Workers acquirement

and recruitment
Ing. Zdeněk Brodský, Ph.D.
Institute of Economics and
Management
Email: zdenek.brodsky@upce.cz
Workers acquirement procedure

 staffing,

 selection,

 a new employee recruitment.

 „Before staffing“ and staffing
activities
 to identificate the need of workforces (see last
chapter), to create the description of job
position, and to specificate the work
requirements,
 to decide for internal or external solution of
workers acquirement (see last chapter),
 to determine the form of information about
staffing, and to determine the form of
qualifiers presentation,
 the enrollment of qualifiers into staffing,
 the „preselection“ of applicants.
 Mutual communication process

 applicant – he gives informations about

himself, his education, faculties etc., he
receives informations about organization,
 organization – it gives informations
about itself, its goals, corporate culture
etc., it receives informations about
applicants.
 Advertisement of job position –
staffing informational channels
 newspapars, namely based on character of offered
place, local and statewide too,
 technical papers,
 radio, television – mostly in regional or local kind of
transmission,
 Internet – own web sites, often located in section
„Career“, and specialized servers too,
 specialized agencies,
 wall-poster and job changes,
 academical and school department promoting work
searching for leavers etc.
 Structure of staffing
advertisement
 name of the organization and its address,
it could be a basic informations about its
activities too,
 name of the position,
 required qualification, skills and
experiences,
 description of the main duties,
 for guidance the compensation packages
and benefits,
 opportunities and challenges.
Staffing candidate presentation

 application forms – they are mostly

sended to qualifiers for their self
identification,
 curriculum vitae – biography – next
CV,
 motivation letter,
 personal interview etc.
 „Preselection“

 According to beforehand determined key

and determined criteria (e.g. inadequate
education, faculties, skills) are some
qualifiers in this phase of workers
acquirement process discarded.
 Selection – selective
proceedings – methods of
judging
 mentioned CV analysis,
 interview,
 tests – language, technical,
psychological,
 „analysis“ of testimonials and
references
 and other e.g. fitness tests by armed
forces etc.
 Selective criteria

 attained technical education,

 practice,
 technical skills,
 communication skills,
 faculties as work in team, people
conducting, work with customers,
 physical or psychical ability.
 Phases of entrance interview
 greeting with an applicant and informal
dialogue,
 apprising of applicant with course of
interview and short definition of work
place,
 questions about professional life of
applicant and finding his strong and weak
points,
 questions of applicant on the company,
the work place, the position etc.
 conclusion of interview.
 Verification of references – in some
organizations is finded verity of provided
informations by chosen qualifier.
 The most suitable qualifier is addressed –
on the basis of selective proceedings.
 The multi-round selective proceedings –
they are maked from more round, where always
go the most successful qualifiers. This
proceedings can also contain different behaviour
tests, tests of cooperation with other qualifiers
etc.
 Recruitment

 employment – often found on the basis

of employment contract conclusion, by
leading functions it is by appointing
 Employment contract

 kind of work,

 place of work operation,

 date of start working.

Employment contract conclusion

 on the fixed period,

 on the indefinite period.

 Adaptation of employees
 working,
 social.

 In first adaptation steps should be an employee

introduced with:

 organization (history, business branch, management),

 work conditions (modes of work – working time, holiday,
wage conditions, compensations of travel expenses,
employee care etc.),
 work duties (security of work, goals and objectives of
workplace, ethics code etc.).
 Adaptation programme

 adaptation programme, in which are

except handover of last informations also
some next activities included, as:
interviews of employee with supervisor,
„trainees“ programmes (long-term training
programme, work praktices), meeting with
working in other choise sections, control
and evaluation of this programme.
 Benefactors

 It is concerned with skilled workers of

organization, which are called to introduce
the new colleague with other workers,
with run of appropriate department, with
work usages and successions and with
culture of the organization.
 Concepts to remember
 Workers acquirement
 Staffing
 Selection
 New employee recruitment
 Goals of staffing
 Staffing activities
 Advertisement of job
position
 Staffing informational
channels
 Structure of staffing
advertisement
 Prezentation of qualifiers
 Application forms
 Curriculum vitae
 Selective criteria
 Methods of judging
 Entrance interview
 Phases of entrance interview
 Employment
 Appointing
 Adaptation of employees
 Adaptation programme
 Benefactors