External hiring
CHAPTER 4
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- External recruitment is the assessment of available pool of job candidates, other than existing staff, to see if there are any sufficiently skilled and qualified to fill and perform existing job vacancies.
- It is the process of searching outside of the current employee pool to fill open positions in an organization.
External hiring
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- This involves recruiting a candidate through references, networks, job portals or the approach recruitment agencies. In order to compete with other companies & increase their staff, employers hunt for best talents working for other companies.
Advantages of External Recruitment
- Create new opportunities for external employees
- Best candidates can be placed for the roles
- Cost of employees can be minimized
- There are less chances of partiality
- Uniqueness in employee's work for different companies can take the current company to extent
- Able to recruit the skills it needs
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Disadvantages of External Recruitment
- Cost to hire is high.
- External process is more time consuming as compared to internal process.
- Sourcing quality candidates becomes difficult for companies.
- Internal recruiters lack headhunting skills (Lack of references & networks). They may have to approach Recruitment agencies to hire the people.
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Sources of External recruitment
- Advertisement / media in newspaper, TV/Radio
- Employment exchange
- Campus recruitment
- Consultants
- Unsolicited applications -Walk ins, write in, take
- Internet
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Job advertisement
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- A job advertisement is a paid announcement in a newspaper or other medium about a job vacancy. The advertisement is part of a wider recruitment process designed to attract suitable qualified candidates for a job.
Advertisement:
- "Wanted "Ads: describes job, benefits, employee
- Blind ads: no identification of the organization
- Self ad by jobseekers
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Ads must contain the following:
- Job content
- Job location
- Compensation
- Job specifications
- Growth prospects
- To whom one applies
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Advertisement in Newspaper / Media
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- Selection of the best medium depends on the positions for which the firm is recruiting.
- Two question: What do we need to say? Whom do we need to say?
Advantages:
- Targeting
- Flexibility
- User access
- Candidate segmentation
- Wider coverage
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Disadvantages
- Expensive
- Huge competitions
- Audience
- Short shelf life
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Employment exchange
- Employment Exchange means any office or place established and maintained by the Government for the collection and furnishing of information, either by the keeping of registers or otherwise, respecting (i) Persons who seek to engage employees. (ii) Persons who seek employment
- The employment exchange Act 1959 applies to all industrial establishments having 25 workers or
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Consultants
- A recruitment consultant is the intermediary between organisations wishing to recruit (the and the individual seeking a career move or temporary assignment (the candidate). It is primarily a sales role, with high rewards for impressive
- Advice, interview, shortlist/screening
Procedures
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- Job description, Specification, employee specification
- Consultant reach potential employee from data
- Shortlist and conduct preliminary interview
- Inform organisation and candidate about the
- Feedback from organisation
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Campus recruitment
- Campus placement or campus interview is the program conducted within educational institutions in a common place to provide jobs to students pursuing or in the stage of completing the programme.
Procedures
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- Shortlisting campus
- Selecting recruitment team
- Notifying the campus
- Visiting campus on date and Pre placement talk
- Conduct interview
- Select the candidate and explain about the details
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CAMPUS RECRUITMENT
Advantage:
- Good candidate pool
- Save time and efforts
- Crease selection ratio
- Increase brand identity
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Disadvantages:
- Less quality
- Lack of experienced candidate
- Less in joining turn over ratio
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Unsolicited application
- Employee reach employer through Email, letter, telephone or in person constitute of prospective applicants
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Advantages:
- Better option
- Loyalty
- Economic
Disadvantage:
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Waste of time and effort
E-RECRUITING
- E recruitment, internet recruitment, online recruitment
- Recruitment process through internet
- Internet recruiting is the act of sourcing the Internet to locate both actively searching job seekers and individuals who are content in their current position
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Internet portals
Methods
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Job boards
Employer websites-company owned sites or sites developed by various employers
- Professional websites
- Career websites
- Weblogs
- Virtual job fairs
- Niche job portals
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Employer websites-Direct employers
The mission of DirectEmployers Association is to provide employers an employment network that is cost-effective, improves labor market efficiency and reaches a diverse national and international workforce
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Developed for Employers, by Employers
We're not a vendor offering your organization “check box" solutions; we are an extension of your team, helping to make your job easier. Direct Employers is a nonprofit Member-owned and managed association founded in 2001 by 14 leading Fortune 500 companies searching for a way to reduce recruiting costs while regaining ownership of their recruitment brand.
Weblogs
- Eg : Defense firstranker.com
- Attorneyfirstranker.com
- Used for background checks
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E-recruiting methods
- Professional websites :specific jobs Eg:www.shrm.org
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Virtual job fair:
A virtual career fair (sometimes called an online fair) is on online "event" (as it takes place at a certain and is not ongoing) in which employers and job seekers each meet in a virtual environment, using chat rooms, teleconferencing, webcasts, webinars and/or email to exchange information about job openings
firstranker.com/
vFairs is a web platform allowing you to host online events, career fairs, job fairs, tradeshows, expos and conferences.
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Virtual job fair
- Virtual job fairs take place online. Organizations with jobs to fill set up "booths" full of information about everything from job openings to advancement opportunities, compensation to culture. The "booths" are often "staffed" by recruiters, hiring managers
General employment websites
- Firms utilize employment skills by typing in key criteria
- firstranker.com,
- firstranker.com
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Career websites
- Stores candidate database and companies have to pay a fee
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NACE LINK
- The NACE link Network is a national collaborative recruiting network of career centers. It includes a suite of web-based recruiting and career services automation tools for use by colleges and employers. NACE link Network, an alliance among National Association of Colleges and Employers, includes more than 700 participating college career centers, more than 3 million active employer contacts and more than 7.2 million active students and alumni.
Niche Job board
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- A niche job board is a website that provides a simple for companies to find strong job candidates. They are typically industry-focused (ex. advertising, government, pharmacy, human resources) and allow companies to post job openings so that targeted candidates can find them in one place.
- firstranker.com-efinancialcareers enables to identify opportunities in 35 different niches within finance such as accounting, asset management, commercial banking, retail banking, investment banking, trading and derivatives, College firstranker.com firstranker.com
Advantages of e-recruiting
- Less expensive
- No intermediaries.
- Reduction in the time for recruitment (over 65 percent of the hiring time)
- Improved efficiency of recruitment process.
- Gives a 24 X 7 access to an online collection of resumes
- Online recruitment helps the organisations to sort out the unqualified candidates in an automated
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Disadvantages of e-recruiting
- Screening and checking the skill mapping and authenticity of millions of resumes is a problem and time consuming exercise for organizations.
- There is low Internet penetration, no access and lack of awareness of internet in many locations across India.
- Organizations cannot depend solely on the online recruitment methods.
- Privacy
- Quality
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Single or multiple sources
- NO single source of recruitment can suit the organisation for different nature and at different time
- Crucial to decide
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Internal sources
- Skill inventories-record system of employees specific skills
- Job posting
- Inside moonlighting
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External sources
- Employment agencies
- Media advertisement
- Posting
- Referrals
- Head hunting /skill researching
- Consultants
- Campus drive -Educational institutions
- Professional bodies
- Walk-ins
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Choosing the best resource
- Reach to target audience
- Cost consideration
- Urgency
- Exemption level
- Capacity to get the high turnover
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Choosing the best source
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Appropriate media- Judgement
- Reach to target population
- Cost considerations
- Urgency/Immediate requirement
- Exemption level
- Predictability of the number of applicants
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Contents of JOB AD
Contents:
- Job Title
- Salary and benefits
- Skills and experience
- Role summary
- Location
- Company summary
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Drafting of Job Advertisement
- Organisation details
- Some time less is more
- Include some back ground information
- JD should be specify
- Specify the qualification
- Salary and benefits
- Personal message
- Precise contact information
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DRAFTING A JOB AD
- Organisation is essential-
- Use bullets or subheadings to organize your information
- Information about the company and Job description should be separate entities
- Remember that sometimes less is more: Well written concise ads generate more interest than long statements with little content
- Include background information on your company listing of products or services you provide
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- List the precise qualifications required
- Candidates want to know about salary
- Do not stop with salary
- Best jobs are the once that deliver a personal message
- Be sure to provide precise contact information
- Use the AIDA principle
- Attention
- Interest
- Desire
- Action
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- Job title
- The most important part of your job adAvoid jargon or internal titles. Job ads that use industry standard titles are more likely to be seen by candidates.
- Customer Service Representative
- Office Manager
- Analyst Programmer
- Customer Service Superstar
- Habitat Manager
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- Key selling points
- The best things about the jobStandOut job ads when you include three bullet points to showcase the best things about the role. What will the candidate
- What's a company highlight?
- What's a benefit that your target candidate would care about?
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- Job summary
- The job summary should make your perfect candidate think “yes, this sounds like me!"Be
- Use short sentences
- Use 'action words' like manage, own, create, build Eg: Do you want to join an amazing team with great culture? This is a great opportunity to join a fantastic company and work on some massive projects.
- Lead a team of 10 Developers. Build innovative software that integrates social media platforms. Manage budget pipelines valued at $3M.
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- Salary information
- Candidates prefer to know the salaryYou must include salary information for your role, but you can choose not to display it to candidates.Job ads that display salary information usually receive more applications than ones that don't. If a candidate filters their search results by salary range, they will use your ad's salary information whether you have chosen to display or not.
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- Location
- The more specific, the betterYou must include a location for your role, but you can choose how specific the location is. When a candidate searches for a specific suburb or town, job ads that provide that information have priority over job ads with a more general location. If you specify a suburb, your ad will still be visible to candidates who search for neighbouring or broader areas.
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Job Advertisement
Factors:
Media policies
Purpose of the advertisement may be the strongest influences
Amount of copy
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'small size, large size, multi page advertisement
Public sector recruitment
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Contents of Public sector recruitment
- Determine the exact need
- Obtain approval to recruit in terms of budget level of appointment
- Compile or update job descriptions and job specifications
- Determine key result areas for the job
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- Definition
- Key Result Areas refer to general areas of outputs or outcomes for department's role is responsible.
Key Performance Areas are the areas within the business unit, individual or group is logically responsible.
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Example :
- Role – Product Manager
- Goal – Ensuring delivery of quality product within schedule.
- Key Result Area
- Customer Satisfaction.
- Product Management.
- Operational Cost Control.
- Quality Check.
- Record keeping.
- Key Performance Areas
- Maintaining good working condition in plant.
- Optimum Resource Utilization.
- Process Improvement.
- Safety and Prevention planning and control.
- Working within the company's SLA(Service Level Agreement), GRC(Governance, Risk Management and Compliance) policies
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Contents of Public sector recruitment
- Consult the recruitment policy and procedure
- Choose the source
- Decide on method of recruitment
- Implement the decision
- Allow sufficient time for response
- Screen responses
- Draw initial short list of candidates
- Advice Applicants of the outcome
- Proceed to selection
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