process of searching the candidates for employment and stimulating them to apply for jobs in the firm.

To see recruiting methods are superior to others, depending on the type of job w/c your are recruiting Success of recruiting depends on non recruitment issues & policies Know that employment law prescribes what you can & cannot do when recruiting.

RATIO

50 100

2:1
3:2

150

200

4:3

1200

6:1

Recruitment

Internal

External

Promotions

Job posting

Transfers & Relocation

Job rotation

Skills Inventories
Internal referral Word-of-mouth

Rehires & Recall

Maximize time Employees not knowing a chosen become candidates performance-since disoriented working w/them already Waste of time More committed in Inbreeding is the company another potential Morale will arise. See its a promotions drawback Require less orientation & trainings

Agencies Headhunters

Advertising

Career Fairs College Recruiting Internet Recruiting Direct Sourcing

Employee referrals
Walk-ins Schools Foreign Nationals

Cost effective way Discrimination & in publishing ads overload Recruiter save top Screening takes managements time time due to large by screening the pool of candidates applicant Morale of existing New insights, skills employees may and know how, may suffer. be introduced to the organization.

Advertising Newspaper TV / Radio Ad / LCD Advertising Billboard Internet

Advertising

AIDA
Attention Interest Desire Action

Employment Agency Public Employment Agencies Private Employment Agencies

Temp Staffing and Alternative staffing Part-Time Just-in-Time Project Based

Executive Recruiters- a.k.a. Headhunters Trade associations Employee Referrals Walk-ins Direct-sourcing College Recruiting

Recruitment of Women
Mother Single Parent

Recruitment of PWD Recruitment of Elderly

Refers how a company both seeks to enhance how it is perceived as an employer and how it to vertically integrate all employment touch-points.

Performance : Employees w/ right skills will do a better job in the company Cost : Costly to recruit & hire Legal Obligations: Avoiding negligent hiring. Reasonable actions to investigate candidates background

Basic Testing Techniques Background and Reference Checks

Ethical & Legal Questioning in Testing

Work Samples & Simulations

Interview

RELIABILITY > The consistency of scores obtained by the same person when retested w/ the identical tests. VALIDITY >The accuracy w/ which a test, interview & so on measures what it purports to measure or fulfills the function it was designed to fill 2 TYPES OF TEST VALIDITY CRITERION Based on showing scores are related to job performance CONTENTE Test that is one that contains fair sample of the tasks & skills needed for the job in question.

COGNITIVE ABILITIES TESTS > Tests of general reasoning ability > Tests of specific mental abilitiesmemory & inductive reasoning > Intelligence Tests (IQ)- test of general intellectual abilities. It measure not a single trait but a range of abilities: memory, vocabulary, verbal frequency & numerical ability.

SPECIFIC COGNITIVE ABILITIES > Measures specific mental abilities (inductive & deducting reasoning), verbal comprehension, memory & numerical ability > Aptitude Tests measure aptitude for the job in question

MOTOR & PHYSICAL ABILITIES > Static Strengths > dynamic strengths > body coordination > stamina
PERSONALITY & INTERESTS > Measures basic aspects of applicants personality ( introversion, stability & motivation)

ACHIEVEMENT TEST > Measure what someone has learned > Measures Job Knowledge in areas of economics, marketing or human resources. WORK SAMPLES > Actual job tasks used in testing applicants performance WORK SAMPLING TECHNIQUE > A testing method based on measuring performance on actual basic job tasks

To avoid hiring mistakes Verify the job applicants background information & references

INTERVIEW
A procedure designed to obtain information from a person through oral responses to oral inquiries

UNSTRUCTURED ( or NONDIRECTIVE ) An unstructured conversational-style interview w/c the interviewer pursues points of interest as they come up in response to questions. STRUCTURED OR DIRECTIVE An interview following a set of sequence of questions.

PANEL An interview in w/c a group of interviewers questions the applicant MASS A panel interviews several simultaneously PHONE The employer will call the applicant COMPUTERIZED Questions in multiple choice format

SITUATIONAL a series of job-related questions that focus on how the candidate would behave in a given situation BEHAVIORAL A series of job-related questions that focus on how the candidate reacted to actual situations in the past

JOB-RELATED A series of job-related questions that focus on relevant past-related behaviors STRESS An interview in w/c the applicant is made uncomfortable by a series of often rude questions. This help identify hypersensitive applicants & those w/ low or high stress tolerance.

customarily refers the companies that manage temp agencies. These are companies people call if they need to hire an employee part time or for a temporary assignment.

the process of fitting the selected person at the right job or place

CONGRATULATIONS
YOU ARE HIRED!

1. A Recruitment Method calling the resigned employee a. Job posting b. Rehiring c. Succession Planning

2.

The process of fitting the selected person at the right job or place a. Staffing b. Placement c. Manpower Pooling

3.

A series of job-related questions that focus on how the candidate would behave in a given situation a. Behavioral b. Stress c. Situational

4.

An interview in w/c a group of interviewers questions the applicant a. Mass Interview b. Panel Interview c. One on One Interview

5.

Measures basic aspects of applicants personality (introversion, stability & motivation) a. Personality & Interest Tests b. Motor & Physical Abilities c. Achievement Tests

6.

Importance of Employee selection that Avoid negligent hiring. a. Legal Obligations b. Performance c. Background Investigation

7.

Verify the job applicants background information & references a. Employment selection b. Background Investigation c. Interview

8.

Involves promoting an image of the company as a good employer to create a good impression to the applicant a. Recruitment b. Employment Branding c. Advertising

9.

A procedure designed to obtain information from a person through oral responses to oral inquiries a. Staffing b. Interview c. Ability Tests

10.An

unstructured conversational-style interview w/c the interviewer pursues points of interest as they come up in response to questions. a. Structured Interview b. Stress Interview c. Unstructured Interview

1. BEHAVIORAL is a series of job-related questions that focus on how the candidate reacted to actual situations in the past TRUE

2.

STAFFING is the process of fitting the selected person at the right job or place FALSE

3.

Recruiting Pyramid calculate the number of applicants they must generate to hire required number of new employees TRUE

4.

It is not ideal to do background information if the applicant is on part-time basis FALSE

5.

Succession Planning is the process of systematically identifying, assessing & developing organizational leadership to enhance performance TRUE

Thank you!!! Group 3