react in certain types of situations. Back

Active Job Seekers The candidates who frequently search for a job because of one reason other, viz; better opportunity for growth, personal reasons to change and professional reasons etc. Commercial job boards/portals have truly complimented with their needs. Back

Passive Job Seekers Passive candidates are those workers who are not currently planning to change their jobs but still they regularly surf the internet for any one of million reasons during their normal routine. Such candidates may come across new job opportunities and simply drop their resumes on internet. Corporate websites is the most preferred destination for passive job seekers. Back

E-HRM | Staffing | Unit 3 KYTC Prepared by: Safaa S.Y. Dalloul

Similar presentations

Presentation on theme: "E-HRM | Staffing | Unit 3 KYTC Prepared by: Safaa S.Y. Dalloul"— Presentation transcript:

Similar presentations

About project

Feedback

Log in

Auth with social network:

E-HRM | Staffing | Unit 3 KYTC Prepared by: Safaa S.Y. Dalloul

Similar presentations

Presentation on theme: "E-HRM | Staffing | Unit 3 KYTC Prepared by: Safaa S.Y. Dalloul"— Presentation transcript:

Similar presentations

About project

Feedback