1. RECRUITMENT Prepared by: Omid Sabah

2. Objectives : By the end of this chapter you will be able to:  Introduction to Recruitment  Constraints on Recruitment  Global Issues in Recruitment  Sources of Recruitment  How do you prepare Resume  Recruitment Process

3. Hiring Process Following are three major hiring process which is necessary for every candidate. Recruitment Selection Socialization

4. Introduction Recruitment: The process of generating a pool of qualified candidates for a particular job; the first step in the hiring process.

5. Introduction (Cont’) Selection: The process of making a “hire” or “no hire” decision regarding each applicant for a job. OR Picking from the applicant pool

6. Introduction (Cont’) Socialization: The process of orienting new employees to the organization or the unit in which they will be working.

7. Recruitment is Performed When?  After employment planning  Assuming that people are available with right skills, knowledge, and abilities  To discover potential job candidates

8. Goals of recruiting 1st Goal : Attract potential applicants or encourage them to apply 2nd Goal : the recruiter must send enough information to attract qualified candidates only and discourage unqualified ones.

9. Constraints on Recruitment Image of the organization: A good image of an organization can attract more employees and as a result the recruitment process will be easy. –Organizations with good reputation »Disney »Microsoft »UNDP »USAID Attractiveness of the Job: you receive a small number of resumes for an unattractive job »Low paying »Anxiety creating »No promotion Internal Organizational Policies: Company policies can affect the number of applicants »A “promotion from within for key positions” policy of the organization will attract less applicants to its vacant positions in this reason other will say that no need to apply to apply for this organization because they are recruiting their own employees »Some organizations Require international experience Government Influences: some people like to apply for those organizations which government influence is there and today it has both positive and negative effect

10. Constraints on Recruitment (Cont’) Positive Image:  Salary and compensation  Benefits (wages, house, car, and health insurance)  Potential it means that can you develop in this job  Respect of employees has more effect  Freedom to work Negative Image:  No quality of work life and safety  Behaving indifferently to workers  Low salary  Restriction of work even in our own responsibilities

11. Global Issues in Recruitment if your organization is working in different countries what points should be kept in mind:  Cultural Issue  Political Issue  Economic Issue  Technological Issue  Legal Restrictions etc.

12. Recruiting Sources Certain recruiting sources are more effective about certain types of jobs. 1.Internal Search 1.Employee referral 2.Promotion from within 3.Job Posting 4.Inventory (HRIS) system Advantages: if you give chance to Your own people:  Public Relations (employee will feel comfortable  Builds Morale  Encourage ambitious of employees  Cheaper (you don’t need to go for advertisement, training and less money is involved  Knowing of candidate (No Risk)  Already Socialized with each other because they know each other

13. Recruiting Sources (Cont’) Disadvantages:  Miss good outside talent (it means that you will find outstanding candidate outside which will bring new idea  In breeding, no new ideas (it means sometimes same people who are working together for a long time is not effective  There will not be a new blood (new employee) in the organization to broaden the current ideas, knowledge and enthusiasm

14. Recruiting Sources (Cont’) 2. External Search Advertisement Schools, colleges, and universities Trade Associations Media Employment Agencies Internet

15. Recruiting Sources (Cont’) Advantages: (External Recruiting):  Bring new ideas  May make achievement affirmative and achieving goal easier  Get people up to date in knowledge, training and skill  May have the power to shake up the organization but to positive side

16. Recruiting Sources (Cont’) Disadvantages: (External Recruiting):  Can be more expensive and time consuming  Hiring mistakes, it means that you might pick the wrong person  May reduce promotion opportunities or discourage the current employees  You may take on some-one who was good in interview but not good when in the job  May upset an internal employee

17. The External Search Advertisement  Positions open and Jobs available you can find this title Where to give advertisement:  Newspapers, trade shows, journals, internet Characteristics of advertisement:  AIDA (Attention, Interest, Desire, and Action)

18. External Search Employment Agencies: They advertise the position they screen and select candidate then send them to another organization which needs them guarantee the employee they replace the employee if not performed well 1.Public employment agencies 1.most of the public employment agencies enlist the less qualified applicants. 2.Less high skill applicant get enlisted with Public agencies and less employers refer to public agencies when they need some one with high skills Private Employment Agencies They charge the employers for finding them good candidates They have good image They some time guarantee covering six months, in case the employee is no performing well Management consulting firms 1.Executive search (middle and top level recruiting) 2.They find applicants for fulfilling the hard position 3.A fee up to 35% of annual salary of the employee is paid to MCF

19. External Search Schools, Colleges, and Universities Provide opportunity to employers to witness the employee’s ability through internships programs Provides ground for employer- graduate interviews  High school diploma or college graduates  Graduate: Bachelors  Post graduate: Masters, and doctorates, PhD (doctor of philosophy)

20. External Search Professional Organizations Professional Organizations (such as labor union) They provide placement services for the benefit of their members They publish rosters (lists) of job vacancies and send them to their members Placement facilities: that both parties meet each other

21. External Search Cyberspace Recruiting: Many companies have recruiting section in their websites There are some special recruiting sites such as www.hotjobs.com, www.Careercity.comwww.hotjobs.com www.Careercity.com It has job description, qualifications required, company mission statement, and products Online response form system Cheaper More diversity Websume: a web page which acts as a resume check me out at this link..

22. How do you prepare your resume You need a current resume It should show your qualifications, commitment and willing to help others Print it by a good quality printer ( times new roman) Write correct grammar and spelling Resume Expert: a computer software programme Address your cover letter to a real name Get the recruiter’s name and title by phone call, from receptionist, If you couldn’t find send it to another name in the HR or even to the president Sign each paper of your cover letter

23. The Recruitment Process Identify the Job  Job Description / Job Specification  Advertise the Post  Short-list (Approximately 6)  Interview Applicants  Offer Post to Successful Applicant  Inform Unsuccessful Applicants  Induction

24. Thank you