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HUMAN RESOURCE MANAGEMENT

RECRUITMENT OF EMPLOYEES

RECRUITMENT PROCESS/RECRUITMENT PLAN TWO MODES OF RECRUITMENT

External Recruitment
BENEFITS The advantages of fresh perspectives and different approaches. It makes economic sense to hire external talent. DRAWBACKS Recruited employees or executives as rookies and may discount their ideas and perspectives. Need time to get oriented with the co. policies and procedures. Resent hiring external applicants.

Internal Recruitment
BENEFITS Recruitment expenses may be cut down It boosts the morale of employees

DRAWBACKS Non-introduction of innovation and new perspective

Sources of New Employees


INTERNALLY Within the various departments in a company Different affiliates of the company EXTERNALLY Recruitment and placement agencies Head hunters or Executive search companies Colleges and Universities Training Centers Job Fairs Competitors Suppliers Service Providers

Sources of New Employees

JOBS ON THE WEB


1. www.jobstreet.com 2. www.careers.org 3. www.trabaho.com 4. Hotels.HiringOnLine.com 5. www.jobtrak.com 6. www.EmployAmerica.com 7. www.monster.com 8. Jobs.4CollegeGrads.com 9. www.USAHotJobs.com 10. www.jobs.net 11. www.jobsdb.com

STEPS IN RECRUITMENT
1st - Determining exactly the number of employees that need to be hired 2nd - The head of a dept. must take responsibility in identifying his needs. 3rd - Employee requisition is approved by the HR Manager. The general manager can approve or still make revision or disapprove the entire requisition. 4th - Recruitment advertisement is posted internally by the HR department. 5th - Recruitment advertisement is posted externally by the HR department. 6th - Application are pooled and subjected to paper screening by the HR department and those who may not qualify for the advertisement position but may be suitable for other future job openings may be still kept in active file.

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HUMAN RESOURCE MANAGEMENT

STEPS IN SELECTION PROCESS


1st - A first shortlist of qualified applicants is determined upon matching the curriculum vitaes with job specifications. 2nd - Applicant are invited for initial interview. Allocate 15 to 20 mins. to interview each applicant. 3rd - A second shortlist is determined based on impressions during the initial interview. It is vital to start applying more stringent techniques to enable the best candidate to stand out in the process. 4th - Shortlisted applicants are invited for a second interview with the department head. Optionally, a panel interview, or an interview series. Tougher workrelated, personality, and personal questions are usually asked.

Selection process

5th - A psychological test or performance test may be conducted optionally. - The HR dept. may develop its own test relevant to the job titles in the company. COMMON AREAS COVERED IN STANDARD TEST: * Communication skills * Numeric Skills * Abstract Reasoning- To find missing pattern in a series *General Knowledge *Aptitudes- Aptitude tests are structured systematic ways of evaluating how people perform on tasks or react to different situations. *Personality Traits

SELECTION PROCESS

6TH - A background check on the applicants. WAYS OF BACKGROUND CHECKING: * Previous Employers * Teachers * Neighbors * Schoolmates * Co-workers * Community Leaders * Co-members in Association 7th - The top applicant is invited for a final interview with HR director and general manager.

CURRICULUM VITAE
It is sometimes called biodata or

resume and considered an advertisement of a person seeking gainful employment.

CURRICULUM VITAE SCANNING


1. NUMBER OF PAGES Fresh graduates - two pages

( achievements, leadership role, affiliation and seminars) Person ( 3 to 5 yrs. Exp.) - 3 to 4 pages Person ( 10 yrs. Exp.) - 6 to 7 pages

Take Note: More than 8 pages is not advisable as it becomes difficult and tedious to read.

CV
2. CONTACT DETAILS

All contact details: Home & buss. addresses Home & buss. tel nos., cellphone no. and email address Take Note: Inappropriate email add: Ex. hotgirl@yahoo.com yummygirl@yahoo.com

CV
3. PHOTOGRAPH

Preferred size: 2x2 close up recent pic. and in buss. attire. Take Note: Any form of computer enhancement is a form of dishonesty.

CV
4. QUALITY OF PAPER clean good quality paper Stapled or fastened or bound together

Take Note: Colored, scented and w/ designs tells that the applicant is a highly insecure attention seeker.

CV
5. CAREER OBJECTIVES

- It should be stated clearly the career goals. Ex. - Seek a position as an Advertising Sales Representative using my academic background, proven sales skills, and retail experience.

Take note: Too many career goals could connote instability and lack of focus.

CV
6. EDUCATION

Fresh Graduates: Includes all schools they have attended. Applicant ( under 30 yrs. Old.) start w/ high school onwards. More mature applicant: start college educ. Graduate and post-graduate courses. Take Note: Transcript of Records can be attached to the CV and it tells the level of intellect or perseverance of an applicant.

CV
7. WORK EXPERIENCE

Fresh Applicant: omit this section unless they have apprenticeship experience. Take Note: Those who do not last more than a year in three or more consecutive employers, investigate the reasons for leaving previous employment.

CV
8. ACHIEVEMENTS

* Scholastic Achievements in school * Major projects they organized and led * A competition they have won Take Note: No entry in this section could only mean that the applicant is average or ordinary or mediocre.

CV
9. TRAINING COURSES, SEMINARS, CONFERENCES

ATTENDED * Relevant to the position applied for. Take Note: No entry of this section that the applicant does not have any professional educ. to enrich his current career and skills.

CV
10. TECHNICAL SKILLS and QUALIFICATIONS

Ex. Computer Driving Machine Operation Foreign languages Take Note: Pay special attention on this section, such applicant may be a rare gem or asset to the company.

CV
11. PERSONAL DETAILS

Ex. Age, height, weight and other physical description Take Note: Personal details should be matched with the desired physical qualities as indicated in job specifications.

CV

12. CHRACTER and WORK REFERENCES

(Work) Suggested good references : * Previous employers * Work Associates * Subordinates (Character) Suggested good references: * Parish Priest or Pastors * Teachers * Neighbors * Community leaders * Previous Suppliers and Customers
Take Note: Some of the HR personnel would not call the persons indicated in the references section instead he would call anyone from the previous company to see more precise picture on values of the applicant

CV
13. ESSENTIAL IDENTIFICATION NUMBERS

- It can be used to do background checks. * SSS, TIN, Passport, PRC license, Drivers license Take Note: These numbers could really talk a lot about a persons character.

THANK YOU FOR LISTENING

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