Prepared by Grace Amin,S.Psi, M.Psi, Psikolog HRM (RECRUITMENT&SELECTION)
Dec 24, 2015
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- Slide 1
- Prepared by Grace Amin,S.Psi, M.Psi, Psikolog HRM (RECRUITMENT&SELECTION)
- Slide 2
- Learning outcomes List the steps in recruitment and selection process Explain the main techniques used in employment planning and forecasting Explain the internal and outside sources of candidates Develop a wanted ad
- Slide 3
- The recruitment and selection process Personnel planning and forecasting Recruiting (internal&eksternal) Candidates complete application forms Use selection tools to screen out candidates Interview by supervisor Candidate becomes employee
- Slide 4
- Planning and forecasting The process of deciding what position the firm will have to fill and how to fill them Strategic plans
- Slide 5
- Forecasting The supply of outside candidates The supply of inside candidates Personnel needs
- Slide 6
- #1 Personnel needs Trend analysis study of a firms past employment needs over a period of years to predict future needs Ratio analysis making forecast based on the historical ratio between some causal factor and the number of employees required The scatter plot a graphical method used to help identify the relationship between two variables
- Slide 7
- #2 The supply of inside candidates Determining which current employees might be qualified for the projected openings employees qualifications inventories Manual systems and replacement charts Computerized skills inventories Keeping the information private
- Slide 8
- #3 The supply of outside candidates What should we prepare? Budget Source of candidates Ad
- Slide 9
- Recruiting Organizing - centralize Easier to apply the companys strategic priorities company wide Reduces duplication Easier to ensure that recruitment experts who know EEO (equal employment opportunity) law are doing the recruiting Finding and attracting applicants for the employers open positions
- Slide 10
- Recruiting New hires ex: 50 Offers made (2:1) ex: 100 Candidates interviewed (3:2) ex : 150 Candidates invited (4:3) ex : 200 Leads generated ( 6: 1) ex :1200
- Slide 11
- Sources of candidates Internal External Promotion Mutation Rehiring Internet Advertising AIDA (attention,interest,desire,action) Employment agencies Temporary agencies and alternative staffing Outsourcing Executive recruiters On demand recruiting College recruiting Referrals and walk ins
- Slide 12
- Application forms purpose Make judgments on substantive matters Draw conclusion about their previous progress Draw tentative conclusions about their stability based on previous work record Predict which candidates will succeed on the job
- Slide 13
- Application guidelines o Education o Arrest record o Notify in case of emergency o Membership in organization o Physical handicaps o Marital status o Housing o Reference checking o Medical examination (drug screening)
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