Download VTU (Visvesvaraya Technological University) MBA 3rd Semester (Third Semester) 16MBAHR302-Recruitment and Selection External Hiring and Edited Chapter 4 Important Lecture Notes (MBA Study Material Notes)
External hiring
FirstRanker.com - FirstRanker's Choice
CHAPTER 4
External hiring
? External recruitment?is?the?assessment?of?an?
available?pool?of?job?candidates,?other?than?existing?
staff,?to?see?if?there?are?any?sufficiently?skilled?or?
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.
FirstRanker.com - FirstRanker's Choice
CHAPTER 4
External hiring
? External recruitment?is?the?assessment?of?an?
available?pool?of?job?candidates,?other?than?existing?
staff,?to?see?if?there?are?any?sufficiently?skilled?or?
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
? This involves recruiting a candidate through
references, networks, job portals or they may
approach recruitment agencies. In order to compete
with other companies & increase their standard,
employers hunt for best talents working for other top
companies.
FirstRanker.com - FirstRanker's Choice
CHAPTER 4
External hiring
? External recruitment?is?the?assessment?of?an?
available?pool?of?job?candidates,?other?than?existing?
staff,?to?see?if?there?are?any?sufficiently?skilled?or?
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
? This involves recruiting a candidate through
references, networks, job portals or they may
approach recruitment agencies. In order to compete
with other companies & increase their standard,
employers hunt for best talents working for other top
companies.
Advantages of External Recruitment
1.Create new opportunities for external employees.
2.Best candidates can be placed for the roles
3.Cost of employees can be minimized
4.There are less chances of partiality
6.Uniqueness in employee?s work for different
companies can take the current company to extra mile
7.Able to recruit the skills it needs
FirstRanker.com - FirstRanker's Choice
CHAPTER 4
External hiring
? External recruitment?is?the?assessment?of?an?
available?pool?of?job?candidates,?other?than?existing?
staff,?to?see?if?there?are?any?sufficiently?skilled?or?
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
? This involves recruiting a candidate through
references, networks, job portals or they may
approach recruitment agencies. In order to compete
with other companies & increase their standard,
employers hunt for best talents working for other top
companies.
Advantages of External Recruitment
1.Create new opportunities for external employees.
2.Best candidates can be placed for the roles
3.Cost of employees can be minimized
4.There are less chances of partiality
6.Uniqueness in employee?s work for different
companies can take the current company to extra mile
7.Able to recruit the skills it needs
Disadvantages of External Recruitment
1.Cost to hire is high.
2.External process is more time consuming as
compared to internal process.
3.Sourcing quality candidates becomes difficult for the
companies.
4.Internal recruiters lack headhunting skills ( Less
references & networks ). They may have to approach
Recruitment agencies to hire the people.
FirstRanker.com - FirstRanker's Choice
CHAPTER 4
External hiring
? External recruitment?is?the?assessment?of?an?
available?pool?of?job?candidates,?other?than?existing?
staff,?to?see?if?there?are?any?sufficiently?skilled?or?
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
? This involves recruiting a candidate through
references, networks, job portals or they may
approach recruitment agencies. In order to compete
with other companies & increase their standard,
employers hunt for best talents working for other top
companies.
Advantages of External Recruitment
1.Create new opportunities for external employees.
2.Best candidates can be placed for the roles
3.Cost of employees can be minimized
4.There are less chances of partiality
6.Uniqueness in employee?s work for different
companies can take the current company to extra mile
7.Able to recruit the skills it needs
Disadvantages of External Recruitment
1.Cost to hire is high.
2.External process is more time consuming as
compared to internal process.
3.Sourcing quality candidates becomes difficult for the
companies.
4.Internal recruiters lack headhunting skills ( Less
references & networks ). They may have to approach
Recruitment agencies to hire the people.
Sources of External recruitment
? Advertisement / media in newspaper, TV/Radio
? Employment exchange
? Campus recruitment
? Consultants
? unsolicited applications ?Walk ins, write in, talk-ins
? Internet
FirstRanker.com - FirstRanker's Choice
CHAPTER 4
External hiring
? External recruitment?is?the?assessment?of?an?
available?pool?of?job?candidates,?other?than?existing?
staff,?to?see?if?there?are?any?sufficiently?skilled?or?
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
? This involves recruiting a candidate through
references, networks, job portals or they may
approach recruitment agencies. In order to compete
with other companies & increase their standard,
employers hunt for best talents working for other top
companies.
Advantages of External Recruitment
1.Create new opportunities for external employees.
2.Best candidates can be placed for the roles
3.Cost of employees can be minimized
4.There are less chances of partiality
6.Uniqueness in employee?s work for different
companies can take the current company to extra mile
7.Able to recruit the skills it needs
Disadvantages of External Recruitment
1.Cost to hire is high.
2.External process is more time consuming as
compared to internal process.
3.Sourcing quality candidates becomes difficult for the
companies.
4.Internal recruiters lack headhunting skills ( Less
references & networks ). They may have to approach
Recruitment agencies to hire the people.
Sources of External recruitment
? Advertisement / media in newspaper, TV/Radio
? Employment exchange
? Campus recruitment
? Consultants
? unsolicited applications ?Walk ins, write in, talk-ins
? Internet
Job advertisement
? 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.
FirstRanker.com - FirstRanker's Choice
CHAPTER 4
External hiring
? External recruitment?is?the?assessment?of?an?
available?pool?of?job?candidates,?other?than?existing?
staff,?to?see?if?there?are?any?sufficiently?skilled?or?
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
? This involves recruiting a candidate through
references, networks, job portals or they may
approach recruitment agencies. In order to compete
with other companies & increase their standard,
employers hunt for best talents working for other top
companies.
Advantages of External Recruitment
1.Create new opportunities for external employees.
2.Best candidates can be placed for the roles
3.Cost of employees can be minimized
4.There are less chances of partiality
6.Uniqueness in employee?s work for different
companies can take the current company to extra mile
7.Able to recruit the skills it needs
Disadvantages of External Recruitment
1.Cost to hire is high.
2.External process is more time consuming as
compared to internal process.
3.Sourcing quality candidates becomes difficult for the
companies.
4.Internal recruiters lack headhunting skills ( Less
references & networks ). They may have to approach
Recruitment agencies to hire the people.
Sources of External recruitment
? Advertisement / media in newspaper, TV/Radio
? Employment exchange
? Campus recruitment
? Consultants
? unsolicited applications ?Walk ins, write in, talk-ins
? Internet
Job advertisement
? 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, employer
?Blind ads: no identification of the organization
?Self ad by jobseekers
Ads must contain the following:
I. Job content
II. Job location
III. Compensation
IV. Job specifications
V. Growth prospects
VI. To whom one applies
FirstRanker.com - FirstRanker's Choice
CHAPTER 4
External hiring
? External recruitment?is?the?assessment?of?an?
available?pool?of?job?candidates,?other?than?existing?
staff,?to?see?if?there?are?any?sufficiently?skilled?or?
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
? This involves recruiting a candidate through
references, networks, job portals or they may
approach recruitment agencies. In order to compete
with other companies & increase their standard,
employers hunt for best talents working for other top
companies.
Advantages of External Recruitment
1.Create new opportunities for external employees.
2.Best candidates can be placed for the roles
3.Cost of employees can be minimized
4.There are less chances of partiality
6.Uniqueness in employee?s work for different
companies can take the current company to extra mile
7.Able to recruit the skills it needs
Disadvantages of External Recruitment
1.Cost to hire is high.
2.External process is more time consuming as
compared to internal process.
3.Sourcing quality candidates becomes difficult for the
companies.
4.Internal recruiters lack headhunting skills ( Less
references & networks ). They may have to approach
Recruitment agencies to hire the people.
Sources of External recruitment
? Advertisement / media in newspaper, TV/Radio
? Employment exchange
? Campus recruitment
? Consultants
? unsolicited applications ?Walk ins, write in, talk-ins
? Internet
Job advertisement
? 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, employer
?Blind ads: no identification of the organization
?Self ad by jobseekers
Ads must contain the following:
I. Job content
II. Job location
III. Compensation
IV. Job specifications
V. Growth prospects
VI. To whom one applies
Advertisement in Newspaper / Media
? 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?
FirstRanker.com - FirstRanker's Choice
CHAPTER 4
External hiring
? External recruitment?is?the?assessment?of?an?
available?pool?of?job?candidates,?other?than?existing?
staff,?to?see?if?there?are?any?sufficiently?skilled?or?
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
? This involves recruiting a candidate through
references, networks, job portals or they may
approach recruitment agencies. In order to compete
with other companies & increase their standard,
employers hunt for best talents working for other top
companies.
Advantages of External Recruitment
1.Create new opportunities for external employees.
2.Best candidates can be placed for the roles
3.Cost of employees can be minimized
4.There are less chances of partiality
6.Uniqueness in employee?s work for different
companies can take the current company to extra mile
7.Able to recruit the skills it needs
Disadvantages of External Recruitment
1.Cost to hire is high.
2.External process is more time consuming as
compared to internal process.
3.Sourcing quality candidates becomes difficult for the
companies.
4.Internal recruiters lack headhunting skills ( Less
references & networks ). They may have to approach
Recruitment agencies to hire the people.
Sources of External recruitment
? Advertisement / media in newspaper, TV/Radio
? Employment exchange
? Campus recruitment
? Consultants
? unsolicited applications ?Walk ins, write in, talk-ins
? Internet
Job advertisement
? 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, employer
?Blind ads: no identification of the organization
?Self ad by jobseekers
Ads must contain the following:
I. Job content
II. Job location
III. Compensation
IV. Job specifications
V. Growth prospects
VI. To whom one applies
Advertisement in Newspaper / Media
? 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
FirstRanker.com - FirstRanker's Choice
CHAPTER 4
External hiring
? External recruitment?is?the?assessment?of?an?
available?pool?of?job?candidates,?other?than?existing?
staff,?to?see?if?there?are?any?sufficiently?skilled?or?
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
? This involves recruiting a candidate through
references, networks, job portals or they may
approach recruitment agencies. In order to compete
with other companies & increase their standard,
employers hunt for best talents working for other top
companies.
Advantages of External Recruitment
1.Create new opportunities for external employees.
2.Best candidates can be placed for the roles
3.Cost of employees can be minimized
4.There are less chances of partiality
6.Uniqueness in employee?s work for different
companies can take the current company to extra mile
7.Able to recruit the skills it needs
Disadvantages of External Recruitment
1.Cost to hire is high.
2.External process is more time consuming as
compared to internal process.
3.Sourcing quality candidates becomes difficult for the
companies.
4.Internal recruiters lack headhunting skills ( Less
references & networks ). They may have to approach
Recruitment agencies to hire the people.
Sources of External recruitment
? Advertisement / media in newspaper, TV/Radio
? Employment exchange
? Campus recruitment
? Consultants
? unsolicited applications ?Walk ins, write in, talk-ins
? Internet
Job advertisement
? 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, employer
?Blind ads: no identification of the organization
?Self ad by jobseekers
Ads must contain the following:
I. Job content
II. Job location
III. Compensation
IV. Job specifications
V. Growth prospects
VI. To whom one applies
Advertisement in Newspaper / Media
? 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
Disadvantages
?Expensive
?Huge competitions
?Audience
?Short shelf life
FirstRanker.com - FirstRanker's Choice
CHAPTER 4
External hiring
? External recruitment?is?the?assessment?of?an?
available?pool?of?job?candidates,?other?than?existing?
staff,?to?see?if?there?are?any?sufficiently?skilled?or?
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
? This involves recruiting a candidate through
references, networks, job portals or they may
approach recruitment agencies. In order to compete
with other companies & increase their standard,
employers hunt for best talents working for other top
companies.
Advantages of External Recruitment
1.Create new opportunities for external employees.
2.Best candidates can be placed for the roles
3.Cost of employees can be minimized
4.There are less chances of partiality
6.Uniqueness in employee?s work for different
companies can take the current company to extra mile
7.Able to recruit the skills it needs
Disadvantages of External Recruitment
1.Cost to hire is high.
2.External process is more time consuming as
compared to internal process.
3.Sourcing quality candidates becomes difficult for the
companies.
4.Internal recruiters lack headhunting skills ( Less
references & networks ). They may have to approach
Recruitment agencies to hire the people.
Sources of External recruitment
? Advertisement / media in newspaper, TV/Radio
? Employment exchange
? Campus recruitment
? Consultants
? unsolicited applications ?Walk ins, write in, talk-ins
? Internet
Job advertisement
? 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, employer
?Blind ads: no identification of the organization
?Self ad by jobseekers
Ads must contain the following:
I. Job content
II. Job location
III. Compensation
IV. Job specifications
V. Growth prospects
VI. To whom one applies
Advertisement in Newspaper / Media
? 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
Disadvantages
?Expensive
?Huge competitions
?Audience
?Short shelf life
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
industrial establishments having 25 workers or more
FirstRanker.com - FirstRanker's Choice
CHAPTER 4
External hiring
? External recruitment?is?the?assessment?of?an?
available?pool?of?job?candidates,?other?than?existing?
staff,?to?see?if?there?are?any?sufficiently?skilled?or?
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
? This involves recruiting a candidate through
references, networks, job portals or they may
approach recruitment agencies. In order to compete
with other companies & increase their standard,
employers hunt for best talents working for other top
companies.
Advantages of External Recruitment
1.Create new opportunities for external employees.
2.Best candidates can be placed for the roles
3.Cost of employees can be minimized
4.There are less chances of partiality
6.Uniqueness in employee?s work for different
companies can take the current company to extra mile
7.Able to recruit the skills it needs
Disadvantages of External Recruitment
1.Cost to hire is high.
2.External process is more time consuming as
compared to internal process.
3.Sourcing quality candidates becomes difficult for the
companies.
4.Internal recruiters lack headhunting skills ( Less
references & networks ). They may have to approach
Recruitment agencies to hire the people.
Sources of External recruitment
? Advertisement / media in newspaper, TV/Radio
? Employment exchange
? Campus recruitment
? Consultants
? unsolicited applications ?Walk ins, write in, talk-ins
? Internet
Job advertisement
? 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, employer
?Blind ads: no identification of the organization
?Self ad by jobseekers
Ads must contain the following:
I. Job content
II. Job location
III. Compensation
IV. Job specifications
V. Growth prospects
VI. To whom one applies
Advertisement in Newspaper / Media
? 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
Disadvantages
?Expensive
?Huge competitions
?Audience
?Short shelf life
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
industrial establishments having 25 workers or more
Consultants
? A recruitment consultant is the intermediary
between organisations wishing to recruit (the client)
and the individual seeking a career move or
temporary assignment (the candidate). It is primarily
a sales role, with high rewards for impressive results.
? Advice, interview, shortlist/screening
FirstRanker.com - FirstRanker's Choice
CHAPTER 4
External hiring
? External recruitment?is?the?assessment?of?an?
available?pool?of?job?candidates,?other?than?existing?
staff,?to?see?if?there?are?any?sufficiently?skilled?or?
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
? This involves recruiting a candidate through
references, networks, job portals or they may
approach recruitment agencies. In order to compete
with other companies & increase their standard,
employers hunt for best talents working for other top
companies.
Advantages of External Recruitment
1.Create new opportunities for external employees.
2.Best candidates can be placed for the roles
3.Cost of employees can be minimized
4.There are less chances of partiality
6.Uniqueness in employee?s work for different
companies can take the current company to extra mile
7.Able to recruit the skills it needs
Disadvantages of External Recruitment
1.Cost to hire is high.
2.External process is more time consuming as
compared to internal process.
3.Sourcing quality candidates becomes difficult for the
companies.
4.Internal recruiters lack headhunting skills ( Less
references & networks ). They may have to approach
Recruitment agencies to hire the people.
Sources of External recruitment
? Advertisement / media in newspaper, TV/Radio
? Employment exchange
? Campus recruitment
? Consultants
? unsolicited applications ?Walk ins, write in, talk-ins
? Internet
Job advertisement
? 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, employer
?Blind ads: no identification of the organization
?Self ad by jobseekers
Ads must contain the following:
I. Job content
II. Job location
III. Compensation
IV. Job specifications
V. Growth prospects
VI. To whom one applies
Advertisement in Newspaper / Media
? 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
Disadvantages
?Expensive
?Huge competitions
?Audience
?Short shelf life
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
industrial establishments having 25 workers or more
Consultants
? A recruitment consultant is the intermediary
between organisations wishing to recruit (the client)
and the individual seeking a career move or
temporary assignment (the candidate). It is primarily
a sales role, with high rewards for impressive results.
? Advice, interview, shortlist/screening
Procedures
? Job description, Specification, employee
specification
? Consultant reach potential employee from data bank
? Shortlist and conduct preliminary interview
? Inform organisation and candidate about the venue
? Feedback from organisation
FirstRanker.com - FirstRanker's Choice
CHAPTER 4
External hiring
? External recruitment?is?the?assessment?of?an?
available?pool?of?job?candidates,?other?than?existing?
staff,?to?see?if?there?are?any?sufficiently?skilled?or?
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
? This involves recruiting a candidate through
references, networks, job portals or they may
approach recruitment agencies. In order to compete
with other companies & increase their standard,
employers hunt for best talents working for other top
companies.
Advantages of External Recruitment
1.Create new opportunities for external employees.
2.Best candidates can be placed for the roles
3.Cost of employees can be minimized
4.There are less chances of partiality
6.Uniqueness in employee?s work for different
companies can take the current company to extra mile
7.Able to recruit the skills it needs
Disadvantages of External Recruitment
1.Cost to hire is high.
2.External process is more time consuming as
compared to internal process.
3.Sourcing quality candidates becomes difficult for the
companies.
4.Internal recruiters lack headhunting skills ( Less
references & networks ). They may have to approach
Recruitment agencies to hire the people.
Sources of External recruitment
? Advertisement / media in newspaper, TV/Radio
? Employment exchange
? Campus recruitment
? Consultants
? unsolicited applications ?Walk ins, write in, talk-ins
? Internet
Job advertisement
? 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, employer
?Blind ads: no identification of the organization
?Self ad by jobseekers
Ads must contain the following:
I. Job content
II. Job location
III. Compensation
IV. Job specifications
V. Growth prospects
VI. To whom one applies
Advertisement in Newspaper / Media
? 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
Disadvantages
?Expensive
?Huge competitions
?Audience
?Short shelf life
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
industrial establishments having 25 workers or more
Consultants
? A recruitment consultant is the intermediary
between organisations wishing to recruit (the client)
and the individual seeking a career move or
temporary assignment (the candidate). It is primarily
a sales role, with high rewards for impressive results.
? Advice, interview, shortlist/screening
Procedures
? Job description, Specification, employee
specification
? Consultant reach potential employee from data bank
? Shortlist and conduct preliminary interview
? Inform organisation and candidate about the venue
? Feedback from organisation
Campus recruitment
? Campus placement or campus interview is the
program conducted within educational institutes or
in a common place to provide jobs to students
pursuing or in the stage of completing the
programme.
FirstRanker.com - FirstRanker's Choice
CHAPTER 4
External hiring
? External recruitment?is?the?assessment?of?an?
available?pool?of?job?candidates,?other?than?existing?
staff,?to?see?if?there?are?any?sufficiently?skilled?or?
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
? This involves recruiting a candidate through
references, networks, job portals or they may
approach recruitment agencies. In order to compete
with other companies & increase their standard,
employers hunt for best talents working for other top
companies.
Advantages of External Recruitment
1.Create new opportunities for external employees.
2.Best candidates can be placed for the roles
3.Cost of employees can be minimized
4.There are less chances of partiality
6.Uniqueness in employee?s work for different
companies can take the current company to extra mile
7.Able to recruit the skills it needs
Disadvantages of External Recruitment
1.Cost to hire is high.
2.External process is more time consuming as
compared to internal process.
3.Sourcing quality candidates becomes difficult for the
companies.
4.Internal recruiters lack headhunting skills ( Less
references & networks ). They may have to approach
Recruitment agencies to hire the people.
Sources of External recruitment
? Advertisement / media in newspaper, TV/Radio
? Employment exchange
? Campus recruitment
? Consultants
? unsolicited applications ?Walk ins, write in, talk-ins
? Internet
Job advertisement
? 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, employer
?Blind ads: no identification of the organization
?Self ad by jobseekers
Ads must contain the following:
I. Job content
II. Job location
III. Compensation
IV. Job specifications
V. Growth prospects
VI. To whom one applies
Advertisement in Newspaper / Media
? 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
Disadvantages
?Expensive
?Huge competitions
?Audience
?Short shelf life
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
industrial establishments having 25 workers or more
Consultants
? A recruitment consultant is the intermediary
between organisations wishing to recruit (the client)
and the individual seeking a career move or
temporary assignment (the candidate). It is primarily
a sales role, with high rewards for impressive results.
? Advice, interview, shortlist/screening
Procedures
? Job description, Specification, employee
specification
? Consultant reach potential employee from data bank
? Shortlist and conduct preliminary interview
? Inform organisation and candidate about the venue
? Feedback from organisation
Campus recruitment
? Campus placement or campus interview is the
program conducted within educational institutes or
in a common place to provide jobs to students
pursuing or in the stage of completing the
programme.
Procedures
? 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
FirstRanker.com - FirstRanker's Choice
CHAPTER 4
External hiring
? External recruitment?is?the?assessment?of?an?
available?pool?of?job?candidates,?other?than?existing?
staff,?to?see?if?there?are?any?sufficiently?skilled?or?
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
? This involves recruiting a candidate through
references, networks, job portals or they may
approach recruitment agencies. In order to compete
with other companies & increase their standard,
employers hunt for best talents working for other top
companies.
Advantages of External Recruitment
1.Create new opportunities for external employees.
2.Best candidates can be placed for the roles
3.Cost of employees can be minimized
4.There are less chances of partiality
6.Uniqueness in employee?s work for different
companies can take the current company to extra mile
7.Able to recruit the skills it needs
Disadvantages of External Recruitment
1.Cost to hire is high.
2.External process is more time consuming as
compared to internal process.
3.Sourcing quality candidates becomes difficult for the
companies.
4.Internal recruiters lack headhunting skills ( Less
references & networks ). They may have to approach
Recruitment agencies to hire the people.
Sources of External recruitment
? Advertisement / media in newspaper, TV/Radio
? Employment exchange
? Campus recruitment
? Consultants
? unsolicited applications ?Walk ins, write in, talk-ins
? Internet
Job advertisement
? 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, employer
?Blind ads: no identification of the organization
?Self ad by jobseekers
Ads must contain the following:
I. Job content
II. Job location
III. Compensation
IV. Job specifications
V. Growth prospects
VI. To whom one applies
Advertisement in Newspaper / Media
? 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
Disadvantages
?Expensive
?Huge competitions
?Audience
?Short shelf life
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
industrial establishments having 25 workers or more
Consultants
? A recruitment consultant is the intermediary
between organisations wishing to recruit (the client)
and the individual seeking a career move or
temporary assignment (the candidate). It is primarily
a sales role, with high rewards for impressive results.
? Advice, interview, shortlist/screening
Procedures
? Job description, Specification, employee
specification
? Consultant reach potential employee from data bank
? Shortlist and conduct preliminary interview
? Inform organisation and candidate about the venue
? Feedback from organisation
Campus recruitment
? Campus placement or campus interview is the
program conducted within educational institutes or
in a common place to provide jobs to students
pursuing or in the stage of completing the
programme.
Procedures
? 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
CAMPUS RECRUITMENT
Advantage:
? Good candidate pool
? Save time and efforts
? Crease selection ratio
? Increase brand identity
Disadvantages:
? Less quality
? Lack of experienced candidate
? Less in joining turn over ratio
FirstRanker.com - FirstRanker's Choice
CHAPTER 4
External hiring
? External recruitment?is?the?assessment?of?an?
available?pool?of?job?candidates,?other?than?existing?
staff,?to?see?if?there?are?any?sufficiently?skilled?or?
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
? This involves recruiting a candidate through
references, networks, job portals or they may
approach recruitment agencies. In order to compete
with other companies & increase their standard,
employers hunt for best talents working for other top
companies.
Advantages of External Recruitment
1.Create new opportunities for external employees.
2.Best candidates can be placed for the roles
3.Cost of employees can be minimized
4.There are less chances of partiality
6.Uniqueness in employee?s work for different
companies can take the current company to extra mile
7.Able to recruit the skills it needs
Disadvantages of External Recruitment
1.Cost to hire is high.
2.External process is more time consuming as
compared to internal process.
3.Sourcing quality candidates becomes difficult for the
companies.
4.Internal recruiters lack headhunting skills ( Less
references & networks ). They may have to approach
Recruitment agencies to hire the people.
Sources of External recruitment
? Advertisement / media in newspaper, TV/Radio
? Employment exchange
? Campus recruitment
? Consultants
? unsolicited applications ?Walk ins, write in, talk-ins
? Internet
Job advertisement
? 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, employer
?Blind ads: no identification of the organization
?Self ad by jobseekers
Ads must contain the following:
I. Job content
II. Job location
III. Compensation
IV. Job specifications
V. Growth prospects
VI. To whom one applies
Advertisement in Newspaper / Media
? 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
Disadvantages
?Expensive
?Huge competitions
?Audience
?Short shelf life
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
industrial establishments having 25 workers or more
Consultants
? A recruitment consultant is the intermediary
between organisations wishing to recruit (the client)
and the individual seeking a career move or
temporary assignment (the candidate). It is primarily
a sales role, with high rewards for impressive results.
? Advice, interview, shortlist/screening
Procedures
? Job description, Specification, employee
specification
? Consultant reach potential employee from data bank
? Shortlist and conduct preliminary interview
? Inform organisation and candidate about the venue
? Feedback from organisation
Campus recruitment
? Campus placement or campus interview is the
program conducted within educational institutes or
in a common place to provide jobs to students
pursuing or in the stage of completing the
programme.
Procedures
? 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
CAMPUS RECRUITMENT
Advantage:
? Good candidate pool
? Save time and efforts
? Crease selection ratio
? Increase brand identity
Disadvantages:
? Less quality
? Lack of experienced candidate
? Less in joining turn over ratio
Unsolicited application
? Employee reach employer through Email, letter,
telephone or in person constitute of prospective
applicants
Advantages:
? Better option
? Loyalty
? Economic
Disadvantage:
Waste of time and effort
FirstRanker.com - FirstRanker's Choice
CHAPTER 4
External hiring
? External recruitment?is?the?assessment?of?an?
available?pool?of?job?candidates,?other?than?existing?
staff,?to?see?if?there?are?any?sufficiently?skilled?or?
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
? This involves recruiting a candidate through
references, networks, job portals or they may
approach recruitment agencies. In order to compete
with other companies & increase their standard,
employers hunt for best talents working for other top
companies.
Advantages of External Recruitment
1.Create new opportunities for external employees.
2.Best candidates can be placed for the roles
3.Cost of employees can be minimized
4.There are less chances of partiality
6.Uniqueness in employee?s work for different
companies can take the current company to extra mile
7.Able to recruit the skills it needs
Disadvantages of External Recruitment
1.Cost to hire is high.
2.External process is more time consuming as
compared to internal process.
3.Sourcing quality candidates becomes difficult for the
companies.
4.Internal recruiters lack headhunting skills ( Less
references & networks ). They may have to approach
Recruitment agencies to hire the people.
Sources of External recruitment
? Advertisement / media in newspaper, TV/Radio
? Employment exchange
? Campus recruitment
? Consultants
? unsolicited applications ?Walk ins, write in, talk-ins
? Internet
Job advertisement
? 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, employer
?Blind ads: no identification of the organization
?Self ad by jobseekers
Ads must contain the following:
I. Job content
II. Job location
III. Compensation
IV. Job specifications
V. Growth prospects
VI. To whom one applies
Advertisement in Newspaper / Media
? 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
Disadvantages
?Expensive
?Huge competitions
?Audience
?Short shelf life
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
industrial establishments having 25 workers or more
Consultants
? A recruitment consultant is the intermediary
between organisations wishing to recruit (the client)
and the individual seeking a career move or
temporary assignment (the candidate). It is primarily
a sales role, with high rewards for impressive results.
? Advice, interview, shortlist/screening
Procedures
? Job description, Specification, employee
specification
? Consultant reach potential employee from data bank
? Shortlist and conduct preliminary interview
? Inform organisation and candidate about the venue
? Feedback from organisation
Campus recruitment
? Campus placement or campus interview is the
program conducted within educational institutes or
in a common place to provide jobs to students
pursuing or in the stage of completing the
programme.
Procedures
? 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
CAMPUS RECRUITMENT
Advantage:
? Good candidate pool
? Save time and efforts
? Crease selection ratio
? Increase brand identity
Disadvantages:
? Less quality
? Lack of experienced candidate
? Less in joining turn over ratio
Unsolicited application
? Employee reach employer through Email, letter,
telephone or in person constitute of prospective
applicants
Advantages:
? Better option
? Loyalty
? Economic
Disadvantage:
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 also
individuals who are content in their current position
FirstRanker.com - FirstRanker's Choice
CHAPTER 4
External hiring
? External recruitment?is?the?assessment?of?an?
available?pool?of?job?candidates,?other?than?existing?
staff,?to?see?if?there?are?any?sufficiently?skilled?or?
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
? This involves recruiting a candidate through
references, networks, job portals or they may
approach recruitment agencies. In order to compete
with other companies & increase their standard,
employers hunt for best talents working for other top
companies.
Advantages of External Recruitment
1.Create new opportunities for external employees.
2.Best candidates can be placed for the roles
3.Cost of employees can be minimized
4.There are less chances of partiality
6.Uniqueness in employee?s work for different
companies can take the current company to extra mile
7.Able to recruit the skills it needs
Disadvantages of External Recruitment
1.Cost to hire is high.
2.External process is more time consuming as
compared to internal process.
3.Sourcing quality candidates becomes difficult for the
companies.
4.Internal recruiters lack headhunting skills ( Less
references & networks ). They may have to approach
Recruitment agencies to hire the people.
Sources of External recruitment
? Advertisement / media in newspaper, TV/Radio
? Employment exchange
? Campus recruitment
? Consultants
? unsolicited applications ?Walk ins, write in, talk-ins
? Internet
Job advertisement
? 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, employer
?Blind ads: no identification of the organization
?Self ad by jobseekers
Ads must contain the following:
I. Job content
II. Job location
III. Compensation
IV. Job specifications
V. Growth prospects
VI. To whom one applies
Advertisement in Newspaper / Media
? 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
Disadvantages
?Expensive
?Huge competitions
?Audience
?Short shelf life
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
industrial establishments having 25 workers or more
Consultants
? A recruitment consultant is the intermediary
between organisations wishing to recruit (the client)
and the individual seeking a career move or
temporary assignment (the candidate). It is primarily
a sales role, with high rewards for impressive results.
? Advice, interview, shortlist/screening
Procedures
? Job description, Specification, employee
specification
? Consultant reach potential employee from data bank
? Shortlist and conduct preliminary interview
? Inform organisation and candidate about the venue
? Feedback from organisation
Campus recruitment
? Campus placement or campus interview is the
program conducted within educational institutes or
in a common place to provide jobs to students
pursuing or in the stage of completing the
programme.
Procedures
? 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
CAMPUS RECRUITMENT
Advantage:
? Good candidate pool
? Save time and efforts
? Crease selection ratio
? Increase brand identity
Disadvantages:
? Less quality
? Lack of experienced candidate
? Less in joining turn over ratio
Unsolicited application
? Employee reach employer through Email, letter,
telephone or in person constitute of prospective
applicants
Advantages:
? Better option
? Loyalty
? Economic
Disadvantage:
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 also
individuals who are content in their current position
Internet portals
FirstRanker.com - FirstRanker's Choice
CHAPTER 4
External hiring
? External recruitment?is?the?assessment?of?an?
available?pool?of?job?candidates,?other?than?existing?
staff,?to?see?if?there?are?any?sufficiently?skilled?or?
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
? This involves recruiting a candidate through
references, networks, job portals or they may
approach recruitment agencies. In order to compete
with other companies & increase their standard,
employers hunt for best talents working for other top
companies.
Advantages of External Recruitment
1.Create new opportunities for external employees.
2.Best candidates can be placed for the roles
3.Cost of employees can be minimized
4.There are less chances of partiality
6.Uniqueness in employee?s work for different
companies can take the current company to extra mile
7.Able to recruit the skills it needs
Disadvantages of External Recruitment
1.Cost to hire is high.
2.External process is more time consuming as
compared to internal process.
3.Sourcing quality candidates becomes difficult for the
companies.
4.Internal recruiters lack headhunting skills ( Less
references & networks ). They may have to approach
Recruitment agencies to hire the people.
Sources of External recruitment
? Advertisement / media in newspaper, TV/Radio
? Employment exchange
? Campus recruitment
? Consultants
? unsolicited applications ?Walk ins, write in, talk-ins
? Internet
Job advertisement
? 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, employer
?Blind ads: no identification of the organization
?Self ad by jobseekers
Ads must contain the following:
I. Job content
II. Job location
III. Compensation
IV. Job specifications
V. Growth prospects
VI. To whom one applies
Advertisement in Newspaper / Media
? 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
Disadvantages
?Expensive
?Huge competitions
?Audience
?Short shelf life
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
industrial establishments having 25 workers or more
Consultants
? A recruitment consultant is the intermediary
between organisations wishing to recruit (the client)
and the individual seeking a career move or
temporary assignment (the candidate). It is primarily
a sales role, with high rewards for impressive results.
? Advice, interview, shortlist/screening
Procedures
? Job description, Specification, employee
specification
? Consultant reach potential employee from data bank
? Shortlist and conduct preliminary interview
? Inform organisation and candidate about the venue
? Feedback from organisation
Campus recruitment
? Campus placement or campus interview is the
program conducted within educational institutes or
in a common place to provide jobs to students
pursuing or in the stage of completing the
programme.
Procedures
? 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
CAMPUS RECRUITMENT
Advantage:
? Good candidate pool
? Save time and efforts
? Crease selection ratio
? Increase brand identity
Disadvantages:
? Less quality
? Lack of experienced candidate
? Less in joining turn over ratio
Unsolicited application
? Employee reach employer through Email, letter,
telephone or in person constitute of prospective
applicants
Advantages:
? Better option
? Loyalty
? Economic
Disadvantage:
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 also
individuals who are content in their current position
Internet portals Methods Job boards
Employer websites-company owned sites or sites
developed by various employers
? Professional websites
? Career websites
? Weblogs
? Virtual job fairs
? Niche job portals
FirstRanker.com - FirstRanker's Choice
CHAPTER 4
External hiring
? External recruitment?is?the?assessment?of?an?
available?pool?of?job?candidates,?other?than?existing?
staff,?to?see?if?there?are?any?sufficiently?skilled?or?
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
? This involves recruiting a candidate through
references, networks, job portals or they may
approach recruitment agencies. In order to compete
with other companies & increase their standard,
employers hunt for best talents working for other top
companies.
Advantages of External Recruitment
1.Create new opportunities for external employees.
2.Best candidates can be placed for the roles
3.Cost of employees can be minimized
4.There are less chances of partiality
6.Uniqueness in employee?s work for different
companies can take the current company to extra mile
7.Able to recruit the skills it needs
Disadvantages of External Recruitment
1.Cost to hire is high.
2.External process is more time consuming as
compared to internal process.
3.Sourcing quality candidates becomes difficult for the
companies.
4.Internal recruiters lack headhunting skills ( Less
references & networks ). They may have to approach
Recruitment agencies to hire the people.
Sources of External recruitment
? Advertisement / media in newspaper, TV/Radio
? Employment exchange
? Campus recruitment
? Consultants
? unsolicited applications ?Walk ins, write in, talk-ins
? Internet
Job advertisement
? 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, employer
?Blind ads: no identification of the organization
?Self ad by jobseekers
Ads must contain the following:
I. Job content
II. Job location
III. Compensation
IV. Job specifications
V. Growth prospects
VI. To whom one applies
Advertisement in Newspaper / Media
? 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
Disadvantages
?Expensive
?Huge competitions
?Audience
?Short shelf life
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
industrial establishments having 25 workers or more
Consultants
? A recruitment consultant is the intermediary
between organisations wishing to recruit (the client)
and the individual seeking a career move or
temporary assignment (the candidate). It is primarily
a sales role, with high rewards for impressive results.
? Advice, interview, shortlist/screening
Procedures
? Job description, Specification, employee
specification
? Consultant reach potential employee from data bank
? Shortlist and conduct preliminary interview
? Inform organisation and candidate about the venue
? Feedback from organisation
Campus recruitment
? Campus placement or campus interview is the
program conducted within educational institutes or
in a common place to provide jobs to students
pursuing or in the stage of completing the
programme.
Procedures
? 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
CAMPUS RECRUITMENT
Advantage:
? Good candidate pool
? Save time and efforts
? Crease selection ratio
? Increase brand identity
Disadvantages:
? Less quality
? Lack of experienced candidate
? Less in joining turn over ratio
Unsolicited application
? Employee reach employer through Email, letter,
telephone or in person constitute of prospective
applicants
Advantages:
? Better option
? Loyalty
? Economic
Disadvantage:
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 also
individuals who are content in their current position
Internet portals Methods Job boards
Employer websites-company owned sites or sites
developed by various employers
? Professional websites
? Career websites
? Weblogs
? Virtual job fairs
? Niche job portals
Employer websites-Direct employers.com
.
?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
Developed for Employers, By
Employers
We?re not a vendor offering
your organization ?check-the-
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 formed in
2001 by 14 leading Fortune
500 companies searching for a
way to reduce recruiting costs,
while regaining ownership of
their recruitment brand.
FirstRanker.com - FirstRanker's Choice
CHAPTER 4
External hiring
? External recruitment?is?the?assessment?of?an?
available?pool?of?job?candidates,?other?than?existing?
staff,?to?see?if?there?are?any?sufficiently?skilled?or?
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
? This involves recruiting a candidate through
references, networks, job portals or they may
approach recruitment agencies. In order to compete
with other companies & increase their standard,
employers hunt for best talents working for other top
companies.
Advantages of External Recruitment
1.Create new opportunities for external employees.
2.Best candidates can be placed for the roles
3.Cost of employees can be minimized
4.There are less chances of partiality
6.Uniqueness in employee?s work for different
companies can take the current company to extra mile
7.Able to recruit the skills it needs
Disadvantages of External Recruitment
1.Cost to hire is high.
2.External process is more time consuming as
compared to internal process.
3.Sourcing quality candidates becomes difficult for the
companies.
4.Internal recruiters lack headhunting skills ( Less
references & networks ). They may have to approach
Recruitment agencies to hire the people.
Sources of External recruitment
? Advertisement / media in newspaper, TV/Radio
? Employment exchange
? Campus recruitment
? Consultants
? unsolicited applications ?Walk ins, write in, talk-ins
? Internet
Job advertisement
? 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, employer
?Blind ads: no identification of the organization
?Self ad by jobseekers
Ads must contain the following:
I. Job content
II. Job location
III. Compensation
IV. Job specifications
V. Growth prospects
VI. To whom one applies
Advertisement in Newspaper / Media
? 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
Disadvantages
?Expensive
?Huge competitions
?Audience
?Short shelf life
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
industrial establishments having 25 workers or more
Consultants
? A recruitment consultant is the intermediary
between organisations wishing to recruit (the client)
and the individual seeking a career move or
temporary assignment (the candidate). It is primarily
a sales role, with high rewards for impressive results.
? Advice, interview, shortlist/screening
Procedures
? Job description, Specification, employee
specification
? Consultant reach potential employee from data bank
? Shortlist and conduct preliminary interview
? Inform organisation and candidate about the venue
? Feedback from organisation
Campus recruitment
? Campus placement or campus interview is the
program conducted within educational institutes or
in a common place to provide jobs to students
pursuing or in the stage of completing the
programme.
Procedures
? 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
CAMPUS RECRUITMENT
Advantage:
? Good candidate pool
? Save time and efforts
? Crease selection ratio
? Increase brand identity
Disadvantages:
? Less quality
? Lack of experienced candidate
? Less in joining turn over ratio
Unsolicited application
? Employee reach employer through Email, letter,
telephone or in person constitute of prospective
applicants
Advantages:
? Better option
? Loyalty
? Economic
Disadvantage:
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 also
individuals who are content in their current position
Internet portals Methods Job boards
Employer websites-company owned sites or sites
developed by various employers
? Professional websites
? Career websites
? Weblogs
? Virtual job fairs
? Niche job portals
Employer websites-Direct employers.com
.
?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
Developed for Employers, By
Employers
We?re not a vendor offering
your organization ?check-the-
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 formed 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 jobs.com
? Attorneyjobs.com
? Used for background checks
FirstRanker.com - FirstRanker's Choice
CHAPTER 4
External hiring
? External recruitment?is?the?assessment?of?an?
available?pool?of?job?candidates,?other?than?existing?
staff,?to?see?if?there?are?any?sufficiently?skilled?or?
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
? This involves recruiting a candidate through
references, networks, job portals or they may
approach recruitment agencies. In order to compete
with other companies & increase their standard,
employers hunt for best talents working for other top
companies.
Advantages of External Recruitment
1.Create new opportunities for external employees.
2.Best candidates can be placed for the roles
3.Cost of employees can be minimized
4.There are less chances of partiality
6.Uniqueness in employee?s work for different
companies can take the current company to extra mile
7.Able to recruit the skills it needs
Disadvantages of External Recruitment
1.Cost to hire is high.
2.External process is more time consuming as
compared to internal process.
3.Sourcing quality candidates becomes difficult for the
companies.
4.Internal recruiters lack headhunting skills ( Less
references & networks ). They may have to approach
Recruitment agencies to hire the people.
Sources of External recruitment
? Advertisement / media in newspaper, TV/Radio
? Employment exchange
? Campus recruitment
? Consultants
? unsolicited applications ?Walk ins, write in, talk-ins
? Internet
Job advertisement
? 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, employer
?Blind ads: no identification of the organization
?Self ad by jobseekers
Ads must contain the following:
I. Job content
II. Job location
III. Compensation
IV. Job specifications
V. Growth prospects
VI. To whom one applies
Advertisement in Newspaper / Media
? 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
Disadvantages
?Expensive
?Huge competitions
?Audience
?Short shelf life
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
industrial establishments having 25 workers or more
Consultants
? A recruitment consultant is the intermediary
between organisations wishing to recruit (the client)
and the individual seeking a career move or
temporary assignment (the candidate). It is primarily
a sales role, with high rewards for impressive results.
? Advice, interview, shortlist/screening
Procedures
? Job description, Specification, employee
specification
? Consultant reach potential employee from data bank
? Shortlist and conduct preliminary interview
? Inform organisation and candidate about the venue
? Feedback from organisation
Campus recruitment
? Campus placement or campus interview is the
program conducted within educational institutes or
in a common place to provide jobs to students
pursuing or in the stage of completing the
programme.
Procedures
? 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
CAMPUS RECRUITMENT
Advantage:
? Good candidate pool
? Save time and efforts
? Crease selection ratio
? Increase brand identity
Disadvantages:
? Less quality
? Lack of experienced candidate
? Less in joining turn over ratio
Unsolicited application
? Employee reach employer through Email, letter,
telephone or in person constitute of prospective
applicants
Advantages:
? Better option
? Loyalty
? Economic
Disadvantage:
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 also
individuals who are content in their current position
Internet portals Methods Job boards
Employer websites-company owned sites or sites
developed by various employers
? Professional websites
? Career websites
? Weblogs
? Virtual job fairs
? Niche job portals
Employer websites-Direct employers.com
.
?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
Developed for Employers, By
Employers
We?re not a vendor offering
your organization ?check-the-
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 formed 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 jobs.com
? Attorneyjobs.com
? Used for background checks
E-recruiting?methods
? Professional websites :specific?jobs
Eg:www.shrm.org
Virtual?job?fair:
A?virtual career fair?(sometimes?called?an?online?job
fair)?is?on?online??event??(as?it?takes?place?at?a?certain?time?
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
virtualcareerfairs.com/
vFairs?is?a?web?platform?allowing?you?to?host?online?
events,?career fairs,?job fairs,?tradeshows,?expos?and?
conferences.
FirstRanker.com - FirstRanker's Choice
CHAPTER 4
External hiring
? External recruitment?is?the?assessment?of?an?
available?pool?of?job?candidates,?other?than?existing?
staff,?to?see?if?there?are?any?sufficiently?skilled?or?
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
? This involves recruiting a candidate through
references, networks, job portals or they may
approach recruitment agencies. In order to compete
with other companies & increase their standard,
employers hunt for best talents working for other top
companies.
Advantages of External Recruitment
1.Create new opportunities for external employees.
2.Best candidates can be placed for the roles
3.Cost of employees can be minimized
4.There are less chances of partiality
6.Uniqueness in employee?s work for different
companies can take the current company to extra mile
7.Able to recruit the skills it needs
Disadvantages of External Recruitment
1.Cost to hire is high.
2.External process is more time consuming as
compared to internal process.
3.Sourcing quality candidates becomes difficult for the
companies.
4.Internal recruiters lack headhunting skills ( Less
references & networks ). They may have to approach
Recruitment agencies to hire the people.
Sources of External recruitment
? Advertisement / media in newspaper, TV/Radio
? Employment exchange
? Campus recruitment
? Consultants
? unsolicited applications ?Walk ins, write in, talk-ins
? Internet
Job advertisement
? 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, employer
?Blind ads: no identification of the organization
?Self ad by jobseekers
Ads must contain the following:
I. Job content
II. Job location
III. Compensation
IV. Job specifications
V. Growth prospects
VI. To whom one applies
Advertisement in Newspaper / Media
? 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
Disadvantages
?Expensive
?Huge competitions
?Audience
?Short shelf life
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
industrial establishments having 25 workers or more
Consultants
? A recruitment consultant is the intermediary
between organisations wishing to recruit (the client)
and the individual seeking a career move or
temporary assignment (the candidate). It is primarily
a sales role, with high rewards for impressive results.
? Advice, interview, shortlist/screening
Procedures
? Job description, Specification, employee
specification
? Consultant reach potential employee from data bank
? Shortlist and conduct preliminary interview
? Inform organisation and candidate about the venue
? Feedback from organisation
Campus recruitment
? Campus placement or campus interview is the
program conducted within educational institutes or
in a common place to provide jobs to students
pursuing or in the stage of completing the
programme.
Procedures
? 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
CAMPUS RECRUITMENT
Advantage:
? Good candidate pool
? Save time and efforts
? Crease selection ratio
? Increase brand identity
Disadvantages:
? Less quality
? Lack of experienced candidate
? Less in joining turn over ratio
Unsolicited application
? Employee reach employer through Email, letter,
telephone or in person constitute of prospective
applicants
Advantages:
? Better option
? Loyalty
? Economic
Disadvantage:
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 also
individuals who are content in their current position
Internet portals Methods Job boards
Employer websites-company owned sites or sites
developed by various employers
? Professional websites
? Career websites
? Weblogs
? Virtual job fairs
? Niche job portals
Employer websites-Direct employers.com
.
?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
Developed for Employers, By
Employers
We?re not a vendor offering
your organization ?check-the-
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 formed 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 jobs.com
? Attorneyjobs.com
? Used for background checks
E-recruiting?methods
? Professional websites :specific?jobs
Eg:www.shrm.org
Virtual?job?fair:
A?virtual career fair?(sometimes?called?an?online?job
fair)?is?on?online??event??(as?it?takes?place?at?a?certain?time?
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
virtualcareerfairs.com/
vFairs?is?a?web?platform?allowing?you?to?host?online?
events,?career fairs,?job fairs,?tradeshows,?expos?and?
conferences.
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.
FirstRanker.com - FirstRanker's Choice
CHAPTER 4
External hiring
? External recruitment?is?the?assessment?of?an?
available?pool?of?job?candidates,?other?than?existing?
staff,?to?see?if?there?are?any?sufficiently?skilled?or?
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
? This involves recruiting a candidate through
references, networks, job portals or they may
approach recruitment agencies. In order to compete
with other companies & increase their standard,
employers hunt for best talents working for other top
companies.
Advantages of External Recruitment
1.Create new opportunities for external employees.
2.Best candidates can be placed for the roles
3.Cost of employees can be minimized
4.There are less chances of partiality
6.Uniqueness in employee?s work for different
companies can take the current company to extra mile
7.Able to recruit the skills it needs
Disadvantages of External Recruitment
1.Cost to hire is high.
2.External process is more time consuming as
compared to internal process.
3.Sourcing quality candidates becomes difficult for the
companies.
4.Internal recruiters lack headhunting skills ( Less
references & networks ). They may have to approach
Recruitment agencies to hire the people.
Sources of External recruitment
? Advertisement / media in newspaper, TV/Radio
? Employment exchange
? Campus recruitment
? Consultants
? unsolicited applications ?Walk ins, write in, talk-ins
? Internet
Job advertisement
? 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, employer
?Blind ads: no identification of the organization
?Self ad by jobseekers
Ads must contain the following:
I. Job content
II. Job location
III. Compensation
IV. Job specifications
V. Growth prospects
VI. To whom one applies
Advertisement in Newspaper / Media
? 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
Disadvantages
?Expensive
?Huge competitions
?Audience
?Short shelf life
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
industrial establishments having 25 workers or more
Consultants
? A recruitment consultant is the intermediary
between organisations wishing to recruit (the client)
and the individual seeking a career move or
temporary assignment (the candidate). It is primarily
a sales role, with high rewards for impressive results.
? Advice, interview, shortlist/screening
Procedures
? Job description, Specification, employee
specification
? Consultant reach potential employee from data bank
? Shortlist and conduct preliminary interview
? Inform organisation and candidate about the venue
? Feedback from organisation
Campus recruitment
? Campus placement or campus interview is the
program conducted within educational institutes or
in a common place to provide jobs to students
pursuing or in the stage of completing the
programme.
Procedures
? 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
CAMPUS RECRUITMENT
Advantage:
? Good candidate pool
? Save time and efforts
? Crease selection ratio
? Increase brand identity
Disadvantages:
? Less quality
? Lack of experienced candidate
? Less in joining turn over ratio
Unsolicited application
? Employee reach employer through Email, letter,
telephone or in person constitute of prospective
applicants
Advantages:
? Better option
? Loyalty
? Economic
Disadvantage:
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 also
individuals who are content in their current position
Internet portals Methods Job boards
Employer websites-company owned sites or sites
developed by various employers
? Professional websites
? Career websites
? Weblogs
? Virtual job fairs
? Niche job portals
Employer websites-Direct employers.com
.
?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
Developed for Employers, By
Employers
We?re not a vendor offering
your organization ?check-the-
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 formed 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 jobs.com
? Attorneyjobs.com
? Used for background checks
E-recruiting?methods
? Professional websites :specific?jobs
Eg:www.shrm.org
Virtual?job?fair:
A?virtual career fair?(sometimes?called?an?online?job
fair)?is?on?online??event??(as?it?takes?place?at?a?certain?time?
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
virtualcareerfairs.com/
vFairs?is?a?web?platform?allowing?you?to?host?online?
events,?career fairs,?job fairs,?tradeshows,?expos?and?
conferences.
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 job
criteria
? Monster.com,
? Careerbuilder.com
FirstRanker.com - FirstRanker's Choice
CHAPTER 4
External hiring
? External recruitment?is?the?assessment?of?an?
available?pool?of?job?candidates,?other?than?existing?
staff,?to?see?if?there?are?any?sufficiently?skilled?or?
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
? This involves recruiting a candidate through
references, networks, job portals or they may
approach recruitment agencies. In order to compete
with other companies & increase their standard,
employers hunt for best talents working for other top
companies.
Advantages of External Recruitment
1.Create new opportunities for external employees.
2.Best candidates can be placed for the roles
3.Cost of employees can be minimized
4.There are less chances of partiality
6.Uniqueness in employee?s work for different
companies can take the current company to extra mile
7.Able to recruit the skills it needs
Disadvantages of External Recruitment
1.Cost to hire is high.
2.External process is more time consuming as
compared to internal process.
3.Sourcing quality candidates becomes difficult for the
companies.
4.Internal recruiters lack headhunting skills ( Less
references & networks ). They may have to approach
Recruitment agencies to hire the people.
Sources of External recruitment
? Advertisement / media in newspaper, TV/Radio
? Employment exchange
? Campus recruitment
? Consultants
? unsolicited applications ?Walk ins, write in, talk-ins
? Internet
Job advertisement
? 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, employer
?Blind ads: no identification of the organization
?Self ad by jobseekers
Ads must contain the following:
I. Job content
II. Job location
III. Compensation
IV. Job specifications
V. Growth prospects
VI. To whom one applies
Advertisement in Newspaper / Media
? 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
Disadvantages
?Expensive
?Huge competitions
?Audience
?Short shelf life
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
industrial establishments having 25 workers or more
Consultants
? A recruitment consultant is the intermediary
between organisations wishing to recruit (the client)
and the individual seeking a career move or
temporary assignment (the candidate). It is primarily
a sales role, with high rewards for impressive results.
? Advice, interview, shortlist/screening
Procedures
? Job description, Specification, employee
specification
? Consultant reach potential employee from data bank
? Shortlist and conduct preliminary interview
? Inform organisation and candidate about the venue
? Feedback from organisation
Campus recruitment
? Campus placement or campus interview is the
program conducted within educational institutes or
in a common place to provide jobs to students
pursuing or in the stage of completing the
programme.
Procedures
? 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
CAMPUS RECRUITMENT
Advantage:
? Good candidate pool
? Save time and efforts
? Crease selection ratio
? Increase brand identity
Disadvantages:
? Less quality
? Lack of experienced candidate
? Less in joining turn over ratio
Unsolicited application
? Employee reach employer through Email, letter,
telephone or in person constitute of prospective
applicants
Advantages:
? Better option
? Loyalty
? Economic
Disadvantage:
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 also
individuals who are content in their current position
Internet portals Methods Job boards
Employer websites-company owned sites or sites
developed by various employers
? Professional websites
? Career websites
? Weblogs
? Virtual job fairs
? Niche job portals
Employer websites-Direct employers.com
.
?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
Developed for Employers, By
Employers
We?re not a vendor offering
your organization ?check-the-
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 formed 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 jobs.com
? Attorneyjobs.com
? Used for background checks
E-recruiting?methods
? Professional websites :specific?jobs
Eg:www.shrm.org
Virtual?job?fair:
A?virtual career fair?(sometimes?called?an?online?job
fair)?is?on?online??event??(as?it?takes?place?at?a?certain?time?
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
virtualcareerfairs.com/
vFairs?is?a?web?platform?allowing?you?to?host?online?
events,?career fairs,?job fairs,?tradeshows,?expos?and?
conferences.
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 job
criteria
? Monster.com,
? Careerbuilder.com
Career websites
? Stores candidate database and companies have to
pay a fee
FirstRanker.com - FirstRanker's Choice
CHAPTER 4
External hiring
? External recruitment?is?the?assessment?of?an?
available?pool?of?job?candidates,?other?than?existing?
staff,?to?see?if?there?are?any?sufficiently?skilled?or?
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
? This involves recruiting a candidate through
references, networks, job portals or they may
approach recruitment agencies. In order to compete
with other companies & increase their standard,
employers hunt for best talents working for other top
companies.
Advantages of External Recruitment
1.Create new opportunities for external employees.
2.Best candidates can be placed for the roles
3.Cost of employees can be minimized
4.There are less chances of partiality
6.Uniqueness in employee?s work for different
companies can take the current company to extra mile
7.Able to recruit the skills it needs
Disadvantages of External Recruitment
1.Cost to hire is high.
2.External process is more time consuming as
compared to internal process.
3.Sourcing quality candidates becomes difficult for the
companies.
4.Internal recruiters lack headhunting skills ( Less
references & networks ). They may have to approach
Recruitment agencies to hire the people.
Sources of External recruitment
? Advertisement / media in newspaper, TV/Radio
? Employment exchange
? Campus recruitment
? Consultants
? unsolicited applications ?Walk ins, write in, talk-ins
? Internet
Job advertisement
? 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, employer
?Blind ads: no identification of the organization
?Self ad by jobseekers
Ads must contain the following:
I. Job content
II. Job location
III. Compensation
IV. Job specifications
V. Growth prospects
VI. To whom one applies
Advertisement in Newspaper / Media
? 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
Disadvantages
?Expensive
?Huge competitions
?Audience
?Short shelf life
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
industrial establishments having 25 workers or more
Consultants
? A recruitment consultant is the intermediary
between organisations wishing to recruit (the client)
and the individual seeking a career move or
temporary assignment (the candidate). It is primarily
a sales role, with high rewards for impressive results.
? Advice, interview, shortlist/screening
Procedures
? Job description, Specification, employee
specification
? Consultant reach potential employee from data bank
? Shortlist and conduct preliminary interview
? Inform organisation and candidate about the venue
? Feedback from organisation
Campus recruitment
? Campus placement or campus interview is the
program conducted within educational institutes or
in a common place to provide jobs to students
pursuing or in the stage of completing the
programme.
Procedures
? 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
CAMPUS RECRUITMENT
Advantage:
? Good candidate pool
? Save time and efforts
? Crease selection ratio
? Increase brand identity
Disadvantages:
? Less quality
? Lack of experienced candidate
? Less in joining turn over ratio
Unsolicited application
? Employee reach employer through Email, letter,
telephone or in person constitute of prospective
applicants
Advantages:
? Better option
? Loyalty
? Economic
Disadvantage:
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 also
individuals who are content in their current position
Internet portals Methods Job boards
Employer websites-company owned sites or sites
developed by various employers
? Professional websites
? Career websites
? Weblogs
? Virtual job fairs
? Niche job portals
Employer websites-Direct employers.com
.
?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
Developed for Employers, By
Employers
We?re not a vendor offering
your organization ?check-the-
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 formed 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 jobs.com
? Attorneyjobs.com
? Used for background checks
E-recruiting?methods
? Professional websites :specific?jobs
Eg:www.shrm.org
Virtual?job?fair:
A?virtual career fair?(sometimes?called?an?online?job
fair)?is?on?online??event??(as?it?takes?place?at?a?certain?time?
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
virtualcareerfairs.com/
vFairs?is?a?web?platform?allowing?you?to?host?online?
events,?career fairs,?job fairs,?tradeshows,?expos?and?
conferences.
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 job
criteria
? Monster.com,
? Careerbuilder.com
Career websites
? Stores candidate database and companies have to
pay a fee
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. The
NACE link Network, an alliance among the
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.
FirstRanker.com - FirstRanker's Choice
CHAPTER 4
External hiring
? External recruitment?is?the?assessment?of?an?
available?pool?of?job?candidates,?other?than?existing?
staff,?to?see?if?there?are?any?sufficiently?skilled?or?
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
? This involves recruiting a candidate through
references, networks, job portals or they may
approach recruitment agencies. In order to compete
with other companies & increase their standard,
employers hunt for best talents working for other top
companies.
Advantages of External Recruitment
1.Create new opportunities for external employees.
2.Best candidates can be placed for the roles
3.Cost of employees can be minimized
4.There are less chances of partiality
6.Uniqueness in employee?s work for different
companies can take the current company to extra mile
7.Able to recruit the skills it needs
Disadvantages of External Recruitment
1.Cost to hire is high.
2.External process is more time consuming as
compared to internal process.
3.Sourcing quality candidates becomes difficult for the
companies.
4.Internal recruiters lack headhunting skills ( Less
references & networks ). They may have to approach
Recruitment agencies to hire the people.
Sources of External recruitment
? Advertisement / media in newspaper, TV/Radio
? Employment exchange
? Campus recruitment
? Consultants
? unsolicited applications ?Walk ins, write in, talk-ins
? Internet
Job advertisement
? 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, employer
?Blind ads: no identification of the organization
?Self ad by jobseekers
Ads must contain the following:
I. Job content
II. Job location
III. Compensation
IV. Job specifications
V. Growth prospects
VI. To whom one applies
Advertisement in Newspaper / Media
? 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
Disadvantages
?Expensive
?Huge competitions
?Audience
?Short shelf life
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
industrial establishments having 25 workers or more
Consultants
? A recruitment consultant is the intermediary
between organisations wishing to recruit (the client)
and the individual seeking a career move or
temporary assignment (the candidate). It is primarily
a sales role, with high rewards for impressive results.
? Advice, interview, shortlist/screening
Procedures
? Job description, Specification, employee
specification
? Consultant reach potential employee from data bank
? Shortlist and conduct preliminary interview
? Inform organisation and candidate about the venue
? Feedback from organisation
Campus recruitment
? Campus placement or campus interview is the
program conducted within educational institutes or
in a common place to provide jobs to students
pursuing or in the stage of completing the
programme.
Procedures
? 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
CAMPUS RECRUITMENT
Advantage:
? Good candidate pool
? Save time and efforts
? Crease selection ratio
? Increase brand identity
Disadvantages:
? Less quality
? Lack of experienced candidate
? Less in joining turn over ratio
Unsolicited application
? Employee reach employer through Email, letter,
telephone or in person constitute of prospective
applicants
Advantages:
? Better option
? Loyalty
? Economic
Disadvantage:
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 also
individuals who are content in their current position
Internet portals Methods Job boards
Employer websites-company owned sites or sites
developed by various employers
? Professional websites
? Career websites
? Weblogs
? Virtual job fairs
? Niche job portals
Employer websites-Direct employers.com
.
?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
Developed for Employers, By
Employers
We?re not a vendor offering
your organization ?check-the-
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 formed 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 jobs.com
? Attorneyjobs.com
? Used for background checks
E-recruiting?methods
? Professional websites :specific?jobs
Eg:www.shrm.org
Virtual?job?fair:
A?virtual career fair?(sometimes?called?an?online?job
fair)?is?on?online??event??(as?it?takes?place?at?a?certain?time?
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
virtualcareerfairs.com/
vFairs?is?a?web?platform?allowing?you?to?host?online?
events,?career fairs,?job fairs,?tradeshows,?expos?and?
conferences.
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 job
criteria
? Monster.com,
? Careerbuilder.com
Career websites
? Stores candidate database and companies have to
pay a fee
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. The
NACE link Network, an alliance among the
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
? A niche job board is a website that provides a simple way
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 locate
them in one place.
? efinancialcareers.com-efinancialcareers enables you
to identify opportunities in 35 different niches within
finance such as accounting, asset management,
commercial banking, retail banking, investment banking,
trading and derivatives, College recruiter.com,
Craigslist.com
FirstRanker.com - FirstRanker's Choice
CHAPTER 4
External hiring
? External recruitment?is?the?assessment?of?an?
available?pool?of?job?candidates,?other?than?existing?
staff,?to?see?if?there?are?any?sufficiently?skilled?or?
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
? This involves recruiting a candidate through
references, networks, job portals or they may
approach recruitment agencies. In order to compete
with other companies & increase their standard,
employers hunt for best talents working for other top
companies.
Advantages of External Recruitment
1.Create new opportunities for external employees.
2.Best candidates can be placed for the roles
3.Cost of employees can be minimized
4.There are less chances of partiality
6.Uniqueness in employee?s work for different
companies can take the current company to extra mile
7.Able to recruit the skills it needs
Disadvantages of External Recruitment
1.Cost to hire is high.
2.External process is more time consuming as
compared to internal process.
3.Sourcing quality candidates becomes difficult for the
companies.
4.Internal recruiters lack headhunting skills ( Less
references & networks ). They may have to approach
Recruitment agencies to hire the people.
Sources of External recruitment
? Advertisement / media in newspaper, TV/Radio
? Employment exchange
? Campus recruitment
? Consultants
? unsolicited applications ?Walk ins, write in, talk-ins
? Internet
Job advertisement
? 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, employer
?Blind ads: no identification of the organization
?Self ad by jobseekers
Ads must contain the following:
I. Job content
II. Job location
III. Compensation
IV. Job specifications
V. Growth prospects
VI. To whom one applies
Advertisement in Newspaper / Media
? 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
Disadvantages
?Expensive
?Huge competitions
?Audience
?Short shelf life
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
industrial establishments having 25 workers or more
Consultants
? A recruitment consultant is the intermediary
between organisations wishing to recruit (the client)
and the individual seeking a career move or
temporary assignment (the candidate). It is primarily
a sales role, with high rewards for impressive results.
? Advice, interview, shortlist/screening
Procedures
? Job description, Specification, employee
specification
? Consultant reach potential employee from data bank
? Shortlist and conduct preliminary interview
? Inform organisation and candidate about the venue
? Feedback from organisation
Campus recruitment
? Campus placement or campus interview is the
program conducted within educational institutes or
in a common place to provide jobs to students
pursuing or in the stage of completing the
programme.
Procedures
? 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
CAMPUS RECRUITMENT
Advantage:
? Good candidate pool
? Save time and efforts
? Crease selection ratio
? Increase brand identity
Disadvantages:
? Less quality
? Lack of experienced candidate
? Less in joining turn over ratio
Unsolicited application
? Employee reach employer through Email, letter,
telephone or in person constitute of prospective
applicants
Advantages:
? Better option
? Loyalty
? Economic
Disadvantage:
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 also
individuals who are content in their current position
Internet portals Methods Job boards
Employer websites-company owned sites or sites
developed by various employers
? Professional websites
? Career websites
? Weblogs
? Virtual job fairs
? Niche job portals
Employer websites-Direct employers.com
.
?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
Developed for Employers, By
Employers
We?re not a vendor offering
your organization ?check-the-
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 formed 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 jobs.com
? Attorneyjobs.com
? Used for background checks
E-recruiting?methods
? Professional websites :specific?jobs
Eg:www.shrm.org
Virtual?job?fair:
A?virtual career fair?(sometimes?called?an?online?job
fair)?is?on?online??event??(as?it?takes?place?at?a?certain?time?
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
virtualcareerfairs.com/
vFairs?is?a?web?platform?allowing?you?to?host?online?
events,?career fairs,?job fairs,?tradeshows,?expos?and?
conferences.
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 job
criteria
? Monster.com,
? Careerbuilder.com
Career websites
? Stores candidate database and companies have to
pay a fee
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. The
NACE link Network, an alliance among the
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
? A niche job board is a website that provides a simple way
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 locate
them in one place.
? efinancialcareers.com-efinancialcareers enables you
to identify opportunities in 35 different niches within
finance such as accounting, asset management,
commercial banking, retail banking, investment banking,
trading and derivatives, College recruiter.com,
Craigslist.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 weed
out the unqualified candidates in an automated way
FirstRanker.com - FirstRanker's Choice
CHAPTER 4
External hiring
? External recruitment?is?the?assessment?of?an?
available?pool?of?job?candidates,?other?than?existing?
staff,?to?see?if?there?are?any?sufficiently?skilled?or?
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
? This involves recruiting a candidate through
references, networks, job portals or they may
approach recruitment agencies. In order to compete
with other companies & increase their standard,
employers hunt for best talents working for other top
companies.
Advantages of External Recruitment
1.Create new opportunities for external employees.
2.Best candidates can be placed for the roles
3.Cost of employees can be minimized
4.There are less chances of partiality
6.Uniqueness in employee?s work for different
companies can take the current company to extra mile
7.Able to recruit the skills it needs
Disadvantages of External Recruitment
1.Cost to hire is high.
2.External process is more time consuming as
compared to internal process.
3.Sourcing quality candidates becomes difficult for the
companies.
4.Internal recruiters lack headhunting skills ( Less
references & networks ). They may have to approach
Recruitment agencies to hire the people.
Sources of External recruitment
? Advertisement / media in newspaper, TV/Radio
? Employment exchange
? Campus recruitment
? Consultants
? unsolicited applications ?Walk ins, write in, talk-ins
? Internet
Job advertisement
? 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, employer
?Blind ads: no identification of the organization
?Self ad by jobseekers
Ads must contain the following:
I. Job content
II. Job location
III. Compensation
IV. Job specifications
V. Growth prospects
VI. To whom one applies
Advertisement in Newspaper / Media
? 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
Disadvantages
?Expensive
?Huge competitions
?Audience
?Short shelf life
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
industrial establishments having 25 workers or more
Consultants
? A recruitment consultant is the intermediary
between organisations wishing to recruit (the client)
and the individual seeking a career move or
temporary assignment (the candidate). It is primarily
a sales role, with high rewards for impressive results.
? Advice, interview, shortlist/screening
Procedures
? Job description, Specification, employee
specification
? Consultant reach potential employee from data bank
? Shortlist and conduct preliminary interview
? Inform organisation and candidate about the venue
? Feedback from organisation
Campus recruitment
? Campus placement or campus interview is the
program conducted within educational institutes or
in a common place to provide jobs to students
pursuing or in the stage of completing the
programme.
Procedures
? 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
CAMPUS RECRUITMENT
Advantage:
? Good candidate pool
? Save time and efforts
? Crease selection ratio
? Increase brand identity
Disadvantages:
? Less quality
? Lack of experienced candidate
? Less in joining turn over ratio
Unsolicited application
? Employee reach employer through Email, letter,
telephone or in person constitute of prospective
applicants
Advantages:
? Better option
? Loyalty
? Economic
Disadvantage:
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 also
individuals who are content in their current position
Internet portals Methods Job boards
Employer websites-company owned sites or sites
developed by various employers
? Professional websites
? Career websites
? Weblogs
? Virtual job fairs
? Niche job portals
Employer websites-Direct employers.com
.
?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
Developed for Employers, By
Employers
We?re not a vendor offering
your organization ?check-the-
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 formed 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 jobs.com
? Attorneyjobs.com
? Used for background checks
E-recruiting?methods
? Professional websites :specific?jobs
Eg:www.shrm.org
Virtual?job?fair:
A?virtual career fair?(sometimes?called?an?online?job
fair)?is?on?online??event??(as?it?takes?place?at?a?certain?time?
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
virtualcareerfairs.com/
vFairs?is?a?web?platform?allowing?you?to?host?online?
events,?career fairs,?job fairs,?tradeshows,?expos?and?
conferences.
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 job
criteria
? Monster.com,
? Careerbuilder.com
Career websites
? Stores candidate database and companies have to
pay a fee
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. The
NACE link Network, an alliance among the
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
? A niche job board is a website that provides a simple way
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 locate
them in one place.
? efinancialcareers.com-efinancialcareers enables you
to identify opportunities in 35 different niches within
finance such as accounting, asset management,
commercial banking, retail banking, investment banking,
trading and derivatives, College recruiter.com,
Craigslist.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 weed
out the unqualified candidates in an automated way
?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
Disadvantages of e-recruiting
FirstRanker.com - FirstRanker's Choice
CHAPTER 4
External hiring
? External recruitment?is?the?assessment?of?an?
available?pool?of?job?candidates,?other?than?existing?
staff,?to?see?if?there?are?any?sufficiently?skilled?or?
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
? This involves recruiting a candidate through
references, networks, job portals or they may
approach recruitment agencies. In order to compete
with other companies & increase their standard,
employers hunt for best talents working for other top
companies.
Advantages of External Recruitment
1.Create new opportunities for external employees.
2.Best candidates can be placed for the roles
3.Cost of employees can be minimized
4.There are less chances of partiality
6.Uniqueness in employee?s work for different
companies can take the current company to extra mile
7.Able to recruit the skills it needs
Disadvantages of External Recruitment
1.Cost to hire is high.
2.External process is more time consuming as
compared to internal process.
3.Sourcing quality candidates becomes difficult for the
companies.
4.Internal recruiters lack headhunting skills ( Less
references & networks ). They may have to approach
Recruitment agencies to hire the people.
Sources of External recruitment
? Advertisement / media in newspaper, TV/Radio
? Employment exchange
? Campus recruitment
? Consultants
? unsolicited applications ?Walk ins, write in, talk-ins
? Internet
Job advertisement
? 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, employer
?Blind ads: no identification of the organization
?Self ad by jobseekers
Ads must contain the following:
I. Job content
II. Job location
III. Compensation
IV. Job specifications
V. Growth prospects
VI. To whom one applies
Advertisement in Newspaper / Media
? 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
Disadvantages
?Expensive
?Huge competitions
?Audience
?Short shelf life
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
industrial establishments having 25 workers or more
Consultants
? A recruitment consultant is the intermediary
between organisations wishing to recruit (the client)
and the individual seeking a career move or
temporary assignment (the candidate). It is primarily
a sales role, with high rewards for impressive results.
? Advice, interview, shortlist/screening
Procedures
? Job description, Specification, employee
specification
? Consultant reach potential employee from data bank
? Shortlist and conduct preliminary interview
? Inform organisation and candidate about the venue
? Feedback from organisation
Campus recruitment
? Campus placement or campus interview is the
program conducted within educational institutes or
in a common place to provide jobs to students
pursuing or in the stage of completing the
programme.
Procedures
? 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
CAMPUS RECRUITMENT
Advantage:
? Good candidate pool
? Save time and efforts
? Crease selection ratio
? Increase brand identity
Disadvantages:
? Less quality
? Lack of experienced candidate
? Less in joining turn over ratio
Unsolicited application
? Employee reach employer through Email, letter,
telephone or in person constitute of prospective
applicants
Advantages:
? Better option
? Loyalty
? Economic
Disadvantage:
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 also
individuals who are content in their current position
Internet portals Methods Job boards
Employer websites-company owned sites or sites
developed by various employers
? Professional websites
? Career websites
? Weblogs
? Virtual job fairs
? Niche job portals
Employer websites-Direct employers.com
.
?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
Developed for Employers, By
Employers
We?re not a vendor offering
your organization ?check-the-
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 formed 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 jobs.com
? Attorneyjobs.com
? Used for background checks
E-recruiting?methods
? Professional websites :specific?jobs
Eg:www.shrm.org
Virtual?job?fair:
A?virtual career fair?(sometimes?called?an?online?job
fair)?is?on?online??event??(as?it?takes?place?at?a?certain?time?
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
virtualcareerfairs.com/
vFairs?is?a?web?platform?allowing?you?to?host?online?
events,?career fairs,?job fairs,?tradeshows,?expos?and?
conferences.
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 job
criteria
? Monster.com,
? Careerbuilder.com
Career websites
? Stores candidate database and companies have to
pay a fee
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. The
NACE link Network, an alliance among the
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
? A niche job board is a website that provides a simple way
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 locate
them in one place.
? efinancialcareers.com-efinancialcareers enables you
to identify opportunities in 35 different niches within
finance such as accounting, asset management,
commercial banking, retail banking, investment banking,
trading and derivatives, College recruiter.com,
Craigslist.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 weed
out the unqualified candidates in an automated way
?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
Disadvantages of e-recruiting Single or multiple sources
? NO single source of recruitment can suit the
organisation for different nature and at different
time
? Crucial to decide
Internal sources
? Skill inventories-record system of employees with
specific skills
? Job posting
? Inside moonlighting
FirstRanker.com - FirstRanker's Choice
CHAPTER 4
External hiring
? External recruitment?is?the?assessment?of?an?
available?pool?of?job?candidates,?other?than?existing?
staff,?to?see?if?there?are?any?sufficiently?skilled?or?
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
? This involves recruiting a candidate through
references, networks, job portals or they may
approach recruitment agencies. In order to compete
with other companies & increase their standard,
employers hunt for best talents working for other top
companies.
Advantages of External Recruitment
1.Create new opportunities for external employees.
2.Best candidates can be placed for the roles
3.Cost of employees can be minimized
4.There are less chances of partiality
6.Uniqueness in employee?s work for different
companies can take the current company to extra mile
7.Able to recruit the skills it needs
Disadvantages of External Recruitment
1.Cost to hire is high.
2.External process is more time consuming as
compared to internal process.
3.Sourcing quality candidates becomes difficult for the
companies.
4.Internal recruiters lack headhunting skills ( Less
references & networks ). They may have to approach
Recruitment agencies to hire the people.
Sources of External recruitment
? Advertisement / media in newspaper, TV/Radio
? Employment exchange
? Campus recruitment
? Consultants
? unsolicited applications ?Walk ins, write in, talk-ins
? Internet
Job advertisement
? 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, employer
?Blind ads: no identification of the organization
?Self ad by jobseekers
Ads must contain the following:
I. Job content
II. Job location
III. Compensation
IV. Job specifications
V. Growth prospects
VI. To whom one applies
Advertisement in Newspaper / Media
? 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
Disadvantages
?Expensive
?Huge competitions
?Audience
?Short shelf life
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
industrial establishments having 25 workers or more
Consultants
? A recruitment consultant is the intermediary
between organisations wishing to recruit (the client)
and the individual seeking a career move or
temporary assignment (the candidate). It is primarily
a sales role, with high rewards for impressive results.
? Advice, interview, shortlist/screening
Procedures
? Job description, Specification, employee
specification
? Consultant reach potential employee from data bank
? Shortlist and conduct preliminary interview
? Inform organisation and candidate about the venue
? Feedback from organisation
Campus recruitment
? Campus placement or campus interview is the
program conducted within educational institutes or
in a common place to provide jobs to students
pursuing or in the stage of completing the
programme.
Procedures
? 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
CAMPUS RECRUITMENT
Advantage:
? Good candidate pool
? Save time and efforts
? Crease selection ratio
? Increase brand identity
Disadvantages:
? Less quality
? Lack of experienced candidate
? Less in joining turn over ratio
Unsolicited application
? Employee reach employer through Email, letter,
telephone or in person constitute of prospective
applicants
Advantages:
? Better option
? Loyalty
? Economic
Disadvantage:
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 also
individuals who are content in their current position
Internet portals Methods Job boards
Employer websites-company owned sites or sites
developed by various employers
? Professional websites
? Career websites
? Weblogs
? Virtual job fairs
? Niche job portals
Employer websites-Direct employers.com
.
?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
Developed for Employers, By
Employers
We?re not a vendor offering
your organization ?check-the-
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 formed 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 jobs.com
? Attorneyjobs.com
? Used for background checks
E-recruiting?methods
? Professional websites :specific?jobs
Eg:www.shrm.org
Virtual?job?fair:
A?virtual career fair?(sometimes?called?an?online?job
fair)?is?on?online??event??(as?it?takes?place?at?a?certain?time?
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
virtualcareerfairs.com/
vFairs?is?a?web?platform?allowing?you?to?host?online?
events,?career fairs,?job fairs,?tradeshows,?expos?and?
conferences.
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 job
criteria
? Monster.com,
? Careerbuilder.com
Career websites
? Stores candidate database and companies have to
pay a fee
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. The
NACE link Network, an alliance among the
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
? A niche job board is a website that provides a simple way
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 locate
them in one place.
? efinancialcareers.com-efinancialcareers enables you
to identify opportunities in 35 different niches within
finance such as accounting, asset management,
commercial banking, retail banking, investment banking,
trading and derivatives, College recruiter.com,
Craigslist.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 weed
out the unqualified candidates in an automated way
?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
Disadvantages of e-recruiting Single or multiple sources
? NO single source of recruitment can suit the
organisation for different nature and at different
time
? Crucial to decide
Internal sources
? Skill inventories-record system of employees with
specific skills
? Job posting
? Inside moonlighting
?Employment agencies
?Media advertisement
?Posting
?Referrals
?Head hunting /skill researching
?Consultants
?Campus drive -Educational institutions
? Professional bodies
? Walk-ins
External sources
FirstRanker.com - FirstRanker's Choice
CHAPTER 4
External hiring
? External recruitment?is?the?assessment?of?an?
available?pool?of?job?candidates,?other?than?existing?
staff,?to?see?if?there?are?any?sufficiently?skilled?or?
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
? This involves recruiting a candidate through
references, networks, job portals or they may
approach recruitment agencies. In order to compete
with other companies & increase their standard,
employers hunt for best talents working for other top
companies.
Advantages of External Recruitment
1.Create new opportunities for external employees.
2.Best candidates can be placed for the roles
3.Cost of employees can be minimized
4.There are less chances of partiality
6.Uniqueness in employee?s work for different
companies can take the current company to extra mile
7.Able to recruit the skills it needs
Disadvantages of External Recruitment
1.Cost to hire is high.
2.External process is more time consuming as
compared to internal process.
3.Sourcing quality candidates becomes difficult for the
companies.
4.Internal recruiters lack headhunting skills ( Less
references & networks ). They may have to approach
Recruitment agencies to hire the people.
Sources of External recruitment
? Advertisement / media in newspaper, TV/Radio
? Employment exchange
? Campus recruitment
? Consultants
? unsolicited applications ?Walk ins, write in, talk-ins
? Internet
Job advertisement
? 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, employer
?Blind ads: no identification of the organization
?Self ad by jobseekers
Ads must contain the following:
I. Job content
II. Job location
III. Compensation
IV. Job specifications
V. Growth prospects
VI. To whom one applies
Advertisement in Newspaper / Media
? 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
Disadvantages
?Expensive
?Huge competitions
?Audience
?Short shelf life
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
industrial establishments having 25 workers or more
Consultants
? A recruitment consultant is the intermediary
between organisations wishing to recruit (the client)
and the individual seeking a career move or
temporary assignment (the candidate). It is primarily
a sales role, with high rewards for impressive results.
? Advice, interview, shortlist/screening
Procedures
? Job description, Specification, employee
specification
? Consultant reach potential employee from data bank
? Shortlist and conduct preliminary interview
? Inform organisation and candidate about the venue
? Feedback from organisation
Campus recruitment
? Campus placement or campus interview is the
program conducted within educational institutes or
in a common place to provide jobs to students
pursuing or in the stage of completing the
programme.
Procedures
? 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
CAMPUS RECRUITMENT
Advantage:
? Good candidate pool
? Save time and efforts
? Crease selection ratio
? Increase brand identity
Disadvantages:
? Less quality
? Lack of experienced candidate
? Less in joining turn over ratio
Unsolicited application
? Employee reach employer through Email, letter,
telephone or in person constitute of prospective
applicants
Advantages:
? Better option
? Loyalty
? Economic
Disadvantage:
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 also
individuals who are content in their current position
Internet portals Methods Job boards
Employer websites-company owned sites or sites
developed by various employers
? Professional websites
? Career websites
? Weblogs
? Virtual job fairs
? Niche job portals
Employer websites-Direct employers.com
.
?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
Developed for Employers, By
Employers
We?re not a vendor offering
your organization ?check-the-
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 formed 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 jobs.com
? Attorneyjobs.com
? Used for background checks
E-recruiting?methods
? Professional websites :specific?jobs
Eg:www.shrm.org
Virtual?job?fair:
A?virtual career fair?(sometimes?called?an?online?job
fair)?is?on?online??event??(as?it?takes?place?at?a?certain?time?
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
virtualcareerfairs.com/
vFairs?is?a?web?platform?allowing?you?to?host?online?
events,?career fairs,?job fairs,?tradeshows,?expos?and?
conferences.
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 job
criteria
? Monster.com,
? Careerbuilder.com
Career websites
? Stores candidate database and companies have to
pay a fee
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. The
NACE link Network, an alliance among the
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
? A niche job board is a website that provides a simple way
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 locate
them in one place.
? efinancialcareers.com-efinancialcareers enables you
to identify opportunities in 35 different niches within
finance such as accounting, asset management,
commercial banking, retail banking, investment banking,
trading and derivatives, College recruiter.com,
Craigslist.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 weed
out the unqualified candidates in an automated way
?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
Disadvantages of e-recruiting Single or multiple sources
? NO single source of recruitment can suit the
organisation for different nature and at different
time
? Crucial to decide
Internal sources
? Skill inventories-record system of employees with
specific skills
? Job posting
? Inside moonlighting
?Employment agencies
?Media advertisement
?Posting
?Referrals
?Head hunting /skill researching
?Consultants
?Campus drive -Educational institutions
? Professional bodies
? Walk-ins
External sources Choosing the best resource
? Reach to target audience
? Cost consideration
? Urgency
? Exemption level
? Capacity to get the high turnover
FirstRanker.com - FirstRanker's Choice
CHAPTER 4
External hiring
? External recruitment?is?the?assessment?of?an?
available?pool?of?job?candidates,?other?than?existing?
staff,?to?see?if?there?are?any?sufficiently?skilled?or?
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
? This involves recruiting a candidate through
references, networks, job portals or they may
approach recruitment agencies. In order to compete
with other companies & increase their standard,
employers hunt for best talents working for other top
companies.
Advantages of External Recruitment
1.Create new opportunities for external employees.
2.Best candidates can be placed for the roles
3.Cost of employees can be minimized
4.There are less chances of partiality
6.Uniqueness in employee?s work for different
companies can take the current company to extra mile
7.Able to recruit the skills it needs
Disadvantages of External Recruitment
1.Cost to hire is high.
2.External process is more time consuming as
compared to internal process.
3.Sourcing quality candidates becomes difficult for the
companies.
4.Internal recruiters lack headhunting skills ( Less
references & networks ). They may have to approach
Recruitment agencies to hire the people.
Sources of External recruitment
? Advertisement / media in newspaper, TV/Radio
? Employment exchange
? Campus recruitment
? Consultants
? unsolicited applications ?Walk ins, write in, talk-ins
? Internet
Job advertisement
? 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, employer
?Blind ads: no identification of the organization
?Self ad by jobseekers
Ads must contain the following:
I. Job content
II. Job location
III. Compensation
IV. Job specifications
V. Growth prospects
VI. To whom one applies
Advertisement in Newspaper / Media
? 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
Disadvantages
?Expensive
?Huge competitions
?Audience
?Short shelf life
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
industrial establishments having 25 workers or more
Consultants
? A recruitment consultant is the intermediary
between organisations wishing to recruit (the client)
and the individual seeking a career move or
temporary assignment (the candidate). It is primarily
a sales role, with high rewards for impressive results.
? Advice, interview, shortlist/screening
Procedures
? Job description, Specification, employee
specification
? Consultant reach potential employee from data bank
? Shortlist and conduct preliminary interview
? Inform organisation and candidate about the venue
? Feedback from organisation
Campus recruitment
? Campus placement or campus interview is the
program conducted within educational institutes or
in a common place to provide jobs to students
pursuing or in the stage of completing the
programme.
Procedures
? 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
CAMPUS RECRUITMENT
Advantage:
? Good candidate pool
? Save time and efforts
? Crease selection ratio
? Increase brand identity
Disadvantages:
? Less quality
? Lack of experienced candidate
? Less in joining turn over ratio
Unsolicited application
? Employee reach employer through Email, letter,
telephone or in person constitute of prospective
applicants
Advantages:
? Better option
? Loyalty
? Economic
Disadvantage:
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 also
individuals who are content in their current position
Internet portals Methods Job boards
Employer websites-company owned sites or sites
developed by various employers
? Professional websites
? Career websites
? Weblogs
? Virtual job fairs
? Niche job portals
Employer websites-Direct employers.com
.
?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
Developed for Employers, By
Employers
We?re not a vendor offering
your organization ?check-the-
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 formed 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 jobs.com
? Attorneyjobs.com
? Used for background checks
E-recruiting?methods
? Professional websites :specific?jobs
Eg:www.shrm.org
Virtual?job?fair:
A?virtual career fair?(sometimes?called?an?online?job
fair)?is?on?online??event??(as?it?takes?place?at?a?certain?time?
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
virtualcareerfairs.com/
vFairs?is?a?web?platform?allowing?you?to?host?online?
events,?career fairs,?job fairs,?tradeshows,?expos?and?
conferences.
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 job
criteria
? Monster.com,
? Careerbuilder.com
Career websites
? Stores candidate database and companies have to
pay a fee
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. The
NACE link Network, an alliance among the
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
? A niche job board is a website that provides a simple way
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 locate
them in one place.
? efinancialcareers.com-efinancialcareers enables you
to identify opportunities in 35 different niches within
finance such as accounting, asset management,
commercial banking, retail banking, investment banking,
trading and derivatives, College recruiter.com,
Craigslist.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 weed
out the unqualified candidates in an automated way
?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
Disadvantages of e-recruiting Single or multiple sources
? NO single source of recruitment can suit the
organisation for different nature and at different
time
? Crucial to decide
Internal sources
? Skill inventories-record system of employees with
specific skills
? Job posting
? Inside moonlighting
?Employment agencies
?Media advertisement
?Posting
?Referrals
?Head hunting /skill researching
?Consultants
?Campus drive -Educational institutions
? Professional bodies
? Walk-ins
External sources Choosing the best resource
? Reach to target audience
? Cost consideration
? Urgency
? Exemption level
? Capacity to get the high turnover
Choosing the best source
Appropriate media- Judgement
? Reach to target population
? Cost considerations
? Urgency/Immediate requirement
? Exemption level
? Predictability of the number of applicants
FirstRanker.com - FirstRanker's Choice
CHAPTER 4
External hiring
? External recruitment?is?the?assessment?of?an?
available?pool?of?job?candidates,?other?than?existing?
staff,?to?see?if?there?are?any?sufficiently?skilled?or?
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
? This involves recruiting a candidate through
references, networks, job portals or they may
approach recruitment agencies. In order to compete
with other companies & increase their standard,
employers hunt for best talents working for other top
companies.
Advantages of External Recruitment
1.Create new opportunities for external employees.
2.Best candidates can be placed for the roles
3.Cost of employees can be minimized
4.There are less chances of partiality
6.Uniqueness in employee?s work for different
companies can take the current company to extra mile
7.Able to recruit the skills it needs
Disadvantages of External Recruitment
1.Cost to hire is high.
2.External process is more time consuming as
compared to internal process.
3.Sourcing quality candidates becomes difficult for the
companies.
4.Internal recruiters lack headhunting skills ( Less
references & networks ). They may have to approach
Recruitment agencies to hire the people.
Sources of External recruitment
? Advertisement / media in newspaper, TV/Radio
? Employment exchange
? Campus recruitment
? Consultants
? unsolicited applications ?Walk ins, write in, talk-ins
? Internet
Job advertisement
? 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, employer
?Blind ads: no identification of the organization
?Self ad by jobseekers
Ads must contain the following:
I. Job content
II. Job location
III. Compensation
IV. Job specifications
V. Growth prospects
VI. To whom one applies
Advertisement in Newspaper / Media
? 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
Disadvantages
?Expensive
?Huge competitions
?Audience
?Short shelf life
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
industrial establishments having 25 workers or more
Consultants
? A recruitment consultant is the intermediary
between organisations wishing to recruit (the client)
and the individual seeking a career move or
temporary assignment (the candidate). It is primarily
a sales role, with high rewards for impressive results.
? Advice, interview, shortlist/screening
Procedures
? Job description, Specification, employee
specification
? Consultant reach potential employee from data bank
? Shortlist and conduct preliminary interview
? Inform organisation and candidate about the venue
? Feedback from organisation
Campus recruitment
? Campus placement or campus interview is the
program conducted within educational institutes or
in a common place to provide jobs to students
pursuing or in the stage of completing the
programme.
Procedures
? 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
CAMPUS RECRUITMENT
Advantage:
? Good candidate pool
? Save time and efforts
? Crease selection ratio
? Increase brand identity
Disadvantages:
? Less quality
? Lack of experienced candidate
? Less in joining turn over ratio
Unsolicited application
? Employee reach employer through Email, letter,
telephone or in person constitute of prospective
applicants
Advantages:
? Better option
? Loyalty
? Economic
Disadvantage:
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 also
individuals who are content in their current position
Internet portals Methods Job boards
Employer websites-company owned sites or sites
developed by various employers
? Professional websites
? Career websites
? Weblogs
? Virtual job fairs
? Niche job portals
Employer websites-Direct employers.com
.
?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
Developed for Employers, By
Employers
We?re not a vendor offering
your organization ?check-the-
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 formed 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 jobs.com
? Attorneyjobs.com
? Used for background checks
E-recruiting?methods
? Professional websites :specific?jobs
Eg:www.shrm.org
Virtual?job?fair:
A?virtual career fair?(sometimes?called?an?online?job
fair)?is?on?online??event??(as?it?takes?place?at?a?certain?time?
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
virtualcareerfairs.com/
vFairs?is?a?web?platform?allowing?you?to?host?online?
events,?career fairs,?job fairs,?tradeshows,?expos?and?
conferences.
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 job
criteria
? Monster.com,
? Careerbuilder.com
Career websites
? Stores candidate database and companies have to
pay a fee
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. The
NACE link Network, an alliance among the
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
? A niche job board is a website that provides a simple way
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 locate
them in one place.
? efinancialcareers.com-efinancialcareers enables you
to identify opportunities in 35 different niches within
finance such as accounting, asset management,
commercial banking, retail banking, investment banking,
trading and derivatives, College recruiter.com,
Craigslist.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 weed
out the unqualified candidates in an automated way
?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
Disadvantages of e-recruiting Single or multiple sources
? NO single source of recruitment can suit the
organisation for different nature and at different
time
? Crucial to decide
Internal sources
? Skill inventories-record system of employees with
specific skills
? Job posting
? Inside moonlighting
?Employment agencies
?Media advertisement
?Posting
?Referrals
?Head hunting /skill researching
?Consultants
?Campus drive -Educational institutions
? Professional bodies
? Walk-ins
External sources Choosing the best resource
? Reach to target audience
? Cost consideration
? Urgency
? Exemption level
? Capacity to get the high turnover
Choosing the best source
Appropriate media- Judgement
? Reach to target population
? Cost considerations
? Urgency/Immediate requirement
? Exemption level
? Predictability of the number of applicants
Contents of JOB AD
Contents:
?Job Title
?Salary and benefits
?Skills and experience
? Role summary
?Location
?Company summery
FirstRanker.com - FirstRanker's Choice
CHAPTER 4
External hiring
? External recruitment?is?the?assessment?of?an?
available?pool?of?job?candidates,?other?than?existing?
staff,?to?see?if?there?are?any?sufficiently?skilled?or?
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
? This involves recruiting a candidate through
references, networks, job portals or they may
approach recruitment agencies. In order to compete
with other companies & increase their standard,
employers hunt for best talents working for other top
companies.
Advantages of External Recruitment
1.Create new opportunities for external employees.
2.Best candidates can be placed for the roles
3.Cost of employees can be minimized
4.There are less chances of partiality
6.Uniqueness in employee?s work for different
companies can take the current company to extra mile
7.Able to recruit the skills it needs
Disadvantages of External Recruitment
1.Cost to hire is high.
2.External process is more time consuming as
compared to internal process.
3.Sourcing quality candidates becomes difficult for the
companies.
4.Internal recruiters lack headhunting skills ( Less
references & networks ). They may have to approach
Recruitment agencies to hire the people.
Sources of External recruitment
? Advertisement / media in newspaper, TV/Radio
? Employment exchange
? Campus recruitment
? Consultants
? unsolicited applications ?Walk ins, write in, talk-ins
? Internet
Job advertisement
? 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, employer
?Blind ads: no identification of the organization
?Self ad by jobseekers
Ads must contain the following:
I. Job content
II. Job location
III. Compensation
IV. Job specifications
V. Growth prospects
VI. To whom one applies
Advertisement in Newspaper / Media
? 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
Disadvantages
?Expensive
?Huge competitions
?Audience
?Short shelf life
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
industrial establishments having 25 workers or more
Consultants
? A recruitment consultant is the intermediary
between organisations wishing to recruit (the client)
and the individual seeking a career move or
temporary assignment (the candidate). It is primarily
a sales role, with high rewards for impressive results.
? Advice, interview, shortlist/screening
Procedures
? Job description, Specification, employee
specification
? Consultant reach potential employee from data bank
? Shortlist and conduct preliminary interview
? Inform organisation and candidate about the venue
? Feedback from organisation
Campus recruitment
? Campus placement or campus interview is the
program conducted within educational institutes or
in a common place to provide jobs to students
pursuing or in the stage of completing the
programme.
Procedures
? 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
CAMPUS RECRUITMENT
Advantage:
? Good candidate pool
? Save time and efforts
? Crease selection ratio
? Increase brand identity
Disadvantages:
? Less quality
? Lack of experienced candidate
? Less in joining turn over ratio
Unsolicited application
? Employee reach employer through Email, letter,
telephone or in person constitute of prospective
applicants
Advantages:
? Better option
? Loyalty
? Economic
Disadvantage:
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 also
individuals who are content in their current position
Internet portals Methods Job boards
Employer websites-company owned sites or sites
developed by various employers
? Professional websites
? Career websites
? Weblogs
? Virtual job fairs
? Niche job portals
Employer websites-Direct employers.com
.
?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
Developed for Employers, By
Employers
We?re not a vendor offering
your organization ?check-the-
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 formed 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 jobs.com
? Attorneyjobs.com
? Used for background checks
E-recruiting?methods
? Professional websites :specific?jobs
Eg:www.shrm.org
Virtual?job?fair:
A?virtual career fair?(sometimes?called?an?online?job
fair)?is?on?online??event??(as?it?takes?place?at?a?certain?time?
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
virtualcareerfairs.com/
vFairs?is?a?web?platform?allowing?you?to?host?online?
events,?career fairs,?job fairs,?tradeshows,?expos?and?
conferences.
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 job
criteria
? Monster.com,
? Careerbuilder.com
Career websites
? Stores candidate database and companies have to
pay a fee
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. The
NACE link Network, an alliance among the
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
? A niche job board is a website that provides a simple way
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 locate
them in one place.
? efinancialcareers.com-efinancialcareers enables you
to identify opportunities in 35 different niches within
finance such as accounting, asset management,
commercial banking, retail banking, investment banking,
trading and derivatives, College recruiter.com,
Craigslist.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 weed
out the unqualified candidates in an automated way
?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
Disadvantages of e-recruiting Single or multiple sources
? NO single source of recruitment can suit the
organisation for different nature and at different
time
? Crucial to decide
Internal sources
? Skill inventories-record system of employees with
specific skills
? Job posting
? Inside moonlighting
?Employment agencies
?Media advertisement
?Posting
?Referrals
?Head hunting /skill researching
?Consultants
?Campus drive -Educational institutions
? Professional bodies
? Walk-ins
External sources Choosing the best resource
? Reach to target audience
? Cost consideration
? Urgency
? Exemption level
? Capacity to get the high turnover
Choosing the best source
Appropriate media- Judgement
? Reach to target population
? Cost considerations
? Urgency/Immediate requirement
? Exemption level
? Predictability of the number of applicants
Contents of JOB AD
Contents:
?Job Title
?Salary and benefits
?Skills and experience
? Role summary
?Location
?Company summery
FirstRanker.com - FirstRanker's Choice
CHAPTER 4
External hiring
? External recruitment?is?the?assessment?of?an?
available?pool?of?job?candidates,?other?than?existing?
staff,?to?see?if?there?are?any?sufficiently?skilled?or?
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
? This involves recruiting a candidate through
references, networks, job portals or they may
approach recruitment agencies. In order to compete
with other companies & increase their standard,
employers hunt for best talents working for other top
companies.
Advantages of External Recruitment
1.Create new opportunities for external employees.
2.Best candidates can be placed for the roles
3.Cost of employees can be minimized
4.There are less chances of partiality
6.Uniqueness in employee?s work for different
companies can take the current company to extra mile
7.Able to recruit the skills it needs
Disadvantages of External Recruitment
1.Cost to hire is high.
2.External process is more time consuming as
compared to internal process.
3.Sourcing quality candidates becomes difficult for the
companies.
4.Internal recruiters lack headhunting skills ( Less
references & networks ). They may have to approach
Recruitment agencies to hire the people.
Sources of External recruitment
? Advertisement / media in newspaper, TV/Radio
? Employment exchange
? Campus recruitment
? Consultants
? unsolicited applications ?Walk ins, write in, talk-ins
? Internet
Job advertisement
? 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, employer
?Blind ads: no identification of the organization
?Self ad by jobseekers
Ads must contain the following:
I. Job content
II. Job location
III. Compensation
IV. Job specifications
V. Growth prospects
VI. To whom one applies
Advertisement in Newspaper / Media
? 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
Disadvantages
?Expensive
?Huge competitions
?Audience
?Short shelf life
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
industrial establishments having 25 workers or more
Consultants
? A recruitment consultant is the intermediary
between organisations wishing to recruit (the client)
and the individual seeking a career move or
temporary assignment (the candidate). It is primarily
a sales role, with high rewards for impressive results.
? Advice, interview, shortlist/screening
Procedures
? Job description, Specification, employee
specification
? Consultant reach potential employee from data bank
? Shortlist and conduct preliminary interview
? Inform organisation and candidate about the venue
? Feedback from organisation
Campus recruitment
? Campus placement or campus interview is the
program conducted within educational institutes or
in a common place to provide jobs to students
pursuing or in the stage of completing the
programme.
Procedures
? 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
CAMPUS RECRUITMENT
Advantage:
? Good candidate pool
? Save time and efforts
? Crease selection ratio
? Increase brand identity
Disadvantages:
? Less quality
? Lack of experienced candidate
? Less in joining turn over ratio
Unsolicited application
? Employee reach employer through Email, letter,
telephone or in person constitute of prospective
applicants
Advantages:
? Better option
? Loyalty
? Economic
Disadvantage:
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 also
individuals who are content in their current position
Internet portals Methods Job boards
Employer websites-company owned sites or sites
developed by various employers
? Professional websites
? Career websites
? Weblogs
? Virtual job fairs
? Niche job portals
Employer websites-Direct employers.com
.
?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
Developed for Employers, By
Employers
We?re not a vendor offering
your organization ?check-the-
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 formed 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 jobs.com
? Attorneyjobs.com
? Used for background checks
E-recruiting?methods
? Professional websites :specific?jobs
Eg:www.shrm.org
Virtual?job?fair:
A?virtual career fair?(sometimes?called?an?online?job
fair)?is?on?online??event??(as?it?takes?place?at?a?certain?time?
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
virtualcareerfairs.com/
vFairs?is?a?web?platform?allowing?you?to?host?online?
events,?career fairs,?job fairs,?tradeshows,?expos?and?
conferences.
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 job
criteria
? Monster.com,
? Careerbuilder.com
Career websites
? Stores candidate database and companies have to
pay a fee
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. The
NACE link Network, an alliance among the
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
? A niche job board is a website that provides a simple way
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 locate
them in one place.
? efinancialcareers.com-efinancialcareers enables you
to identify opportunities in 35 different niches within
finance such as accounting, asset management,
commercial banking, retail banking, investment banking,
trading and derivatives, College recruiter.com,
Craigslist.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 weed
out the unqualified candidates in an automated way
?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
Disadvantages of e-recruiting Single or multiple sources
? NO single source of recruitment can suit the
organisation for different nature and at different
time
? Crucial to decide
Internal sources
? Skill inventories-record system of employees with
specific skills
? Job posting
? Inside moonlighting
?Employment agencies
?Media advertisement
?Posting
?Referrals
?Head hunting /skill researching
?Consultants
?Campus drive -Educational institutions
? Professional bodies
? Walk-ins
External sources Choosing the best resource
? Reach to target audience
? Cost consideration
? Urgency
? Exemption level
? Capacity to get the high turnover
Choosing the best source
Appropriate media- Judgement
? Reach to target population
? Cost considerations
? Urgency/Immediate requirement
? Exemption level
? Predictability of the number of applicants
Contents of JOB AD
Contents:
?Job Title
?Salary and benefits
?Skills and experience
? Role summary
?Location
?Company summery
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
FirstRanker.com - FirstRanker's Choice
CHAPTER 4
External hiring
? External recruitment?is?the?assessment?of?an?
available?pool?of?job?candidates,?other?than?existing?
staff,?to?see?if?there?are?any?sufficiently?skilled?or?
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
? This involves recruiting a candidate through
references, networks, job portals or they may
approach recruitment agencies. In order to compete
with other companies & increase their standard,
employers hunt for best talents working for other top
companies.
Advantages of External Recruitment
1.Create new opportunities for external employees.
2.Best candidates can be placed for the roles
3.Cost of employees can be minimized
4.There are less chances of partiality
6.Uniqueness in employee?s work for different
companies can take the current company to extra mile
7.Able to recruit the skills it needs
Disadvantages of External Recruitment
1.Cost to hire is high.
2.External process is more time consuming as
compared to internal process.
3.Sourcing quality candidates becomes difficult for the
companies.
4.Internal recruiters lack headhunting skills ( Less
references & networks ). They may have to approach
Recruitment agencies to hire the people.
Sources of External recruitment
? Advertisement / media in newspaper, TV/Radio
? Employment exchange
? Campus recruitment
? Consultants
? unsolicited applications ?Walk ins, write in, talk-ins
? Internet
Job advertisement
? 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, employer
?Blind ads: no identification of the organization
?Self ad by jobseekers
Ads must contain the following:
I. Job content
II. Job location
III. Compensation
IV. Job specifications
V. Growth prospects
VI. To whom one applies
Advertisement in Newspaper / Media
? 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
Disadvantages
?Expensive
?Huge competitions
?Audience
?Short shelf life
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
industrial establishments having 25 workers or more
Consultants
? A recruitment consultant is the intermediary
between organisations wishing to recruit (the client)
and the individual seeking a career move or
temporary assignment (the candidate). It is primarily
a sales role, with high rewards for impressive results.
? Advice, interview, shortlist/screening
Procedures
? Job description, Specification, employee
specification
? Consultant reach potential employee from data bank
? Shortlist and conduct preliminary interview
? Inform organisation and candidate about the venue
? Feedback from organisation
Campus recruitment
? Campus placement or campus interview is the
program conducted within educational institutes or
in a common place to provide jobs to students
pursuing or in the stage of completing the
programme.
Procedures
? 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
CAMPUS RECRUITMENT
Advantage:
? Good candidate pool
? Save time and efforts
? Crease selection ratio
? Increase brand identity
Disadvantages:
? Less quality
? Lack of experienced candidate
? Less in joining turn over ratio
Unsolicited application
? Employee reach employer through Email, letter,
telephone or in person constitute of prospective
applicants
Advantages:
? Better option
? Loyalty
? Economic
Disadvantage:
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 also
individuals who are content in their current position
Internet portals Methods Job boards
Employer websites-company owned sites or sites
developed by various employers
? Professional websites
? Career websites
? Weblogs
? Virtual job fairs
? Niche job portals
Employer websites-Direct employers.com
.
?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
Developed for Employers, By
Employers
We?re not a vendor offering
your organization ?check-the-
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 formed 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 jobs.com
? Attorneyjobs.com
? Used for background checks
E-recruiting?methods
? Professional websites :specific?jobs
Eg:www.shrm.org
Virtual?job?fair:
A?virtual career fair?(sometimes?called?an?online?job
fair)?is?on?online??event??(as?it?takes?place?at?a?certain?time?
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
virtualcareerfairs.com/
vFairs?is?a?web?platform?allowing?you?to?host?online?
events,?career fairs,?job fairs,?tradeshows,?expos?and?
conferences.
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 job
criteria
? Monster.com,
? Careerbuilder.com
Career websites
? Stores candidate database and companies have to
pay a fee
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. The
NACE link Network, an alliance among the
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
? A niche job board is a website that provides a simple way
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 locate
them in one place.
? efinancialcareers.com-efinancialcareers enables you
to identify opportunities in 35 different niches within
finance such as accounting, asset management,
commercial banking, retail banking, investment banking,
trading and derivatives, College recruiter.com,
Craigslist.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 weed
out the unqualified candidates in an automated way
?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
Disadvantages of e-recruiting Single or multiple sources
? NO single source of recruitment can suit the
organisation for different nature and at different
time
? Crucial to decide
Internal sources
? Skill inventories-record system of employees with
specific skills
? Job posting
? Inside moonlighting
?Employment agencies
?Media advertisement
?Posting
?Referrals
?Head hunting /skill researching
?Consultants
?Campus drive -Educational institutions
? Professional bodies
? Walk-ins
External sources Choosing the best resource
? Reach to target audience
? Cost consideration
? Urgency
? Exemption level
? Capacity to get the high turnover
Choosing the best source
Appropriate media- Judgement
? Reach to target population
? Cost considerations
? Urgency/Immediate requirement
? Exemption level
? Predictability of the number of applicants
Contents of JOB AD
Contents:
?Job Title
?Salary and benefits
?Skills and experience
? Role summary
?Location
?Company summery
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
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 that
long statements with little content
Include background information on your company-
listing of products or services you provide
FirstRanker.com - FirstRanker's Choice
CHAPTER 4
External hiring
? External recruitment?is?the?assessment?of?an?
available?pool?of?job?candidates,?other?than?existing?
staff,?to?see?if?there?are?any?sufficiently?skilled?or?
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
? This involves recruiting a candidate through
references, networks, job portals or they may
approach recruitment agencies. In order to compete
with other companies & increase their standard,
employers hunt for best talents working for other top
companies.
Advantages of External Recruitment
1.Create new opportunities for external employees.
2.Best candidates can be placed for the roles
3.Cost of employees can be minimized
4.There are less chances of partiality
6.Uniqueness in employee?s work for different
companies can take the current company to extra mile
7.Able to recruit the skills it needs
Disadvantages of External Recruitment
1.Cost to hire is high.
2.External process is more time consuming as
compared to internal process.
3.Sourcing quality candidates becomes difficult for the
companies.
4.Internal recruiters lack headhunting skills ( Less
references & networks ). They may have to approach
Recruitment agencies to hire the people.
Sources of External recruitment
? Advertisement / media in newspaper, TV/Radio
? Employment exchange
? Campus recruitment
? Consultants
? unsolicited applications ?Walk ins, write in, talk-ins
? Internet
Job advertisement
? 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, employer
?Blind ads: no identification of the organization
?Self ad by jobseekers
Ads must contain the following:
I. Job content
II. Job location
III. Compensation
IV. Job specifications
V. Growth prospects
VI. To whom one applies
Advertisement in Newspaper / Media
? 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
Disadvantages
?Expensive
?Huge competitions
?Audience
?Short shelf life
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
industrial establishments having 25 workers or more
Consultants
? A recruitment consultant is the intermediary
between organisations wishing to recruit (the client)
and the individual seeking a career move or
temporary assignment (the candidate). It is primarily
a sales role, with high rewards for impressive results.
? Advice, interview, shortlist/screening
Procedures
? Job description, Specification, employee
specification
? Consultant reach potential employee from data bank
? Shortlist and conduct preliminary interview
? Inform organisation and candidate about the venue
? Feedback from organisation
Campus recruitment
? Campus placement or campus interview is the
program conducted within educational institutes or
in a common place to provide jobs to students
pursuing or in the stage of completing the
programme.
Procedures
? 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
CAMPUS RECRUITMENT
Advantage:
? Good candidate pool
? Save time and efforts
? Crease selection ratio
? Increase brand identity
Disadvantages:
? Less quality
? Lack of experienced candidate
? Less in joining turn over ratio
Unsolicited application
? Employee reach employer through Email, letter,
telephone or in person constitute of prospective
applicants
Advantages:
? Better option
? Loyalty
? Economic
Disadvantage:
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 also
individuals who are content in their current position
Internet portals Methods Job boards
Employer websites-company owned sites or sites
developed by various employers
? Professional websites
? Career websites
? Weblogs
? Virtual job fairs
? Niche job portals
Employer websites-Direct employers.com
.
?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
Developed for Employers, By
Employers
We?re not a vendor offering
your organization ?check-the-
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 formed 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 jobs.com
? Attorneyjobs.com
? Used for background checks
E-recruiting?methods
? Professional websites :specific?jobs
Eg:www.shrm.org
Virtual?job?fair:
A?virtual career fair?(sometimes?called?an?online?job
fair)?is?on?online??event??(as?it?takes?place?at?a?certain?time?
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
virtualcareerfairs.com/
vFairs?is?a?web?platform?allowing?you?to?host?online?
events,?career fairs,?job fairs,?tradeshows,?expos?and?
conferences.
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 job
criteria
? Monster.com,
? Careerbuilder.com
Career websites
? Stores candidate database and companies have to
pay a fee
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. The
NACE link Network, an alliance among the
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
? A niche job board is a website that provides a simple way
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 locate
them in one place.
? efinancialcareers.com-efinancialcareers enables you
to identify opportunities in 35 different niches within
finance such as accounting, asset management,
commercial banking, retail banking, investment banking,
trading and derivatives, College recruiter.com,
Craigslist.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 weed
out the unqualified candidates in an automated way
?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
Disadvantages of e-recruiting Single or multiple sources
? NO single source of recruitment can suit the
organisation for different nature and at different
time
? Crucial to decide
Internal sources
? Skill inventories-record system of employees with
specific skills
? Job posting
? Inside moonlighting
?Employment agencies
?Media advertisement
?Posting
?Referrals
?Head hunting /skill researching
?Consultants
?Campus drive -Educational institutions
? Professional bodies
? Walk-ins
External sources Choosing the best resource
? Reach to target audience
? Cost consideration
? Urgency
? Exemption level
? Capacity to get the high turnover
Choosing the best source
Appropriate media- Judgement
? Reach to target population
? Cost considerations
? Urgency/Immediate requirement
? Exemption level
? Predictability of the number of applicants
Contents of JOB AD
Contents:
?Job Title
?Salary and benefits
?Skills and experience
? Role summary
?Location
?Company summery
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
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 that
long statements with little content
Include background information on your company-
listing of products or services you provide
? 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
FirstRanker.com - FirstRanker's Choice
CHAPTER 4
External hiring
? External recruitment?is?the?assessment?of?an?
available?pool?of?job?candidates,?other?than?existing?
staff,?to?see?if?there?are?any?sufficiently?skilled?or?
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
? This involves recruiting a candidate through
references, networks, job portals or they may
approach recruitment agencies. In order to compete
with other companies & increase their standard,
employers hunt for best talents working for other top
companies.
Advantages of External Recruitment
1.Create new opportunities for external employees.
2.Best candidates can be placed for the roles
3.Cost of employees can be minimized
4.There are less chances of partiality
6.Uniqueness in employee?s work for different
companies can take the current company to extra mile
7.Able to recruit the skills it needs
Disadvantages of External Recruitment
1.Cost to hire is high.
2.External process is more time consuming as
compared to internal process.
3.Sourcing quality candidates becomes difficult for the
companies.
4.Internal recruiters lack headhunting skills ( Less
references & networks ). They may have to approach
Recruitment agencies to hire the people.
Sources of External recruitment
? Advertisement / media in newspaper, TV/Radio
? Employment exchange
? Campus recruitment
? Consultants
? unsolicited applications ?Walk ins, write in, talk-ins
? Internet
Job advertisement
? 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, employer
?Blind ads: no identification of the organization
?Self ad by jobseekers
Ads must contain the following:
I. Job content
II. Job location
III. Compensation
IV. Job specifications
V. Growth prospects
VI. To whom one applies
Advertisement in Newspaper / Media
? 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
Disadvantages
?Expensive
?Huge competitions
?Audience
?Short shelf life
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
industrial establishments having 25 workers or more
Consultants
? A recruitment consultant is the intermediary
between organisations wishing to recruit (the client)
and the individual seeking a career move or
temporary assignment (the candidate). It is primarily
a sales role, with high rewards for impressive results.
? Advice, interview, shortlist/screening
Procedures
? Job description, Specification, employee
specification
? Consultant reach potential employee from data bank
? Shortlist and conduct preliminary interview
? Inform organisation and candidate about the venue
? Feedback from organisation
Campus recruitment
? Campus placement or campus interview is the
program conducted within educational institutes or
in a common place to provide jobs to students
pursuing or in the stage of completing the
programme.
Procedures
? 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
CAMPUS RECRUITMENT
Advantage:
? Good candidate pool
? Save time and efforts
? Crease selection ratio
? Increase brand identity
Disadvantages:
? Less quality
? Lack of experienced candidate
? Less in joining turn over ratio
Unsolicited application
? Employee reach employer through Email, letter,
telephone or in person constitute of prospective
applicants
Advantages:
? Better option
? Loyalty
? Economic
Disadvantage:
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 also
individuals who are content in their current position
Internet portals Methods Job boards
Employer websites-company owned sites or sites
developed by various employers
? Professional websites
? Career websites
? Weblogs
? Virtual job fairs
? Niche job portals
Employer websites-Direct employers.com
.
?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
Developed for Employers, By
Employers
We?re not a vendor offering
your organization ?check-the-
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 formed 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 jobs.com
? Attorneyjobs.com
? Used for background checks
E-recruiting?methods
? Professional websites :specific?jobs
Eg:www.shrm.org
Virtual?job?fair:
A?virtual career fair?(sometimes?called?an?online?job
fair)?is?on?online??event??(as?it?takes?place?at?a?certain?time?
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
virtualcareerfairs.com/
vFairs?is?a?web?platform?allowing?you?to?host?online?
events,?career fairs,?job fairs,?tradeshows,?expos?and?
conferences.
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 job
criteria
? Monster.com,
? Careerbuilder.com
Career websites
? Stores candidate database and companies have to
pay a fee
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. The
NACE link Network, an alliance among the
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
? A niche job board is a website that provides a simple way
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 locate
them in one place.
? efinancialcareers.com-efinancialcareers enables you
to identify opportunities in 35 different niches within
finance such as accounting, asset management,
commercial banking, retail banking, investment banking,
trading and derivatives, College recruiter.com,
Craigslist.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 weed
out the unqualified candidates in an automated way
?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
Disadvantages of e-recruiting Single or multiple sources
? NO single source of recruitment can suit the
organisation for different nature and at different
time
? Crucial to decide
Internal sources
? Skill inventories-record system of employees with
specific skills
? Job posting
? Inside moonlighting
?Employment agencies
?Media advertisement
?Posting
?Referrals
?Head hunting /skill researching
?Consultants
?Campus drive -Educational institutions
? Professional bodies
? Walk-ins
External sources Choosing the best resource
? Reach to target audience
? Cost consideration
? Urgency
? Exemption level
? Capacity to get the high turnover
Choosing the best source
Appropriate media- Judgement
? Reach to target population
? Cost considerations
? Urgency/Immediate requirement
? Exemption level
? Predictability of the number of applicants
Contents of JOB AD
Contents:
?Job Title
?Salary and benefits
?Skills and experience
? Role summary
?Location
?Company summery
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
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 that
long statements with little content
Include background information on your company-
listing of products or services you provide
? 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
? Job title
? The most important part of your job adAvoid using
jargon or internal titles. Job ads that use industry
standard titles are more likely to be seen by
candidates.
? Customer Service Representativeb
? Office Manager
? Analyst Programmer
? Customer Service Superstar
? Habitat Manager
? Bring your Analyst Programming Skills
FirstRanker.com - FirstRanker's Choice
CHAPTER 4
External hiring
? External recruitment?is?the?assessment?of?an?
available?pool?of?job?candidates,?other?than?existing?
staff,?to?see?if?there?are?any?sufficiently?skilled?or?
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
? This involves recruiting a candidate through
references, networks, job portals or they may
approach recruitment agencies. In order to compete
with other companies & increase their standard,
employers hunt for best talents working for other top
companies.
Advantages of External Recruitment
1.Create new opportunities for external employees.
2.Best candidates can be placed for the roles
3.Cost of employees can be minimized
4.There are less chances of partiality
6.Uniqueness in employee?s work for different
companies can take the current company to extra mile
7.Able to recruit the skills it needs
Disadvantages of External Recruitment
1.Cost to hire is high.
2.External process is more time consuming as
compared to internal process.
3.Sourcing quality candidates becomes difficult for the
companies.
4.Internal recruiters lack headhunting skills ( Less
references & networks ). They may have to approach
Recruitment agencies to hire the people.
Sources of External recruitment
? Advertisement / media in newspaper, TV/Radio
? Employment exchange
? Campus recruitment
? Consultants
? unsolicited applications ?Walk ins, write in, talk-ins
? Internet
Job advertisement
? 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, employer
?Blind ads: no identification of the organization
?Self ad by jobseekers
Ads must contain the following:
I. Job content
II. Job location
III. Compensation
IV. Job specifications
V. Growth prospects
VI. To whom one applies
Advertisement in Newspaper / Media
? 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
Disadvantages
?Expensive
?Huge competitions
?Audience
?Short shelf life
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
industrial establishments having 25 workers or more
Consultants
? A recruitment consultant is the intermediary
between organisations wishing to recruit (the client)
and the individual seeking a career move or
temporary assignment (the candidate). It is primarily
a sales role, with high rewards for impressive results.
? Advice, interview, shortlist/screening
Procedures
? Job description, Specification, employee
specification
? Consultant reach potential employee from data bank
? Shortlist and conduct preliminary interview
? Inform organisation and candidate about the venue
? Feedback from organisation
Campus recruitment
? Campus placement or campus interview is the
program conducted within educational institutes or
in a common place to provide jobs to students
pursuing or in the stage of completing the
programme.
Procedures
? 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
CAMPUS RECRUITMENT
Advantage:
? Good candidate pool
? Save time and efforts
? Crease selection ratio
? Increase brand identity
Disadvantages:
? Less quality
? Lack of experienced candidate
? Less in joining turn over ratio
Unsolicited application
? Employee reach employer through Email, letter,
telephone or in person constitute of prospective
applicants
Advantages:
? Better option
? Loyalty
? Economic
Disadvantage:
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 also
individuals who are content in their current position
Internet portals Methods Job boards
Employer websites-company owned sites or sites
developed by various employers
? Professional websites
? Career websites
? Weblogs
? Virtual job fairs
? Niche job portals
Employer websites-Direct employers.com
.
?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
Developed for Employers, By
Employers
We?re not a vendor offering
your organization ?check-the-
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 formed 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 jobs.com
? Attorneyjobs.com
? Used for background checks
E-recruiting?methods
? Professional websites :specific?jobs
Eg:www.shrm.org
Virtual?job?fair:
A?virtual career fair?(sometimes?called?an?online?job
fair)?is?on?online??event??(as?it?takes?place?at?a?certain?time?
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
virtualcareerfairs.com/
vFairs?is?a?web?platform?allowing?you?to?host?online?
events,?career fairs,?job fairs,?tradeshows,?expos?and?
conferences.
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 job
criteria
? Monster.com,
? Careerbuilder.com
Career websites
? Stores candidate database and companies have to
pay a fee
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. The
NACE link Network, an alliance among the
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
? A niche job board is a website that provides a simple way
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 locate
them in one place.
? efinancialcareers.com-efinancialcareers enables you
to identify opportunities in 35 different niches within
finance such as accounting, asset management,
commercial banking, retail banking, investment banking,
trading and derivatives, College recruiter.com,
Craigslist.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 weed
out the unqualified candidates in an automated way
?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
Disadvantages of e-recruiting Single or multiple sources
? NO single source of recruitment can suit the
organisation for different nature and at different
time
? Crucial to decide
Internal sources
? Skill inventories-record system of employees with
specific skills
? Job posting
? Inside moonlighting
?Employment agencies
?Media advertisement
?Posting
?Referrals
?Head hunting /skill researching
?Consultants
?Campus drive -Educational institutions
? Professional bodies
? Walk-ins
External sources Choosing the best resource
? Reach to target audience
? Cost consideration
? Urgency
? Exemption level
? Capacity to get the high turnover
Choosing the best source
Appropriate media- Judgement
? Reach to target population
? Cost considerations
? Urgency/Immediate requirement
? Exemption level
? Predictability of the number of applicants
Contents of JOB AD
Contents:
?Job Title
?Salary and benefits
?Skills and experience
? Role summary
?Location
?Company summery
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
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 that
long statements with little content
Include background information on your company-
listing of products or services you provide
? 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
? Job title
? The most important part of your job adAvoid using
jargon or internal titles. Job ads that use industry
standard titles are more likely to be seen by
candidates.
? Customer Service Representativeb
? Office Manager
? Analyst Programmer
? Customer Service Superstar
? Habitat Manager
? Bring your Analyst Programming Skills
? Key selling points
? The best things about the jobStandOut job ads let
you include three bullet points to showcase the best
things about the role.What will the candidate do?
? What?s a company highlight?
? What?s a benefit that your target candidate would
care about?
FirstRanker.com - FirstRanker's Choice
CHAPTER 4
External hiring
? External recruitment?is?the?assessment?of?an?
available?pool?of?job?candidates,?other?than?existing?
staff,?to?see?if?there?are?any?sufficiently?skilled?or?
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
? This involves recruiting a candidate through
references, networks, job portals or they may
approach recruitment agencies. In order to compete
with other companies & increase their standard,
employers hunt for best talents working for other top
companies.
Advantages of External Recruitment
1.Create new opportunities for external employees.
2.Best candidates can be placed for the roles
3.Cost of employees can be minimized
4.There are less chances of partiality
6.Uniqueness in employee?s work for different
companies can take the current company to extra mile
7.Able to recruit the skills it needs
Disadvantages of External Recruitment
1.Cost to hire is high.
2.External process is more time consuming as
compared to internal process.
3.Sourcing quality candidates becomes difficult for the
companies.
4.Internal recruiters lack headhunting skills ( Less
references & networks ). They may have to approach
Recruitment agencies to hire the people.
Sources of External recruitment
? Advertisement / media in newspaper, TV/Radio
? Employment exchange
? Campus recruitment
? Consultants
? unsolicited applications ?Walk ins, write in, talk-ins
? Internet
Job advertisement
? 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, employer
?Blind ads: no identification of the organization
?Self ad by jobseekers
Ads must contain the following:
I. Job content
II. Job location
III. Compensation
IV. Job specifications
V. Growth prospects
VI. To whom one applies
Advertisement in Newspaper / Media
? 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
Disadvantages
?Expensive
?Huge competitions
?Audience
?Short shelf life
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
industrial establishments having 25 workers or more
Consultants
? A recruitment consultant is the intermediary
between organisations wishing to recruit (the client)
and the individual seeking a career move or
temporary assignment (the candidate). It is primarily
a sales role, with high rewards for impressive results.
? Advice, interview, shortlist/screening
Procedures
? Job description, Specification, employee
specification
? Consultant reach potential employee from data bank
? Shortlist and conduct preliminary interview
? Inform organisation and candidate about the venue
? Feedback from organisation
Campus recruitment
? Campus placement or campus interview is the
program conducted within educational institutes or
in a common place to provide jobs to students
pursuing or in the stage of completing the
programme.
Procedures
? 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
CAMPUS RECRUITMENT
Advantage:
? Good candidate pool
? Save time and efforts
? Crease selection ratio
? Increase brand identity
Disadvantages:
? Less quality
? Lack of experienced candidate
? Less in joining turn over ratio
Unsolicited application
? Employee reach employer through Email, letter,
telephone or in person constitute of prospective
applicants
Advantages:
? Better option
? Loyalty
? Economic
Disadvantage:
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 also
individuals who are content in their current position
Internet portals Methods Job boards
Employer websites-company owned sites or sites
developed by various employers
? Professional websites
? Career websites
? Weblogs
? Virtual job fairs
? Niche job portals
Employer websites-Direct employers.com
.
?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
Developed for Employers, By
Employers
We?re not a vendor offering
your organization ?check-the-
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 formed 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 jobs.com
? Attorneyjobs.com
? Used for background checks
E-recruiting?methods
? Professional websites :specific?jobs
Eg:www.shrm.org
Virtual?job?fair:
A?virtual career fair?(sometimes?called?an?online?job
fair)?is?on?online??event??(as?it?takes?place?at?a?certain?time?
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
virtualcareerfairs.com/
vFairs?is?a?web?platform?allowing?you?to?host?online?
events,?career fairs,?job fairs,?tradeshows,?expos?and?
conferences.
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 job
criteria
? Monster.com,
? Careerbuilder.com
Career websites
? Stores candidate database and companies have to
pay a fee
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. The
NACE link Network, an alliance among the
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
? A niche job board is a website that provides a simple way
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 locate
them in one place.
? efinancialcareers.com-efinancialcareers enables you
to identify opportunities in 35 different niches within
finance such as accounting, asset management,
commercial banking, retail banking, investment banking,
trading and derivatives, College recruiter.com,
Craigslist.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 weed
out the unqualified candidates in an automated way
?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
Disadvantages of e-recruiting Single or multiple sources
? NO single source of recruitment can suit the
organisation for different nature and at different
time
? Crucial to decide
Internal sources
? Skill inventories-record system of employees with
specific skills
? Job posting
? Inside moonlighting
?Employment agencies
?Media advertisement
?Posting
?Referrals
?Head hunting /skill researching
?Consultants
?Campus drive -Educational institutions
? Professional bodies
? Walk-ins
External sources Choosing the best resource
? Reach to target audience
? Cost consideration
? Urgency
? Exemption level
? Capacity to get the high turnover
Choosing the best source
Appropriate media- Judgement
? Reach to target population
? Cost considerations
? Urgency/Immediate requirement
? Exemption level
? Predictability of the number of applicants
Contents of JOB AD
Contents:
?Job Title
?Salary and benefits
?Skills and experience
? Role summary
?Location
?Company summery
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
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 that
long statements with little content
Include background information on your company-
listing of products or services you provide
? 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
? Job title
? The most important part of your job adAvoid using
jargon or internal titles. Job ads that use industry
standard titles are more likely to be seen by
candidates.
? Customer Service Representativeb
? Office Manager
? Analyst Programmer
? Customer Service Superstar
? Habitat Manager
? Bring your Analyst Programming Skills
? Key selling points
? The best things about the jobStandOut job ads let
you include three bullet points to showcase the best
things about the role.What will the candidate do?
? What?s a company highlight?
? What?s a benefit that your target candidate would
care about?
? Job summary
? The job summary should make your perfect
candidate think ?yes, this sounds like me!?Be specific
? 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.
FirstRanker.com - FirstRanker's Choice
CHAPTER 4
External hiring
? External recruitment?is?the?assessment?of?an?
available?pool?of?job?candidates,?other?than?existing?
staff,?to?see?if?there?are?any?sufficiently?skilled?or?
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
? This involves recruiting a candidate through
references, networks, job portals or they may
approach recruitment agencies. In order to compete
with other companies & increase their standard,
employers hunt for best talents working for other top
companies.
Advantages of External Recruitment
1.Create new opportunities for external employees.
2.Best candidates can be placed for the roles
3.Cost of employees can be minimized
4.There are less chances of partiality
6.Uniqueness in employee?s work for different
companies can take the current company to extra mile
7.Able to recruit the skills it needs
Disadvantages of External Recruitment
1.Cost to hire is high.
2.External process is more time consuming as
compared to internal process.
3.Sourcing quality candidates becomes difficult for the
companies.
4.Internal recruiters lack headhunting skills ( Less
references & networks ). They may have to approach
Recruitment agencies to hire the people.
Sources of External recruitment
? Advertisement / media in newspaper, TV/Radio
? Employment exchange
? Campus recruitment
? Consultants
? unsolicited applications ?Walk ins, write in, talk-ins
? Internet
Job advertisement
? 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, employer
?Blind ads: no identification of the organization
?Self ad by jobseekers
Ads must contain the following:
I. Job content
II. Job location
III. Compensation
IV. Job specifications
V. Growth prospects
VI. To whom one applies
Advertisement in Newspaper / Media
? 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
Disadvantages
?Expensive
?Huge competitions
?Audience
?Short shelf life
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
industrial establishments having 25 workers or more
Consultants
? A recruitment consultant is the intermediary
between organisations wishing to recruit (the client)
and the individual seeking a career move or
temporary assignment (the candidate). It is primarily
a sales role, with high rewards for impressive results.
? Advice, interview, shortlist/screening
Procedures
? Job description, Specification, employee
specification
? Consultant reach potential employee from data bank
? Shortlist and conduct preliminary interview
? Inform organisation and candidate about the venue
? Feedback from organisation
Campus recruitment
? Campus placement or campus interview is the
program conducted within educational institutes or
in a common place to provide jobs to students
pursuing or in the stage of completing the
programme.
Procedures
? 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
CAMPUS RECRUITMENT
Advantage:
? Good candidate pool
? Save time and efforts
? Crease selection ratio
? Increase brand identity
Disadvantages:
? Less quality
? Lack of experienced candidate
? Less in joining turn over ratio
Unsolicited application
? Employee reach employer through Email, letter,
telephone or in person constitute of prospective
applicants
Advantages:
? Better option
? Loyalty
? Economic
Disadvantage:
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 also
individuals who are content in their current position
Internet portals Methods Job boards
Employer websites-company owned sites or sites
developed by various employers
? Professional websites
? Career websites
? Weblogs
? Virtual job fairs
? Niche job portals
Employer websites-Direct employers.com
.
?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
Developed for Employers, By
Employers
We?re not a vendor offering
your organization ?check-the-
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 formed 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 jobs.com
? Attorneyjobs.com
? Used for background checks
E-recruiting?methods
? Professional websites :specific?jobs
Eg:www.shrm.org
Virtual?job?fair:
A?virtual career fair?(sometimes?called?an?online?job
fair)?is?on?online??event??(as?it?takes?place?at?a?certain?time?
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
virtualcareerfairs.com/
vFairs?is?a?web?platform?allowing?you?to?host?online?
events,?career fairs,?job fairs,?tradeshows,?expos?and?
conferences.
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 job
criteria
? Monster.com,
? Careerbuilder.com
Career websites
? Stores candidate database and companies have to
pay a fee
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. The
NACE link Network, an alliance among the
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
? A niche job board is a website that provides a simple way
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 locate
them in one place.
? efinancialcareers.com-efinancialcareers enables you
to identify opportunities in 35 different niches within
finance such as accounting, asset management,
commercial banking, retail banking, investment banking,
trading and derivatives, College recruiter.com,
Craigslist.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 weed
out the unqualified candidates in an automated way
?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
Disadvantages of e-recruiting Single or multiple sources
? NO single source of recruitment can suit the
organisation for different nature and at different
time
? Crucial to decide
Internal sources
? Skill inventories-record system of employees with
specific skills
? Job posting
? Inside moonlighting
?Employment agencies
?Media advertisement
?Posting
?Referrals
?Head hunting /skill researching
?Consultants
?Campus drive -Educational institutions
? Professional bodies
? Walk-ins
External sources Choosing the best resource
? Reach to target audience
? Cost consideration
? Urgency
? Exemption level
? Capacity to get the high turnover
Choosing the best source
Appropriate media- Judgement
? Reach to target population
? Cost considerations
? Urgency/Immediate requirement
? Exemption level
? Predictability of the number of applicants
Contents of JOB AD
Contents:
?Job Title
?Salary and benefits
?Skills and experience
? Role summary
?Location
?Company summery
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
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 that
long statements with little content
Include background information on your company-
listing of products or services you provide
? 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
? Job title
? The most important part of your job adAvoid using
jargon or internal titles. Job ads that use industry
standard titles are more likely to be seen by
candidates.
? Customer Service Representativeb
? Office Manager
? Analyst Programmer
? Customer Service Superstar
? Habitat Manager
? Bring your Analyst Programming Skills
? Key selling points
? The best things about the jobStandOut job ads let
you include three bullet points to showcase the best
things about the role.What will the candidate do?
? What?s a company highlight?
? What?s a benefit that your target candidate would
care about?
? Job summary
? The job summary should make your perfect
candidate think ?yes, this sounds like me!?Be specific
? 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.
? 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, the filter
will use your ad?s salary information whether you
have chosen to display or not.
FirstRanker.com - FirstRanker's Choice
CHAPTER 4
External hiring
? External recruitment?is?the?assessment?of?an?
available?pool?of?job?candidates,?other?than?existing?
staff,?to?see?if?there?are?any?sufficiently?skilled?or?
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
? This involves recruiting a candidate through
references, networks, job portals or they may
approach recruitment agencies. In order to compete
with other companies & increase their standard,
employers hunt for best talents working for other top
companies.
Advantages of External Recruitment
1.Create new opportunities for external employees.
2.Best candidates can be placed for the roles
3.Cost of employees can be minimized
4.There are less chances of partiality
6.Uniqueness in employee?s work for different
companies can take the current company to extra mile
7.Able to recruit the skills it needs
Disadvantages of External Recruitment
1.Cost to hire is high.
2.External process is more time consuming as
compared to internal process.
3.Sourcing quality candidates becomes difficult for the
companies.
4.Internal recruiters lack headhunting skills ( Less
references & networks ). They may have to approach
Recruitment agencies to hire the people.
Sources of External recruitment
? Advertisement / media in newspaper, TV/Radio
? Employment exchange
? Campus recruitment
? Consultants
? unsolicited applications ?Walk ins, write in, talk-ins
? Internet
Job advertisement
? 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, employer
?Blind ads: no identification of the organization
?Self ad by jobseekers
Ads must contain the following:
I. Job content
II. Job location
III. Compensation
IV. Job specifications
V. Growth prospects
VI. To whom one applies
Advertisement in Newspaper / Media
? 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
Disadvantages
?Expensive
?Huge competitions
?Audience
?Short shelf life
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
industrial establishments having 25 workers or more
Consultants
? A recruitment consultant is the intermediary
between organisations wishing to recruit (the client)
and the individual seeking a career move or
temporary assignment (the candidate). It is primarily
a sales role, with high rewards for impressive results.
? Advice, interview, shortlist/screening
Procedures
? Job description, Specification, employee
specification
? Consultant reach potential employee from data bank
? Shortlist and conduct preliminary interview
? Inform organisation and candidate about the venue
? Feedback from organisation
Campus recruitment
? Campus placement or campus interview is the
program conducted within educational institutes or
in a common place to provide jobs to students
pursuing or in the stage of completing the
programme.
Procedures
? 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
CAMPUS RECRUITMENT
Advantage:
? Good candidate pool
? Save time and efforts
? Crease selection ratio
? Increase brand identity
Disadvantages:
? Less quality
? Lack of experienced candidate
? Less in joining turn over ratio
Unsolicited application
? Employee reach employer through Email, letter,
telephone or in person constitute of prospective
applicants
Advantages:
? Better option
? Loyalty
? Economic
Disadvantage:
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 also
individuals who are content in their current position
Internet portals Methods Job boards
Employer websites-company owned sites or sites
developed by various employers
? Professional websites
? Career websites
? Weblogs
? Virtual job fairs
? Niche job portals
Employer websites-Direct employers.com
.
?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
Developed for Employers, By
Employers
We?re not a vendor offering
your organization ?check-the-
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 formed 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 jobs.com
? Attorneyjobs.com
? Used for background checks
E-recruiting?methods
? Professional websites :specific?jobs
Eg:www.shrm.org
Virtual?job?fair:
A?virtual career fair?(sometimes?called?an?online?job
fair)?is?on?online??event??(as?it?takes?place?at?a?certain?time?
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
virtualcareerfairs.com/
vFairs?is?a?web?platform?allowing?you?to?host?online?
events,?career fairs,?job fairs,?tradeshows,?expos?and?
conferences.
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 job
criteria
? Monster.com,
? Careerbuilder.com
Career websites
? Stores candidate database and companies have to
pay a fee
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. The
NACE link Network, an alliance among the
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
? A niche job board is a website that provides a simple way
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 locate
them in one place.
? efinancialcareers.com-efinancialcareers enables you
to identify opportunities in 35 different niches within
finance such as accounting, asset management,
commercial banking, retail banking, investment banking,
trading and derivatives, College recruiter.com,
Craigslist.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 weed
out the unqualified candidates in an automated way
?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
Disadvantages of e-recruiting Single or multiple sources
? NO single source of recruitment can suit the
organisation for different nature and at different
time
? Crucial to decide
Internal sources
? Skill inventories-record system of employees with
specific skills
? Job posting
? Inside moonlighting
?Employment agencies
?Media advertisement
?Posting
?Referrals
?Head hunting /skill researching
?Consultants
?Campus drive -Educational institutions
? Professional bodies
? Walk-ins
External sources Choosing the best resource
? Reach to target audience
? Cost consideration
? Urgency
? Exemption level
? Capacity to get the high turnover
Choosing the best source
Appropriate media- Judgement
? Reach to target population
? Cost considerations
? Urgency/Immediate requirement
? Exemption level
? Predictability of the number of applicants
Contents of JOB AD
Contents:
?Job Title
?Salary and benefits
?Skills and experience
? Role summary
?Location
?Company summery
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
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 that
long statements with little content
Include background information on your company-
listing of products or services you provide
? 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
? Job title
? The most important part of your job adAvoid using
jargon or internal titles. Job ads that use industry
standard titles are more likely to be seen by
candidates.
? Customer Service Representativeb
? Office Manager
? Analyst Programmer
? Customer Service Superstar
? Habitat Manager
? Bring your Analyst Programming Skills
? Key selling points
? The best things about the jobStandOut job ads let
you include three bullet points to showcase the best
things about the role.What will the candidate do?
? What?s a company highlight?
? What?s a benefit that your target candidate would
care about?
? Job summary
? The job summary should make your perfect
candidate think ?yes, this sounds like me!?Be specific
? 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.
? 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, the filter
will use your ad?s salary information whether you
have chosen to display or not.
? 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 this
information have priority over job ads with a more
general location.If you specify a suburb, your job ad
will still be visible to candidates who search for
neighbouring or broader areas.
FirstRanker.com - FirstRanker's Choice
CHAPTER 4
External hiring
? External recruitment?is?the?assessment?of?an?
available?pool?of?job?candidates,?other?than?existing?
staff,?to?see?if?there?are?any?sufficiently?skilled?or?
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
? This involves recruiting a candidate through
references, networks, job portals or they may
approach recruitment agencies. In order to compete
with other companies & increase their standard,
employers hunt for best talents working for other top
companies.
Advantages of External Recruitment
1.Create new opportunities for external employees.
2.Best candidates can be placed for the roles
3.Cost of employees can be minimized
4.There are less chances of partiality
6.Uniqueness in employee?s work for different
companies can take the current company to extra mile
7.Able to recruit the skills it needs
Disadvantages of External Recruitment
1.Cost to hire is high.
2.External process is more time consuming as
compared to internal process.
3.Sourcing quality candidates becomes difficult for the
companies.
4.Internal recruiters lack headhunting skills ( Less
references & networks ). They may have to approach
Recruitment agencies to hire the people.
Sources of External recruitment
? Advertisement / media in newspaper, TV/Radio
? Employment exchange
? Campus recruitment
? Consultants
? unsolicited applications ?Walk ins, write in, talk-ins
? Internet
Job advertisement
? 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, employer
?Blind ads: no identification of the organization
?Self ad by jobseekers
Ads must contain the following:
I. Job content
II. Job location
III. Compensation
IV. Job specifications
V. Growth prospects
VI. To whom one applies
Advertisement in Newspaper / Media
? 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
Disadvantages
?Expensive
?Huge competitions
?Audience
?Short shelf life
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
industrial establishments having 25 workers or more
Consultants
? A recruitment consultant is the intermediary
between organisations wishing to recruit (the client)
and the individual seeking a career move or
temporary assignment (the candidate). It is primarily
a sales role, with high rewards for impressive results.
? Advice, interview, shortlist/screening
Procedures
? Job description, Specification, employee
specification
? Consultant reach potential employee from data bank
? Shortlist and conduct preliminary interview
? Inform organisation and candidate about the venue
? Feedback from organisation
Campus recruitment
? Campus placement or campus interview is the
program conducted within educational institutes or
in a common place to provide jobs to students
pursuing or in the stage of completing the
programme.
Procedures
? 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
CAMPUS RECRUITMENT
Advantage:
? Good candidate pool
? Save time and efforts
? Crease selection ratio
? Increase brand identity
Disadvantages:
? Less quality
? Lack of experienced candidate
? Less in joining turn over ratio
Unsolicited application
? Employee reach employer through Email, letter,
telephone or in person constitute of prospective
applicants
Advantages:
? Better option
? Loyalty
? Economic
Disadvantage:
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 also
individuals who are content in their current position
Internet portals Methods Job boards
Employer websites-company owned sites or sites
developed by various employers
? Professional websites
? Career websites
? Weblogs
? Virtual job fairs
? Niche job portals
Employer websites-Direct employers.com
.
?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
Developed for Employers, By
Employers
We?re not a vendor offering
your organization ?check-the-
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 formed 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 jobs.com
? Attorneyjobs.com
? Used for background checks
E-recruiting?methods
? Professional websites :specific?jobs
Eg:www.shrm.org
Virtual?job?fair:
A?virtual career fair?(sometimes?called?an?online?job
fair)?is?on?online??event??(as?it?takes?place?at?a?certain?time?
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
virtualcareerfairs.com/
vFairs?is?a?web?platform?allowing?you?to?host?online?
events,?career fairs,?job fairs,?tradeshows,?expos?and?
conferences.
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 job
criteria
? Monster.com,
? Careerbuilder.com
Career websites
? Stores candidate database and companies have to
pay a fee
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. The
NACE link Network, an alliance among the
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
? A niche job board is a website that provides a simple way
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 locate
them in one place.
? efinancialcareers.com-efinancialcareers enables you
to identify opportunities in 35 different niches within
finance such as accounting, asset management,
commercial banking, retail banking, investment banking,
trading and derivatives, College recruiter.com,
Craigslist.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 weed
out the unqualified candidates in an automated way
?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
Disadvantages of e-recruiting Single or multiple sources
? NO single source of recruitment can suit the
organisation for different nature and at different
time
? Crucial to decide
Internal sources
? Skill inventories-record system of employees with
specific skills
? Job posting
? Inside moonlighting
?Employment agencies
?Media advertisement
?Posting
?Referrals
?Head hunting /skill researching
?Consultants
?Campus drive -Educational institutions
? Professional bodies
? Walk-ins
External sources Choosing the best resource
? Reach to target audience
? Cost consideration
? Urgency
? Exemption level
? Capacity to get the high turnover
Choosing the best source
Appropriate media- Judgement
? Reach to target population
? Cost considerations
? Urgency/Immediate requirement
? Exemption level
? Predictability of the number of applicants
Contents of JOB AD
Contents:
?Job Title
?Salary and benefits
?Skills and experience
? Role summary
?Location
?Company summery
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
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 that
long statements with little content
Include background information on your company-
listing of products or services you provide
? 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
? Job title
? The most important part of your job adAvoid using
jargon or internal titles. Job ads that use industry
standard titles are more likely to be seen by
candidates.
? Customer Service Representativeb
? Office Manager
? Analyst Programmer
? Customer Service Superstar
? Habitat Manager
? Bring your Analyst Programming Skills
? Key selling points
? The best things about the jobStandOut job ads let
you include three bullet points to showcase the best
things about the role.What will the candidate do?
? What?s a company highlight?
? What?s a benefit that your target candidate would
care about?
? Job summary
? The job summary should make your perfect
candidate think ?yes, this sounds like me!?Be specific
? 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.
? 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, the filter
will use your ad?s salary information whether you
have chosen to display or not.
? 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 this
information have priority over job ads with a more
general location.If you specify a suburb, your job ad
will still be visible to candidates who search for
neighbouring or broader areas.
Job Advertisement
Factors :
Media policies
Purpose of the advertisement may be the strongest
influences
Amount of copy
?small size, large size, multi page advertisement
FirstRanker.com - FirstRanker's Choice
CHAPTER 4
External hiring
? External recruitment?is?the?assessment?of?an?
available?pool?of?job?candidates,?other?than?existing?
staff,?to?see?if?there?are?any?sufficiently?skilled?or?
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
? This involves recruiting a candidate through
references, networks, job portals or they may
approach recruitment agencies. In order to compete
with other companies & increase their standard,
employers hunt for best talents working for other top
companies.
Advantages of External Recruitment
1.Create new opportunities for external employees.
2.Best candidates can be placed for the roles
3.Cost of employees can be minimized
4.There are less chances of partiality
6.Uniqueness in employee?s work for different
companies can take the current company to extra mile
7.Able to recruit the skills it needs
Disadvantages of External Recruitment
1.Cost to hire is high.
2.External process is more time consuming as
compared to internal process.
3.Sourcing quality candidates becomes difficult for the
companies.
4.Internal recruiters lack headhunting skills ( Less
references & networks ). They may have to approach
Recruitment agencies to hire the people.
Sources of External recruitment
? Advertisement / media in newspaper, TV/Radio
? Employment exchange
? Campus recruitment
? Consultants
? unsolicited applications ?Walk ins, write in, talk-ins
? Internet
Job advertisement
? 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, employer
?Blind ads: no identification of the organization
?Self ad by jobseekers
Ads must contain the following:
I. Job content
II. Job location
III. Compensation
IV. Job specifications
V. Growth prospects
VI. To whom one applies
Advertisement in Newspaper / Media
? 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
Disadvantages
?Expensive
?Huge competitions
?Audience
?Short shelf life
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
industrial establishments having 25 workers or more
Consultants
? A recruitment consultant is the intermediary
between organisations wishing to recruit (the client)
and the individual seeking a career move or
temporary assignment (the candidate). It is primarily
a sales role, with high rewards for impressive results.
? Advice, interview, shortlist/screening
Procedures
? Job description, Specification, employee
specification
? Consultant reach potential employee from data bank
? Shortlist and conduct preliminary interview
? Inform organisation and candidate about the venue
? Feedback from organisation
Campus recruitment
? Campus placement or campus interview is the
program conducted within educational institutes or
in a common place to provide jobs to students
pursuing or in the stage of completing the
programme.
Procedures
? 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
CAMPUS RECRUITMENT
Advantage:
? Good candidate pool
? Save time and efforts
? Crease selection ratio
? Increase brand identity
Disadvantages:
? Less quality
? Lack of experienced candidate
? Less in joining turn over ratio
Unsolicited application
? Employee reach employer through Email, letter,
telephone or in person constitute of prospective
applicants
Advantages:
? Better option
? Loyalty
? Economic
Disadvantage:
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 also
individuals who are content in their current position
Internet portals Methods Job boards
Employer websites-company owned sites or sites
developed by various employers
? Professional websites
? Career websites
? Weblogs
? Virtual job fairs
? Niche job portals
Employer websites-Direct employers.com
.
?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
Developed for Employers, By
Employers
We?re not a vendor offering
your organization ?check-the-
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 formed 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 jobs.com
? Attorneyjobs.com
? Used for background checks
E-recruiting?methods
? Professional websites :specific?jobs
Eg:www.shrm.org
Virtual?job?fair:
A?virtual career fair?(sometimes?called?an?online?job
fair)?is?on?online??event??(as?it?takes?place?at?a?certain?time?
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
virtualcareerfairs.com/
vFairs?is?a?web?platform?allowing?you?to?host?online?
events,?career fairs,?job fairs,?tradeshows,?expos?and?
conferences.
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 job
criteria
? Monster.com,
? Careerbuilder.com
Career websites
? Stores candidate database and companies have to
pay a fee
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. The
NACE link Network, an alliance among the
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
? A niche job board is a website that provides a simple way
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 locate
them in one place.
? efinancialcareers.com-efinancialcareers enables you
to identify opportunities in 35 different niches within
finance such as accounting, asset management,
commercial banking, retail banking, investment banking,
trading and derivatives, College recruiter.com,
Craigslist.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 weed
out the unqualified candidates in an automated way
?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
Disadvantages of e-recruiting Single or multiple sources
? NO single source of recruitment can suit the
organisation for different nature and at different
time
? Crucial to decide
Internal sources
? Skill inventories-record system of employees with
specific skills
? Job posting
? Inside moonlighting
?Employment agencies
?Media advertisement
?Posting
?Referrals
?Head hunting /skill researching
?Consultants
?Campus drive -Educational institutions
? Professional bodies
? Walk-ins
External sources Choosing the best resource
? Reach to target audience
? Cost consideration
? Urgency
? Exemption level
? Capacity to get the high turnover
Choosing the best source
Appropriate media- Judgement
? Reach to target population
? Cost considerations
? Urgency/Immediate requirement
? Exemption level
? Predictability of the number of applicants
Contents of JOB AD
Contents:
?Job Title
?Salary and benefits
?Skills and experience
? Role summary
?Location
?Company summery
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
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 that
long statements with little content
Include background information on your company-
listing of products or services you provide
? 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
? Job title
? The most important part of your job adAvoid using
jargon or internal titles. Job ads that use industry
standard titles are more likely to be seen by
candidates.
? Customer Service Representativeb
? Office Manager
? Analyst Programmer
? Customer Service Superstar
? Habitat Manager
? Bring your Analyst Programming Skills
? Key selling points
? The best things about the jobStandOut job ads let
you include three bullet points to showcase the best
things about the role.What will the candidate do?
? What?s a company highlight?
? What?s a benefit that your target candidate would
care about?
? Job summary
? The job summary should make your perfect
candidate think ?yes, this sounds like me!?Be specific
? 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.
? 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, the filter
will use your ad?s salary information whether you
have chosen to display or not.
? 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 this
information have priority over job ads with a more
general location.If you specify a suburb, your job ad
will still be visible to candidates who search for
neighbouring or broader areas.
Job Advertisement
Factors :
Media policies
Purpose of the advertisement may be the strongest
influences
Amount of copy
?small size, large size, multi page advertisement
Internet
FirstRanker.com - FirstRanker's Choice
CHAPTER 4
External hiring
? External recruitment?is?the?assessment?of?an?
available?pool?of?job?candidates,?other?than?existing?
staff,?to?see?if?there?are?any?sufficiently?skilled?or?
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
? This involves recruiting a candidate through
references, networks, job portals or they may
approach recruitment agencies. In order to compete
with other companies & increase their standard,
employers hunt for best talents working for other top
companies.
Advantages of External Recruitment
1.Create new opportunities for external employees.
2.Best candidates can be placed for the roles
3.Cost of employees can be minimized
4.There are less chances of partiality
6.Uniqueness in employee?s work for different
companies can take the current company to extra mile
7.Able to recruit the skills it needs
Disadvantages of External Recruitment
1.Cost to hire is high.
2.External process is more time consuming as
compared to internal process.
3.Sourcing quality candidates becomes difficult for the
companies.
4.Internal recruiters lack headhunting skills ( Less
references & networks ). They may have to approach
Recruitment agencies to hire the people.
Sources of External recruitment
? Advertisement / media in newspaper, TV/Radio
? Employment exchange
? Campus recruitment
? Consultants
? unsolicited applications ?Walk ins, write in, talk-ins
? Internet
Job advertisement
? 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, employer
?Blind ads: no identification of the organization
?Self ad by jobseekers
Ads must contain the following:
I. Job content
II. Job location
III. Compensation
IV. Job specifications
V. Growth prospects
VI. To whom one applies
Advertisement in Newspaper / Media
? 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
Disadvantages
?Expensive
?Huge competitions
?Audience
?Short shelf life
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
industrial establishments having 25 workers or more
Consultants
? A recruitment consultant is the intermediary
between organisations wishing to recruit (the client)
and the individual seeking a career move or
temporary assignment (the candidate). It is primarily
a sales role, with high rewards for impressive results.
? Advice, interview, shortlist/screening
Procedures
? Job description, Specification, employee
specification
? Consultant reach potential employee from data bank
? Shortlist and conduct preliminary interview
? Inform organisation and candidate about the venue
? Feedback from organisation
Campus recruitment
? Campus placement or campus interview is the
program conducted within educational institutes or
in a common place to provide jobs to students
pursuing or in the stage of completing the
programme.
Procedures
? 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
CAMPUS RECRUITMENT
Advantage:
? Good candidate pool
? Save time and efforts
? Crease selection ratio
? Increase brand identity
Disadvantages:
? Less quality
? Lack of experienced candidate
? Less in joining turn over ratio
Unsolicited application
? Employee reach employer through Email, letter,
telephone or in person constitute of prospective
applicants
Advantages:
? Better option
? Loyalty
? Economic
Disadvantage:
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 also
individuals who are content in their current position
Internet portals Methods Job boards
Employer websites-company owned sites or sites
developed by various employers
? Professional websites
? Career websites
? Weblogs
? Virtual job fairs
? Niche job portals
Employer websites-Direct employers.com
.
?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
Developed for Employers, By
Employers
We?re not a vendor offering
your organization ?check-the-
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 formed 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 jobs.com
? Attorneyjobs.com
? Used for background checks
E-recruiting?methods
? Professional websites :specific?jobs
Eg:www.shrm.org
Virtual?job?fair:
A?virtual career fair?(sometimes?called?an?online?job
fair)?is?on?online??event??(as?it?takes?place?at?a?certain?time?
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
virtualcareerfairs.com/
vFairs?is?a?web?platform?allowing?you?to?host?online?
events,?career fairs,?job fairs,?tradeshows,?expos?and?
conferences.
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 job
criteria
? Monster.com,
? Careerbuilder.com
Career websites
? Stores candidate database and companies have to
pay a fee
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. The
NACE link Network, an alliance among the
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
? A niche job board is a website that provides a simple way
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 locate
them in one place.
? efinancialcareers.com-efinancialcareers enables you
to identify opportunities in 35 different niches within
finance such as accounting, asset management,
commercial banking, retail banking, investment banking,
trading and derivatives, College recruiter.com,
Craigslist.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 weed
out the unqualified candidates in an automated way
?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
Disadvantages of e-recruiting Single or multiple sources
? NO single source of recruitment can suit the
organisation for different nature and at different
time
? Crucial to decide
Internal sources
? Skill inventories-record system of employees with
specific skills
? Job posting
? Inside moonlighting
?Employment agencies
?Media advertisement
?Posting
?Referrals
?Head hunting /skill researching
?Consultants
?Campus drive -Educational institutions
? Professional bodies
? Walk-ins
External sources Choosing the best resource
? Reach to target audience
? Cost consideration
? Urgency
? Exemption level
? Capacity to get the high turnover
Choosing the best source
Appropriate media- Judgement
? Reach to target population
? Cost considerations
? Urgency/Immediate requirement
? Exemption level
? Predictability of the number of applicants
Contents of JOB AD
Contents:
?Job Title
?Salary and benefits
?Skills and experience
? Role summary
?Location
?Company summery
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
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 that
long statements with little content
Include background information on your company-
listing of products or services you provide
? 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
? Job title
? The most important part of your job adAvoid using
jargon or internal titles. Job ads that use industry
standard titles are more likely to be seen by
candidates.
? Customer Service Representativeb
? Office Manager
? Analyst Programmer
? Customer Service Superstar
? Habitat Manager
? Bring your Analyst Programming Skills
? Key selling points
? The best things about the jobStandOut job ads let
you include three bullet points to showcase the best
things about the role.What will the candidate do?
? What?s a company highlight?
? What?s a benefit that your target candidate would
care about?
? Job summary
? The job summary should make your perfect
candidate think ?yes, this sounds like me!?Be specific
? 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.
? 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, the filter
will use your ad?s salary information whether you
have chosen to display or not.
? 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 this
information have priority over job ads with a more
general location.If you specify a suburb, your job ad
will still be visible to candidates who search for
neighbouring or broader areas.
Job Advertisement
Factors :
Media policies
Purpose of the advertisement may be the strongest
influences
Amount of copy
?small size, large size, multi page advertisement
Internet Public sector recruitment
FirstRanker.com - FirstRanker's Choice
CHAPTER 4
External hiring
? External recruitment?is?the?assessment?of?an?
available?pool?of?job?candidates,?other?than?existing?
staff,?to?see?if?there?are?any?sufficiently?skilled?or?
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
? This involves recruiting a candidate through
references, networks, job portals or they may
approach recruitment agencies. In order to compete
with other companies & increase their standard,
employers hunt for best talents working for other top
companies.
Advantages of External Recruitment
1.Create new opportunities for external employees.
2.Best candidates can be placed for the roles
3.Cost of employees can be minimized
4.There are less chances of partiality
6.Uniqueness in employee?s work for different
companies can take the current company to extra mile
7.Able to recruit the skills it needs
Disadvantages of External Recruitment
1.Cost to hire is high.
2.External process is more time consuming as
compared to internal process.
3.Sourcing quality candidates becomes difficult for the
companies.
4.Internal recruiters lack headhunting skills ( Less
references & networks ). They may have to approach
Recruitment agencies to hire the people.
Sources of External recruitment
? Advertisement / media in newspaper, TV/Radio
? Employment exchange
? Campus recruitment
? Consultants
? unsolicited applications ?Walk ins, write in, talk-ins
? Internet
Job advertisement
? 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, employer
?Blind ads: no identification of the organization
?Self ad by jobseekers
Ads must contain the following:
I. Job content
II. Job location
III. Compensation
IV. Job specifications
V. Growth prospects
VI. To whom one applies
Advertisement in Newspaper / Media
? 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
Disadvantages
?Expensive
?Huge competitions
?Audience
?Short shelf life
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
industrial establishments having 25 workers or more
Consultants
? A recruitment consultant is the intermediary
between organisations wishing to recruit (the client)
and the individual seeking a career move or
temporary assignment (the candidate). It is primarily
a sales role, with high rewards for impressive results.
? Advice, interview, shortlist/screening
Procedures
? Job description, Specification, employee
specification
? Consultant reach potential employee from data bank
? Shortlist and conduct preliminary interview
? Inform organisation and candidate about the venue
? Feedback from organisation
Campus recruitment
? Campus placement or campus interview is the
program conducted within educational institutes or
in a common place to provide jobs to students
pursuing or in the stage of completing the
programme.
Procedures
? 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
CAMPUS RECRUITMENT
Advantage:
? Good candidate pool
? Save time and efforts
? Crease selection ratio
? Increase brand identity
Disadvantages:
? Less quality
? Lack of experienced candidate
? Less in joining turn over ratio
Unsolicited application
? Employee reach employer through Email, letter,
telephone or in person constitute of prospective
applicants
Advantages:
? Better option
? Loyalty
? Economic
Disadvantage:
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 also
individuals who are content in their current position
Internet portals Methods Job boards
Employer websites-company owned sites or sites
developed by various employers
? Professional websites
? Career websites
? Weblogs
? Virtual job fairs
? Niche job portals
Employer websites-Direct employers.com
.
?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
Developed for Employers, By
Employers
We?re not a vendor offering
your organization ?check-the-
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 formed 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 jobs.com
? Attorneyjobs.com
? Used for background checks
E-recruiting?methods
? Professional websites :specific?jobs
Eg:www.shrm.org
Virtual?job?fair:
A?virtual career fair?(sometimes?called?an?online?job
fair)?is?on?online??event??(as?it?takes?place?at?a?certain?time?
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
virtualcareerfairs.com/
vFairs?is?a?web?platform?allowing?you?to?host?online?
events,?career fairs,?job fairs,?tradeshows,?expos?and?
conferences.
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 job
criteria
? Monster.com,
? Careerbuilder.com
Career websites
? Stores candidate database and companies have to
pay a fee
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. The
NACE link Network, an alliance among the
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
? A niche job board is a website that provides a simple way
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 locate
them in one place.
? efinancialcareers.com-efinancialcareers enables you
to identify opportunities in 35 different niches within
finance such as accounting, asset management,
commercial banking, retail banking, investment banking,
trading and derivatives, College recruiter.com,
Craigslist.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 weed
out the unqualified candidates in an automated way
?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
Disadvantages of e-recruiting Single or multiple sources
? NO single source of recruitment can suit the
organisation for different nature and at different
time
? Crucial to decide
Internal sources
? Skill inventories-record system of employees with
specific skills
? Job posting
? Inside moonlighting
?Employment agencies
?Media advertisement
?Posting
?Referrals
?Head hunting /skill researching
?Consultants
?Campus drive -Educational institutions
? Professional bodies
? Walk-ins
External sources Choosing the best resource
? Reach to target audience
? Cost consideration
? Urgency
? Exemption level
? Capacity to get the high turnover
Choosing the best source
Appropriate media- Judgement
? Reach to target population
? Cost considerations
? Urgency/Immediate requirement
? Exemption level
? Predictability of the number of applicants
Contents of JOB AD
Contents:
?Job Title
?Salary and benefits
?Skills and experience
? Role summary
?Location
?Company summery
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
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 that
long statements with little content
Include background information on your company-
listing of products or services you provide
? 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
? Job title
? The most important part of your job adAvoid using
jargon or internal titles. Job ads that use industry
standard titles are more likely to be seen by
candidates.
? Customer Service Representativeb
? Office Manager
? Analyst Programmer
? Customer Service Superstar
? Habitat Manager
? Bring your Analyst Programming Skills
? Key selling points
? The best things about the jobStandOut job ads let
you include three bullet points to showcase the best
things about the role.What will the candidate do?
? What?s a company highlight?
? What?s a benefit that your target candidate would
care about?
? Job summary
? The job summary should make your perfect
candidate think ?yes, this sounds like me!?Be specific
? 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.
? 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, the filter
will use your ad?s salary information whether you
have chosen to display or not.
? 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 this
information have priority over job ads with a more
general location.If you specify a suburb, your job ad
will still be visible to candidates who search for
neighbouring or broader areas.
Job Advertisement
Factors :
Media policies
Purpose of the advertisement may be the strongest
influences
Amount of copy
?small size, large size, multi page advertisement
Internet Public sector recruitment
FirstRanker.com - FirstRanker's Choice
CHAPTER 4
External hiring
? External recruitment?is?the?assessment?of?an?
available?pool?of?job?candidates,?other?than?existing?
staff,?to?see?if?there?are?any?sufficiently?skilled?or?
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
? This involves recruiting a candidate through
references, networks, job portals or they may
approach recruitment agencies. In order to compete
with other companies & increase their standard,
employers hunt for best talents working for other top
companies.
Advantages of External Recruitment
1.Create new opportunities for external employees.
2.Best candidates can be placed for the roles
3.Cost of employees can be minimized
4.There are less chances of partiality
6.Uniqueness in employee?s work for different
companies can take the current company to extra mile
7.Able to recruit the skills it needs
Disadvantages of External Recruitment
1.Cost to hire is high.
2.External process is more time consuming as
compared to internal process.
3.Sourcing quality candidates becomes difficult for the
companies.
4.Internal recruiters lack headhunting skills ( Less
references & networks ). They may have to approach
Recruitment agencies to hire the people.
Sources of External recruitment
? Advertisement / media in newspaper, TV/Radio
? Employment exchange
? Campus recruitment
? Consultants
? unsolicited applications ?Walk ins, write in, talk-ins
? Internet
Job advertisement
? 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, employer
?Blind ads: no identification of the organization
?Self ad by jobseekers
Ads must contain the following:
I. Job content
II. Job location
III. Compensation
IV. Job specifications
V. Growth prospects
VI. To whom one applies
Advertisement in Newspaper / Media
? 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
Disadvantages
?Expensive
?Huge competitions
?Audience
?Short shelf life
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
industrial establishments having 25 workers or more
Consultants
? A recruitment consultant is the intermediary
between organisations wishing to recruit (the client)
and the individual seeking a career move or
temporary assignment (the candidate). It is primarily
a sales role, with high rewards for impressive results.
? Advice, interview, shortlist/screening
Procedures
? Job description, Specification, employee
specification
? Consultant reach potential employee from data bank
? Shortlist and conduct preliminary interview
? Inform organisation and candidate about the venue
? Feedback from organisation
Campus recruitment
? Campus placement or campus interview is the
program conducted within educational institutes or
in a common place to provide jobs to students
pursuing or in the stage of completing the
programme.
Procedures
? 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
CAMPUS RECRUITMENT
Advantage:
? Good candidate pool
? Save time and efforts
? Crease selection ratio
? Increase brand identity
Disadvantages:
? Less quality
? Lack of experienced candidate
? Less in joining turn over ratio
Unsolicited application
? Employee reach employer through Email, letter,
telephone or in person constitute of prospective
applicants
Advantages:
? Better option
? Loyalty
? Economic
Disadvantage:
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 also
individuals who are content in their current position
Internet portals Methods Job boards
Employer websites-company owned sites or sites
developed by various employers
? Professional websites
? Career websites
? Weblogs
? Virtual job fairs
? Niche job portals
Employer websites-Direct employers.com
.
?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
Developed for Employers, By
Employers
We?re not a vendor offering
your organization ?check-the-
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 formed 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 jobs.com
? Attorneyjobs.com
? Used for background checks
E-recruiting?methods
? Professional websites :specific?jobs
Eg:www.shrm.org
Virtual?job?fair:
A?virtual career fair?(sometimes?called?an?online?job
fair)?is?on?online??event??(as?it?takes?place?at?a?certain?time?
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
virtualcareerfairs.com/
vFairs?is?a?web?platform?allowing?you?to?host?online?
events,?career fairs,?job fairs,?tradeshows,?expos?and?
conferences.
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 job
criteria
? Monster.com,
? Careerbuilder.com
Career websites
? Stores candidate database and companies have to
pay a fee
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. The
NACE link Network, an alliance among the
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
? A niche job board is a website that provides a simple way
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 locate
them in one place.
? efinancialcareers.com-efinancialcareers enables you
to identify opportunities in 35 different niches within
finance such as accounting, asset management,
commercial banking, retail banking, investment banking,
trading and derivatives, College recruiter.com,
Craigslist.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 weed
out the unqualified candidates in an automated way
?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
Disadvantages of e-recruiting Single or multiple sources
? NO single source of recruitment can suit the
organisation for different nature and at different
time
? Crucial to decide
Internal sources
? Skill inventories-record system of employees with
specific skills
? Job posting
? Inside moonlighting
?Employment agencies
?Media advertisement
?Posting
?Referrals
?Head hunting /skill researching
?Consultants
?Campus drive -Educational institutions
? Professional bodies
? Walk-ins
External sources Choosing the best resource
? Reach to target audience
? Cost consideration
? Urgency
? Exemption level
? Capacity to get the high turnover
Choosing the best source
Appropriate media- Judgement
? Reach to target population
? Cost considerations
? Urgency/Immediate requirement
? Exemption level
? Predictability of the number of applicants
Contents of JOB AD
Contents:
?Job Title
?Salary and benefits
?Skills and experience
? Role summary
?Location
?Company summery
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
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 that
long statements with little content
Include background information on your company-
listing of products or services you provide
? 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
? Job title
? The most important part of your job adAvoid using
jargon or internal titles. Job ads that use industry
standard titles are more likely to be seen by
candidates.
? Customer Service Representativeb
? Office Manager
? Analyst Programmer
? Customer Service Superstar
? Habitat Manager
? Bring your Analyst Programming Skills
? Key selling points
? The best things about the jobStandOut job ads let
you include three bullet points to showcase the best
things about the role.What will the candidate do?
? What?s a company highlight?
? What?s a benefit that your target candidate would
care about?
? Job summary
? The job summary should make your perfect
candidate think ?yes, this sounds like me!?Be specific
? 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.
? 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, the filter
will use your ad?s salary information whether you
have chosen to display or not.
? 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 this
information have priority over job ads with a more
general location.If you specify a suburb, your job ad
will still be visible to candidates who search for
neighbouring or broader areas.
Job Advertisement
Factors :
Media policies
Purpose of the advertisement may be the strongest
influences
Amount of copy
?small size, large size, multi page advertisement
Internet Public sector recruitment Contents of Public sector recruitment
? Determine the exact need
? Obtain approval to recruit in terms of budget and
level of appointment
? Compile or update job descriptions and job
specifications
? Determine key result areas for the job
FirstRanker.com - FirstRanker's Choice
CHAPTER 4
External hiring
? External recruitment?is?the?assessment?of?an?
available?pool?of?job?candidates,?other?than?existing?
staff,?to?see?if?there?are?any?sufficiently?skilled?or?
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
? This involves recruiting a candidate through
references, networks, job portals or they may
approach recruitment agencies. In order to compete
with other companies & increase their standard,
employers hunt for best talents working for other top
companies.
Advantages of External Recruitment
1.Create new opportunities for external employees.
2.Best candidates can be placed for the roles
3.Cost of employees can be minimized
4.There are less chances of partiality
6.Uniqueness in employee?s work for different
companies can take the current company to extra mile
7.Able to recruit the skills it needs
Disadvantages of External Recruitment
1.Cost to hire is high.
2.External process is more time consuming as
compared to internal process.
3.Sourcing quality candidates becomes difficult for the
companies.
4.Internal recruiters lack headhunting skills ( Less
references & networks ). They may have to approach
Recruitment agencies to hire the people.
Sources of External recruitment
? Advertisement / media in newspaper, TV/Radio
? Employment exchange
? Campus recruitment
? Consultants
? unsolicited applications ?Walk ins, write in, talk-ins
? Internet
Job advertisement
? 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, employer
?Blind ads: no identification of the organization
?Self ad by jobseekers
Ads must contain the following:
I. Job content
II. Job location
III. Compensation
IV. Job specifications
V. Growth prospects
VI. To whom one applies
Advertisement in Newspaper / Media
? 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
Disadvantages
?Expensive
?Huge competitions
?Audience
?Short shelf life
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
industrial establishments having 25 workers or more
Consultants
? A recruitment consultant is the intermediary
between organisations wishing to recruit (the client)
and the individual seeking a career move or
temporary assignment (the candidate). It is primarily
a sales role, with high rewards for impressive results.
? Advice, interview, shortlist/screening
Procedures
? Job description, Specification, employee
specification
? Consultant reach potential employee from data bank
? Shortlist and conduct preliminary interview
? Inform organisation and candidate about the venue
? Feedback from organisation
Campus recruitment
? Campus placement or campus interview is the
program conducted within educational institutes or
in a common place to provide jobs to students
pursuing or in the stage of completing the
programme.
Procedures
? 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
CAMPUS RECRUITMENT
Advantage:
? Good candidate pool
? Save time and efforts
? Crease selection ratio
? Increase brand identity
Disadvantages:
? Less quality
? Lack of experienced candidate
? Less in joining turn over ratio
Unsolicited application
? Employee reach employer through Email, letter,
telephone or in person constitute of prospective
applicants
Advantages:
? Better option
? Loyalty
? Economic
Disadvantage:
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 also
individuals who are content in their current position
Internet portals Methods Job boards
Employer websites-company owned sites or sites
developed by various employers
? Professional websites
? Career websites
? Weblogs
? Virtual job fairs
? Niche job portals
Employer websites-Direct employers.com
.
?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
Developed for Employers, By
Employers
We?re not a vendor offering
your organization ?check-the-
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 formed 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 jobs.com
? Attorneyjobs.com
? Used for background checks
E-recruiting?methods
? Professional websites :specific?jobs
Eg:www.shrm.org
Virtual?job?fair:
A?virtual career fair?(sometimes?called?an?online?job
fair)?is?on?online??event??(as?it?takes?place?at?a?certain?time?
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
virtualcareerfairs.com/
vFairs?is?a?web?platform?allowing?you?to?host?online?
events,?career fairs,?job fairs,?tradeshows,?expos?and?
conferences.
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 job
criteria
? Monster.com,
? Careerbuilder.com
Career websites
? Stores candidate database and companies have to
pay a fee
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. The
NACE link Network, an alliance among the
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
? A niche job board is a website that provides a simple way
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 locate
them in one place.
? efinancialcareers.com-efinancialcareers enables you
to identify opportunities in 35 different niches within
finance such as accounting, asset management,
commercial banking, retail banking, investment banking,
trading and derivatives, College recruiter.com,
Craigslist.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 weed
out the unqualified candidates in an automated way
?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
Disadvantages of e-recruiting Single or multiple sources
? NO single source of recruitment can suit the
organisation for different nature and at different
time
? Crucial to decide
Internal sources
? Skill inventories-record system of employees with
specific skills
? Job posting
? Inside moonlighting
?Employment agencies
?Media advertisement
?Posting
?Referrals
?Head hunting /skill researching
?Consultants
?Campus drive -Educational institutions
? Professional bodies
? Walk-ins
External sources Choosing the best resource
? Reach to target audience
? Cost consideration
? Urgency
? Exemption level
? Capacity to get the high turnover
Choosing the best source
Appropriate media- Judgement
? Reach to target population
? Cost considerations
? Urgency/Immediate requirement
? Exemption level
? Predictability of the number of applicants
Contents of JOB AD
Contents:
?Job Title
?Salary and benefits
?Skills and experience
? Role summary
?Location
?Company summery
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
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 that
long statements with little content
Include background information on your company-
listing of products or services you provide
? 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
? Job title
? The most important part of your job adAvoid using
jargon or internal titles. Job ads that use industry
standard titles are more likely to be seen by
candidates.
? Customer Service Representativeb
? Office Manager
? Analyst Programmer
? Customer Service Superstar
? Habitat Manager
? Bring your Analyst Programming Skills
? Key selling points
? The best things about the jobStandOut job ads let
you include three bullet points to showcase the best
things about the role.What will the candidate do?
? What?s a company highlight?
? What?s a benefit that your target candidate would
care about?
? Job summary
? The job summary should make your perfect
candidate think ?yes, this sounds like me!?Be specific
? 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.
? 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, the filter
will use your ad?s salary information whether you
have chosen to display or not.
? 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 this
information have priority over job ads with a more
general location.If you specify a suburb, your job ad
will still be visible to candidates who search for
neighbouring or broader areas.
Job Advertisement
Factors :
Media policies
Purpose of the advertisement may be the strongest
influences
Amount of copy
?small size, large size, multi page advertisement
Internet Public sector recruitment Contents of Public sector recruitment
? Determine the exact need
? Obtain approval to recruit in terms of budget and
level of appointment
? Compile or update job descriptions and job
specifications
? Determine key result areas for the job
? Definition
? ?Key?Result?Areas?refer?to?general?areas?of?outputs?or?outcomes?for?which?the?
department?s?role?is?responsible.
? Key?Performance?Areas?are?the?areas?within?the?business?unit,?for?which?an?
individual?or?group?is?logically?responsible.
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
FirstRanker.com - FirstRanker's Choice
CHAPTER 4
External hiring
? External recruitment?is?the?assessment?of?an?
available?pool?of?job?candidates,?other?than?existing?
staff,?to?see?if?there?are?any?sufficiently?skilled?or?
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
? This involves recruiting a candidate through
references, networks, job portals or they may
approach recruitment agencies. In order to compete
with other companies & increase their standard,
employers hunt for best talents working for other top
companies.
Advantages of External Recruitment
1.Create new opportunities for external employees.
2.Best candidates can be placed for the roles
3.Cost of employees can be minimized
4.There are less chances of partiality
6.Uniqueness in employee?s work for different
companies can take the current company to extra mile
7.Able to recruit the skills it needs
Disadvantages of External Recruitment
1.Cost to hire is high.
2.External process is more time consuming as
compared to internal process.
3.Sourcing quality candidates becomes difficult for the
companies.
4.Internal recruiters lack headhunting skills ( Less
references & networks ). They may have to approach
Recruitment agencies to hire the people.
Sources of External recruitment
? Advertisement / media in newspaper, TV/Radio
? Employment exchange
? Campus recruitment
? Consultants
? unsolicited applications ?Walk ins, write in, talk-ins
? Internet
Job advertisement
? 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, employer
?Blind ads: no identification of the organization
?Self ad by jobseekers
Ads must contain the following:
I. Job content
II. Job location
III. Compensation
IV. Job specifications
V. Growth prospects
VI. To whom one applies
Advertisement in Newspaper / Media
? 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
Disadvantages
?Expensive
?Huge competitions
?Audience
?Short shelf life
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
industrial establishments having 25 workers or more
Consultants
? A recruitment consultant is the intermediary
between organisations wishing to recruit (the client)
and the individual seeking a career move or
temporary assignment (the candidate). It is primarily
a sales role, with high rewards for impressive results.
? Advice, interview, shortlist/screening
Procedures
? Job description, Specification, employee
specification
? Consultant reach potential employee from data bank
? Shortlist and conduct preliminary interview
? Inform organisation and candidate about the venue
? Feedback from organisation
Campus recruitment
? Campus placement or campus interview is the
program conducted within educational institutes or
in a common place to provide jobs to students
pursuing or in the stage of completing the
programme.
Procedures
? 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
CAMPUS RECRUITMENT
Advantage:
? Good candidate pool
? Save time and efforts
? Crease selection ratio
? Increase brand identity
Disadvantages:
? Less quality
? Lack of experienced candidate
? Less in joining turn over ratio
Unsolicited application
? Employee reach employer through Email, letter,
telephone or in person constitute of prospective
applicants
Advantages:
? Better option
? Loyalty
? Economic
Disadvantage:
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 also
individuals who are content in their current position
Internet portals Methods Job boards
Employer websites-company owned sites or sites
developed by various employers
? Professional websites
? Career websites
? Weblogs
? Virtual job fairs
? Niche job portals
Employer websites-Direct employers.com
.
?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
Developed for Employers, By
Employers
We?re not a vendor offering
your organization ?check-the-
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 formed 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 jobs.com
? Attorneyjobs.com
? Used for background checks
E-recruiting?methods
? Professional websites :specific?jobs
Eg:www.shrm.org
Virtual?job?fair:
A?virtual career fair?(sometimes?called?an?online?job
fair)?is?on?online??event??(as?it?takes?place?at?a?certain?time?
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
virtualcareerfairs.com/
vFairs?is?a?web?platform?allowing?you?to?host?online?
events,?career fairs,?job fairs,?tradeshows,?expos?and?
conferences.
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 job
criteria
? Monster.com,
? Careerbuilder.com
Career websites
? Stores candidate database and companies have to
pay a fee
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. The
NACE link Network, an alliance among the
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
? A niche job board is a website that provides a simple way
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 locate
them in one place.
? efinancialcareers.com-efinancialcareers enables you
to identify opportunities in 35 different niches within
finance such as accounting, asset management,
commercial banking, retail banking, investment banking,
trading and derivatives, College recruiter.com,
Craigslist.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 weed
out the unqualified candidates in an automated way
?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
Disadvantages of e-recruiting Single or multiple sources
? NO single source of recruitment can suit the
organisation for different nature and at different
time
? Crucial to decide
Internal sources
? Skill inventories-record system of employees with
specific skills
? Job posting
? Inside moonlighting
?Employment agencies
?Media advertisement
?Posting
?Referrals
?Head hunting /skill researching
?Consultants
?Campus drive -Educational institutions
? Professional bodies
? Walk-ins
External sources Choosing the best resource
? Reach to target audience
? Cost consideration
? Urgency
? Exemption level
? Capacity to get the high turnover
Choosing the best source
Appropriate media- Judgement
? Reach to target population
? Cost considerations
? Urgency/Immediate requirement
? Exemption level
? Predictability of the number of applicants
Contents of JOB AD
Contents:
?Job Title
?Salary and benefits
?Skills and experience
? Role summary
?Location
?Company summery
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
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 that
long statements with little content
Include background information on your company-
listing of products or services you provide
? 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
? Job title
? The most important part of your job adAvoid using
jargon or internal titles. Job ads that use industry
standard titles are more likely to be seen by
candidates.
? Customer Service Representativeb
? Office Manager
? Analyst Programmer
? Customer Service Superstar
? Habitat Manager
? Bring your Analyst Programming Skills
? Key selling points
? The best things about the jobStandOut job ads let
you include three bullet points to showcase the best
things about the role.What will the candidate do?
? What?s a company highlight?
? What?s a benefit that your target candidate would
care about?
? Job summary
? The job summary should make your perfect
candidate think ?yes, this sounds like me!?Be specific
? 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.
? 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, the filter
will use your ad?s salary information whether you
have chosen to display or not.
? 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 this
information have priority over job ads with a more
general location.If you specify a suburb, your job ad
will still be visible to candidates who search for
neighbouring or broader areas.
Job Advertisement
Factors :
Media policies
Purpose of the advertisement may be the strongest
influences
Amount of copy
?small size, large size, multi page advertisement
Internet Public sector recruitment Contents of Public sector recruitment
? Determine the exact need
? Obtain approval to recruit in terms of budget and
level of appointment
? Compile or update job descriptions and job
specifications
? Determine key result areas for the job
? Definition
? ?Key?Result?Areas?refer?to?general?areas?of?outputs?or?outcomes?for?which?the?
department?s?role?is?responsible.
? Key?Performance?Areas?are?the?areas?within?the?business?unit,?for?which?an?
individual?or?group?is?logically?responsible.
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
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
FirstRanker.com - FirstRanker's Choice
CHAPTER 4
External hiring
? External recruitment?is?the?assessment?of?an?
available?pool?of?job?candidates,?other?than?existing?
staff,?to?see?if?there?are?any?sufficiently?skilled?or?
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
? This involves recruiting a candidate through
references, networks, job portals or they may
approach recruitment agencies. In order to compete
with other companies & increase their standard,
employers hunt for best talents working for other top
companies.
Advantages of External Recruitment
1.Create new opportunities for external employees.
2.Best candidates can be placed for the roles
3.Cost of employees can be minimized
4.There are less chances of partiality
6.Uniqueness in employee?s work for different
companies can take the current company to extra mile
7.Able to recruit the skills it needs
Disadvantages of External Recruitment
1.Cost to hire is high.
2.External process is more time consuming as
compared to internal process.
3.Sourcing quality candidates becomes difficult for the
companies.
4.Internal recruiters lack headhunting skills ( Less
references & networks ). They may have to approach
Recruitment agencies to hire the people.
Sources of External recruitment
? Advertisement / media in newspaper, TV/Radio
? Employment exchange
? Campus recruitment
? Consultants
? unsolicited applications ?Walk ins, write in, talk-ins
? Internet
Job advertisement
? 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, employer
?Blind ads: no identification of the organization
?Self ad by jobseekers
Ads must contain the following:
I. Job content
II. Job location
III. Compensation
IV. Job specifications
V. Growth prospects
VI. To whom one applies
Advertisement in Newspaper / Media
? 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
Disadvantages
?Expensive
?Huge competitions
?Audience
?Short shelf life
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
industrial establishments having 25 workers or more
Consultants
? A recruitment consultant is the intermediary
between organisations wishing to recruit (the client)
and the individual seeking a career move or
temporary assignment (the candidate). It is primarily
a sales role, with high rewards for impressive results.
? Advice, interview, shortlist/screening
Procedures
? Job description, Specification, employee
specification
? Consultant reach potential employee from data bank
? Shortlist and conduct preliminary interview
? Inform organisation and candidate about the venue
? Feedback from organisation
Campus recruitment
? Campus placement or campus interview is the
program conducted within educational institutes or
in a common place to provide jobs to students
pursuing or in the stage of completing the
programme.
Procedures
? 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
CAMPUS RECRUITMENT
Advantage:
? Good candidate pool
? Save time and efforts
? Crease selection ratio
? Increase brand identity
Disadvantages:
? Less quality
? Lack of experienced candidate
? Less in joining turn over ratio
Unsolicited application
? Employee reach employer through Email, letter,
telephone or in person constitute of prospective
applicants
Advantages:
? Better option
? Loyalty
? Economic
Disadvantage:
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 also
individuals who are content in their current position
Internet portals Methods Job boards
Employer websites-company owned sites or sites
developed by various employers
? Professional websites
? Career websites
? Weblogs
? Virtual job fairs
? Niche job portals
Employer websites-Direct employers.com
.
?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
Developed for Employers, By
Employers
We?re not a vendor offering
your organization ?check-the-
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 formed 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 jobs.com
? Attorneyjobs.com
? Used for background checks
E-recruiting?methods
? Professional websites :specific?jobs
Eg:www.shrm.org
Virtual?job?fair:
A?virtual career fair?(sometimes?called?an?online?job
fair)?is?on?online??event??(as?it?takes?place?at?a?certain?time?
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
virtualcareerfairs.com/
vFairs?is?a?web?platform?allowing?you?to?host?online?
events,?career fairs,?job fairs,?tradeshows,?expos?and?
conferences.
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 job
criteria
? Monster.com,
? Careerbuilder.com
Career websites
? Stores candidate database and companies have to
pay a fee
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. The
NACE link Network, an alliance among the
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
? A niche job board is a website that provides a simple way
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 locate
them in one place.
? efinancialcareers.com-efinancialcareers enables you
to identify opportunities in 35 different niches within
finance such as accounting, asset management,
commercial banking, retail banking, investment banking,
trading and derivatives, College recruiter.com,
Craigslist.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 weed
out the unqualified candidates in an automated way
?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
Disadvantages of e-recruiting Single or multiple sources
? NO single source of recruitment can suit the
organisation for different nature and at different
time
? Crucial to decide
Internal sources
? Skill inventories-record system of employees with
specific skills
? Job posting
? Inside moonlighting
?Employment agencies
?Media advertisement
?Posting
?Referrals
?Head hunting /skill researching
?Consultants
?Campus drive -Educational institutions
? Professional bodies
? Walk-ins
External sources Choosing the best resource
? Reach to target audience
? Cost consideration
? Urgency
? Exemption level
? Capacity to get the high turnover
Choosing the best source
Appropriate media- Judgement
? Reach to target population
? Cost considerations
? Urgency/Immediate requirement
? Exemption level
? Predictability of the number of applicants
Contents of JOB AD
Contents:
?Job Title
?Salary and benefits
?Skills and experience
? Role summary
?Location
?Company summery
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
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 that
long statements with little content
Include background information on your company-
listing of products or services you provide
? 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
? Job title
? The most important part of your job adAvoid using
jargon or internal titles. Job ads that use industry
standard titles are more likely to be seen by
candidates.
? Customer Service Representativeb
? Office Manager
? Analyst Programmer
? Customer Service Superstar
? Habitat Manager
? Bring your Analyst Programming Skills
? Key selling points
? The best things about the jobStandOut job ads let
you include three bullet points to showcase the best
things about the role.What will the candidate do?
? What?s a company highlight?
? What?s a benefit that your target candidate would
care about?
? Job summary
? The job summary should make your perfect
candidate think ?yes, this sounds like me!?Be specific
? 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.
? 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, the filter
will use your ad?s salary information whether you
have chosen to display or not.
? 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 this
information have priority over job ads with a more
general location.If you specify a suburb, your job ad
will still be visible to candidates who search for
neighbouring or broader areas.
Job Advertisement
Factors :
Media policies
Purpose of the advertisement may be the strongest
influences
Amount of copy
?small size, large size, multi page advertisement
Internet Public sector recruitment Contents of Public sector recruitment
? Determine the exact need
? Obtain approval to recruit in terms of budget and
level of appointment
? Compile or update job descriptions and job
specifications
? Determine key result areas for the job
? Definition
? ?Key?Result?Areas?refer?to?general?areas?of?outputs?or?outcomes?for?which?the?
department?s?role?is?responsible.
? Key?Performance?Areas?are?the?areas?within?the?business?unit,?for?which?an?
individual?or?group?is?logically?responsible.
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
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
FirstRanker.com - FirstRanker's Choice
This post was last modified on 18 February 2020