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Job Analysis CORE ACTIVITIES : External Recruitment

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Presentation on theme: "Job Analysis CORE ACTIVITIES : External Recruitment"— Presentation transcript:

1 Job Analysis CORE ACTIVITIES : External Recruitment
Class-3 HR-302

2 Staffing Organizations Model
Mission Goals and Objectives Organization Strategy HR and Staffing Strategy Staffing Policies and Programs Support Activities Core Staffing Activities Legal compliance Recruitment: External, internal Planning Selection: Measurement, external, internal Job analysis Employment: Decision making, final match Staffing System and Retention Management 4-2

3 Job analysis Job analysis
Jobs are always growing The traditional way of designing a job Identify and define its elements and tasks exactly and then incorporate them into a job description. Job analysis is the process of studying jobs in order to gather, analyze, form, and report information about job.

4 External recruitment It is the process of identifying and attracting job applicant from outside the organization. External recruitment process: Recruitment planning. Strategy development. Searching.

5 Recruitment planning 1- Organizational issues:
Before identifying and attracting applicants to the organization some issues must be resolved. 1- Organizational issues: In-house versus external recruitment agency: Small organization rely on external recruitment. Large organization rely on in-house recruitment Centralized versus decentralized recruitment: Centralized: one central group coordinates the recruitment activities. Decentralized: individual units or managers coordinates the recruitment activities.

6 Recruitment planning 2- Administrative issues:
Requisitions: A requisition is a formal document that authorizes the filling of a job opening indicated by signatures of top managements. Timing: when the applicant will be found, and the amount of time needed to fill the job vacancies. Number of contacts: the pool of applicants always needs to be larger the number of vacant position. Types of contacts: qualification needed to perform the job. Recruitment budget: the recruitment process is a very expensive component of organization staffing.

7 3- recruiters Recruitment planning Select recruiters:
Desirable characteristics of recruiters Strong interpersonal skills Knowledge about company, jobs, and career-related issues Technology skills Enthusiasm

8 Recruitment planning Training recruiters:
Traditional areas of training Interviewing skills, job analysis, interpersonal skills, laws, forms and reports, company and job characteristics, and recruitment targets Nontraditional areas of training Technology skills, marketing skills, working with other departments, and ethics

9 Strategy development. 1- Open vs. targeted recruitment
Open recruitment: every one has the opportunity to apply. Targeted recruitment: to find applicant with specific characteristics.

10 Strategy development 2- Recruitment sources:
Advertisements: convenient way to attract job applicant is to place ad in newspaper. Employee referrals: employees can refer people they know. Collage and placement offices: the source of people with specialized skills. Employee agency: find applicant to employers for a fee.

11 Searching 1- Communication Message: there are many types of message:
Realistic recruitment message: represents the organization and the job as they really are. Employment brand message: it is a “company tag” that places the image of “being a good place to work”. Target message: to attract particular audience.

12 Searching Choice of messages Vacancy characteristics
Applicant characteristics 2- Communication medium: it is an important part of the recruitment process. Ex: brochures, advertisement, organization website.

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