Scribd Logo
Upload

Welcome to Scribd!

  • 9 views

    Unit 6 Recruitment

    Uploaded by

    Rhea Angela Cabristante
    The document outlines the key steps and methods in the recruitment process. It discusses the two main sources of recruitment - internal and external sources. For internal recruitment, it describes methods like employee referrals, promotions, transfers, and job posting. For external recruitment, it discusses advertisements, walk-ins, management institutes, employment agencies, campus recruiting and word-of-mouth advertising. It also highlights the advantages and disadvantages of both internal and external recruitment sources. Finally, it lists the typical steps in identifying and selecting a new employee which includes preparation, screening applications, interviews, job simulations and making an offer.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd

    Unit 6 Recruitment

    Uploaded by

    Rhea Angela Cabristante
    9 views23 pages
    The document outlines the key steps and methods in the recruitment process. It discusses the two main sources of recruitment - internal and external sources. For internal recruitment, it describes methods like employee referrals, promotions, transfers, and job posting. For external recruitment, it discusses advertisements, walk-ins, management institutes, employment agencies, campus recruiting and word-of-mouth advertising. It also highlights the advantages and disadvantages of both internal and external recruitment sources. Finally, it lists the typical steps in identifying and selecting a new employee which includes preparation, screening applications, interviews, job simulations and making an offer.

    Original Title

    UNIT 6 RECRUITMENT

    Copyright

    © © All Rights Reserved

    Available Formats

    PDF, TXT or read online from Scribd

    Did you find this document useful?

    Is this content inappropriate?

    The document outlines the key steps and methods in the recruitment process. It discusses the two main sources of recruitment - internal and external sources. For internal recruitment, it describes methods like employee referrals, promotions, transfers, and job posting. For external recruitment, it discusses advertisements, walk-ins, management institutes, employment agencies, campus recruiting and word-of-mouth advertising. It also highlights the advantages and disadvantages of both internal and external recruitment sources. Finally, it lists the typical steps in identifying and selecting a new employee which includes preparation, screening applications, interviews, job simulations and making an offer.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    9 views23 pages

    Unit 6 Recruitment

    Uploaded by

    Rhea Angela Cabristante
    The document outlines the key steps and methods in the recruitment process. It discusses the two main sources of recruitment - internal and external sources. For internal recruitment, it describes methods like employee referrals, promotions, transfers, and job posting. For external recruitment, it discusses advertisements, walk-ins, management institutes, employment agencies, campus recruiting and word-of-mouth advertising. It also highlights the advantages and disadvantages of both internal and external recruitment sources. Finally, it lists the typical steps in identifying and selecting a new employee which includes preparation, screening applications, interviews, job simulations and making an offer.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    of 23

    OR D

    HE W
    SS T
    G U E
    R P -O- T I O N
    ------- M O
    PROMOTION

    DAREVEITSNEMTS
    - -ADVERTISEMENTS
    ------------
    O J -B- - O- S- -P- I- N
    -- G T
    JOB POSTING

    VWEISNITER
    ----------
    INTERVIEWS
    Identification:
    1. What are the two recruitment sources?
    Internal and External Sources

    2. It is an internal method, where the organization find


    potential applicants within the existing employees.
    Employee Referral
    Multiple Choice:
    1. A first selection, where you eliminate unqualified applicants.

    a. Interview
    b. Receive applications
    c. Weed out unqualified applicants
    2. Means to give a higher position, salary, status and
    responsibility.

    a. Transfer
    b. Promotion
    c. Employee Referral
    3. Refers to an HRM practice of tracing and enticing probable
    hires from a pool of job seekers.

    a. Selection
    b. Recruitment
    c. External Recruitment
    UNIT 6:
    OBJEECTIVES:
    At the end of the lesson, the learners are expected to:

    1. Define recruitment;
    2. Describe and discuss the different recruitment sources and the
    effectiveness of each;
    3. Cite advantages and disadvantages of filling job opening from
    internal and external sources;
    4. Discuss methods for identifying qualified internal and external job
    candidates;
    5. Describe the steps in recruitment.
    Recruitment
    -process of finding and attracting capable applicant to apply for
    employment and accept job offers that are extended to them.

    -refers to an HRM practice of tracing and enticing probable hires


    from a pool of job seekers

    Selection

    -is the identification of candidates from a pool of recruits who


    best meet job requirements.
    Sources of
    Recruitment Source Recruitment

    Internal Recruitment -process of filling the vacant positions


    in a company Internal External
    Sources Sources
    -method where existing workforce of the company are referred
    or taken into consideration for any available suitable post.

    External Recruitment -process of filling vacant post of the


    company by the employees excluding the existing ones.
    -New people with required skills and qualification
    Methods of Internal
    Sources
    1. Employee Referral
    -is use by the organization to find potential applicants within the existing employees.
    -open to all qualified applicants and referrals may come from their respective social connections.
    -common in most companies. Nepotism is a practice of hiring relatives, can invite charges of
    favouritism, especially in appointments to desirable positions.

    2. Promotions
    -means to give a higher position, salary, status and responsibility
    -When a vacancy arises at a higher level, qualified and experienced personnel from within the
    organization can be promoted at a higher level.

    3. Transfers
    -means a change in the place of employment
    -An employee who is experienced and capable of handling the duties in the new department can be
    transferred.
    4. Job Posting and Bidding:
    -most common method of generating a pool of internal applicants
    -allow employees to evaluate job opportunities relative to their skills, attributes, experience, interests
    and career objectives.

    5. Skills Inventories:
    -process of listing of abilities, capacities, qualifications, and career goals of the employees to identify
    suitable candidates for internal recruitment or promotions
    Internal Sources
    Advantages Disadvantages
     Encourages hardwork and develops employees.  Promotes unemployment

     Economic in nature  Promotes favouritism

    Strengthens employer-employee relationship  Limited choice

    Adaptability  Employees, who are not promoted may end up being


    unhappy and demotivated.

    Accurate selection.  There could be issues in between the employees,


    who are promoted and who are not.
    Methods of External Sources

    1. Advertisements
    -This is one of the most popular source of recruitment
    -Advertisement of the vacancy is inserted in newspaper or magazines etc.
    -It invites applications from suitable candidates.

    2. Walk-ins
    -those who enter the organization in search of job.
    -This method is applicable for unskilled and semi-skilled posts.
    3. Management Institute
    -The company may also inform the management institute to send candidates studying courses in
    such institutes.
    -Sometimes the company recruitment committee may personally visit such institutes for recruiting
    suitable candidates.

    4. Labor Contractors
    -similar in nature of private employment agencies.
    -They keep regular contact with laborers and industries, and provide the industries with laborers
    whenever required.

    -
    5. Employee Databases:
    -Any employer can have access to the database of resume, with or without subscribing to the
    company’s database, at a cost.
    -The company requires the job-seekers to fill out data entry forms covering items such as name,
    address, career objectives, work experience, type of position desired, location and educational
    background.

    6. Employment Agencies:
    -help both the job seekers (to find suitable employment) and employers (find suitable workers), by
    forwarding the names of eligible candidates to the organization, when there is a vacancy.
    7. Campus Recruiting:
    -this form a strong linkages with college and universities to search and eventually hire
    students who possesses the right competencies.

    8. Word of Mouth Advertising:


    -is an intangible way of sourcing the candidates for filling up the vacant positions.
    External Sources
    Advantages Disadvantages
     It encourages new opportunities for job seekers Demoralize employee

    The scope for selecting the right candidate is more, Adaptability problems
    because of the large number of candidates appearing.

    The scope for selecting the right candidate is more,  High Cost
    because of the large number of candidates appearing.

     There will be no biasing or partiality between the Chances of wrong selection


    employees.

     Rejuvenates organization Promotes nepotism

     Consumes more time, as the selection process is very


    lengthy.
    Steps in identifying for a new employee
    1. Preparation- where you first identify the need for a new employee.
    – you set the frame for the position and a profile of required competencies
    and skills for the new hire.

    2. Receive applications –an important step of creating a good candidate


    experience is to confirm to applicants that their application has been
    received.

    3. Weed out unqualified applicants – A first selection is done to eliminate


    unqualified applicants who don’t meet the basic requirements for the position.

    4. Rating and ranking candidates – rank candidates according to which are the
    most to least interest to meet with. The rating should be based on how well the
    candidate fits the profile of requirements and skills needed for the position.
    5. Interviews –it’s the first time you meet the candidate in person, and the meeting exists just as
    much for your sake as for theirs.
    -with the several round of interviews the candidate can get the opportunity to meet their future
    manager and ask things they are curious about related to the job and the workplace.

    6. Simulated work exercise –conducting a “technical interview” where the candidate is questioned
    by a peer about their area of expertise to assess whether the candidate possesses the right
    problem-solving skills and understands working processes.

    7. Offer and tying off loose ends –the top candidate gets an offer, and once all the papers have
    been signed its time to finish up the recruitment.
    -All applicants should at some point be informed that who were not chosen for the position and
    that the position has been filled.
    References:
    Businesstopia, “Internal and External Recruitment,” in Businesstopia, February 4, 2018, https://
    www.businesstopia.net/human-resource/internal-external-recruitment.

    https://pdfslide.net/documents/ch-3-recruitment-ppt.html

    https://www.businessmanagementideas.com/human-resource-management-2/methods-of-
    recruitment/methods-of-recruitment/20540

    https://www.tutorialspoint.com/recruitment_and_selection/types_of_recruitment.htm

    https://blog.talentech.com/en/the-steps-of-a-recruitment-process
    THANK YOU!
    Discussants:
    Ma. Yma Calimlim
    Melyn Rose
    Cabarles

    You might also like