Download VTU (Visvesvaraya Technological University) MBA 3rd Semester (Third Semester) 16MBAHR302-Recruitment and Selection New Hiring Process and Decision chapter 2 Important Lecture Notes (MBA Study Material Notes)
Chapter 2
FirstRanker.com - FirstRanker's Choice
Hiring process and hiring decision
Chapter 2
Hiring / recruitment Process
? Recruitment?is the process of searching the candidates
for employment and stimulating them to apply for jobs in
the organisation.
? Hiring is the process of engaging the services of a person
either temporarily or permanently for a certain fee. It is
for the purpose of performing a certain job which is
specified before the employee is hired by a company.
FirstRanker.com - FirstRanker's Choice
Hiring process and hiring decision
Chapter 2
Hiring / recruitment Process
? Recruitment?is the process of searching the candidates
for employment and stimulating them to apply for jobs in
the organisation.
? Hiring is the process of engaging the services of a person
either temporarily or permanently for a certain fee. It is
for the purpose of performing a certain job which is
specified before the employee is hired by a company.
Difference between Recruitment and Hiring
1) Recruitment is the process of looking for and attracting new
members or employees for a company or organization while
hiring is the process of finding and engaging the services of
the person that best suits the job.
2) .Recruitment is a long and tedious process involving several
personnel to select which candidate is best for the job while
hiring is done the moment the right employee is chosen
from among the many candidates.
3) Recruitment needs arise when there are changes in the
company such as retirements, deaths, accidents, or illnesses,
and hiring is part of the recruitment process.
4) Recruitment is the first step in the process of attracting and
finding new employees while hiring is the last step in the
process
FirstRanker.com - FirstRanker's Choice
Hiring process and hiring decision
Chapter 2
Hiring / recruitment Process
? Recruitment?is the process of searching the candidates
for employment and stimulating them to apply for jobs in
the organisation.
? Hiring is the process of engaging the services of a person
either temporarily or permanently for a certain fee. It is
for the purpose of performing a certain job which is
specified before the employee is hired by a company.
Difference between Recruitment and Hiring
1) Recruitment is the process of looking for and attracting new
members or employees for a company or organization while
hiring is the process of finding and engaging the services of
the person that best suits the job.
2) .Recruitment is a long and tedious process involving several
personnel to select which candidate is best for the job while
hiring is done the moment the right employee is chosen
from among the many candidates.
3) Recruitment needs arise when there are changes in the
company such as retirements, deaths, accidents, or illnesses,
and hiring is part of the recruitment process.
4) Recruitment is the first step in the process of attracting and
finding new employees while hiring is the last step in the
process
Objectives
? Growth of the business
? Finding Skilled Employees
? Finding Employees Who Fit Your Culture
? It provides different opportunities to procure human
resource.
? Workplace Diversity
? It forecasts how many people will be required in the
company
? It enables the company to advertise itself and attract
talented people
FirstRanker.com - FirstRanker's Choice
Hiring process and hiring decision
Chapter 2
Hiring / recruitment Process
? Recruitment?is the process of searching the candidates
for employment and stimulating them to apply for jobs in
the organisation.
? Hiring is the process of engaging the services of a person
either temporarily or permanently for a certain fee. It is
for the purpose of performing a certain job which is
specified before the employee is hired by a company.
Difference between Recruitment and Hiring
1) Recruitment is the process of looking for and attracting new
members or employees for a company or organization while
hiring is the process of finding and engaging the services of
the person that best suits the job.
2) .Recruitment is a long and tedious process involving several
personnel to select which candidate is best for the job while
hiring is done the moment the right employee is chosen
from among the many candidates.
3) Recruitment needs arise when there are changes in the
company such as retirements, deaths, accidents, or illnesses,
and hiring is part of the recruitment process.
4) Recruitment is the first step in the process of attracting and
finding new employees while hiring is the last step in the
process
Objectives
? Growth of the business
? Finding Skilled Employees
? Finding Employees Who Fit Your Culture
? It provides different opportunities to procure human
resource.
? Workplace Diversity
? It forecasts how many people will be required in the
company
? It enables the company to advertise itself and attract
talented people
Importance of hiring
? Determines present and future requirements
? Meets organisations obligations
? Without a core team of quality and effective employees it is
impossible for a business to stand apart, build a brand, and develop
a unique customer experience.
? Each person being hired brings something unique to the business and it?s
important to seek out those with the best qualities .?
FirstRanker.com - FirstRanker's Choice
Hiring process and hiring decision
Chapter 2
Hiring / recruitment Process
? Recruitment?is the process of searching the candidates
for employment and stimulating them to apply for jobs in
the organisation.
? Hiring is the process of engaging the services of a person
either temporarily or permanently for a certain fee. It is
for the purpose of performing a certain job which is
specified before the employee is hired by a company.
Difference between Recruitment and Hiring
1) Recruitment is the process of looking for and attracting new
members or employees for a company or organization while
hiring is the process of finding and engaging the services of
the person that best suits the job.
2) .Recruitment is a long and tedious process involving several
personnel to select which candidate is best for the job while
hiring is done the moment the right employee is chosen
from among the many candidates.
3) Recruitment needs arise when there are changes in the
company such as retirements, deaths, accidents, or illnesses,
and hiring is part of the recruitment process.
4) Recruitment is the first step in the process of attracting and
finding new employees while hiring is the last step in the
process
Objectives
? Growth of the business
? Finding Skilled Employees
? Finding Employees Who Fit Your Culture
? It provides different opportunities to procure human
resource.
? Workplace Diversity
? It forecasts how many people will be required in the
company
? It enables the company to advertise itself and attract
talented people
Importance of hiring
? Determines present and future requirements
? Meets organisations obligations
? Without a core team of quality and effective employees it is
impossible for a business to stand apart, build a brand, and develop
a unique customer experience.
? Each person being hired brings something unique to the business and it?s
important to seek out those with the best qualities .?
Factors affecting hiring
Internal Factors
? Recruiting Policy
? HRP
? Size of the Organisation
? cost
? Growth and expansion
FirstRanker.com - FirstRanker's Choice
Hiring process and hiring decision
Chapter 2
Hiring / recruitment Process
? Recruitment?is the process of searching the candidates
for employment and stimulating them to apply for jobs in
the organisation.
? Hiring is the process of engaging the services of a person
either temporarily or permanently for a certain fee. It is
for the purpose of performing a certain job which is
specified before the employee is hired by a company.
Difference between Recruitment and Hiring
1) Recruitment is the process of looking for and attracting new
members or employees for a company or organization while
hiring is the process of finding and engaging the services of
the person that best suits the job.
2) .Recruitment is a long and tedious process involving several
personnel to select which candidate is best for the job while
hiring is done the moment the right employee is chosen
from among the many candidates.
3) Recruitment needs arise when there are changes in the
company such as retirements, deaths, accidents, or illnesses,
and hiring is part of the recruitment process.
4) Recruitment is the first step in the process of attracting and
finding new employees while hiring is the last step in the
process
Objectives
? Growth of the business
? Finding Skilled Employees
? Finding Employees Who Fit Your Culture
? It provides different opportunities to procure human
resource.
? Workplace Diversity
? It forecasts how many people will be required in the
company
? It enables the company to advertise itself and attract
talented people
Importance of hiring
? Determines present and future requirements
? Meets organisations obligations
? Without a core team of quality and effective employees it is
impossible for a business to stand apart, build a brand, and develop
a unique customer experience.
? Each person being hired brings something unique to the business and it?s
important to seek out those with the best qualities .?
Factors affecting hiring
Internal Factors
? Recruiting Policy
? HRP
? Size of the Organisation
? cost
? Growth and expansion
External Factors
? Supply and demand
? Unemployment rate
? Labour Market
? Political-social- Legal Considerations
? Image
FirstRanker.com - FirstRanker's Choice
Hiring process and hiring decision
Chapter 2
Hiring / recruitment Process
? Recruitment?is the process of searching the candidates
for employment and stimulating them to apply for jobs in
the organisation.
? Hiring is the process of engaging the services of a person
either temporarily or permanently for a certain fee. It is
for the purpose of performing a certain job which is
specified before the employee is hired by a company.
Difference between Recruitment and Hiring
1) Recruitment is the process of looking for and attracting new
members or employees for a company or organization while
hiring is the process of finding and engaging the services of
the person that best suits the job.
2) .Recruitment is a long and tedious process involving several
personnel to select which candidate is best for the job while
hiring is done the moment the right employee is chosen
from among the many candidates.
3) Recruitment needs arise when there are changes in the
company such as retirements, deaths, accidents, or illnesses,
and hiring is part of the recruitment process.
4) Recruitment is the first step in the process of attracting and
finding new employees while hiring is the last step in the
process
Objectives
? Growth of the business
? Finding Skilled Employees
? Finding Employees Who Fit Your Culture
? It provides different opportunities to procure human
resource.
? Workplace Diversity
? It forecasts how many people will be required in the
company
? It enables the company to advertise itself and attract
talented people
Importance of hiring
? Determines present and future requirements
? Meets organisations obligations
? Without a core team of quality and effective employees it is
impossible for a business to stand apart, build a brand, and develop
a unique customer experience.
? Each person being hired brings something unique to the business and it?s
important to seek out those with the best qualities .?
Factors affecting hiring
Internal Factors
? Recruiting Policy
? HRP
? Size of the Organisation
? cost
? Growth and expansion
External Factors
? Supply and demand
? Unemployment rate
? Labour Market
? Political-social- Legal Considerations
? Image
Hiring process
Need
analyses
Job
analysis
Contacting
sources
Selection
process
Applicati
on pool
Identifying
recruitment
sources
Evaluation and control
FirstRanker.com - FirstRanker's Choice
Hiring process and hiring decision
Chapter 2
Hiring / recruitment Process
? Recruitment?is the process of searching the candidates
for employment and stimulating them to apply for jobs in
the organisation.
? Hiring is the process of engaging the services of a person
either temporarily or permanently for a certain fee. It is
for the purpose of performing a certain job which is
specified before the employee is hired by a company.
Difference between Recruitment and Hiring
1) Recruitment is the process of looking for and attracting new
members or employees for a company or organization while
hiring is the process of finding and engaging the services of
the person that best suits the job.
2) .Recruitment is a long and tedious process involving several
personnel to select which candidate is best for the job while
hiring is done the moment the right employee is chosen
from among the many candidates.
3) Recruitment needs arise when there are changes in the
company such as retirements, deaths, accidents, or illnesses,
and hiring is part of the recruitment process.
4) Recruitment is the first step in the process of attracting and
finding new employees while hiring is the last step in the
process
Objectives
? Growth of the business
? Finding Skilled Employees
? Finding Employees Who Fit Your Culture
? It provides different opportunities to procure human
resource.
? Workplace Diversity
? It forecasts how many people will be required in the
company
? It enables the company to advertise itself and attract
talented people
Importance of hiring
? Determines present and future requirements
? Meets organisations obligations
? Without a core team of quality and effective employees it is
impossible for a business to stand apart, build a brand, and develop
a unique customer experience.
? Each person being hired brings something unique to the business and it?s
important to seek out those with the best qualities .?
Factors affecting hiring
Internal Factors
? Recruiting Policy
? HRP
? Size of the Organisation
? cost
? Growth and expansion
External Factors
? Supply and demand
? Unemployment rate
? Labour Market
? Political-social- Legal Considerations
? Image
Hiring process
Need
analyses
Job
analysis
Contacting
sources
Selection
process
Applicati
on pool
Identifying
recruitment
sources
Evaluation and control ? Needs analysis: Recruitments provide opportunities to
departments to align staff skill sets to initiatives and goals,
and for departmental and individual growth. Proper
planning and evaluation of the need will lead to hiring the
right person for the role and team
? An organisational strategic plan can be used as an input
for recruitment assessment process
? Job analysis: JA is a foundation of for all hiring decision. It
provide inputs in 2 ways;
Job specification
Jon description
FirstRanker.com - FirstRanker's Choice
Hiring process and hiring decision
Chapter 2
Hiring / recruitment Process
? Recruitment?is the process of searching the candidates
for employment and stimulating them to apply for jobs in
the organisation.
? Hiring is the process of engaging the services of a person
either temporarily or permanently for a certain fee. It is
for the purpose of performing a certain job which is
specified before the employee is hired by a company.
Difference between Recruitment and Hiring
1) Recruitment is the process of looking for and attracting new
members or employees for a company or organization while
hiring is the process of finding and engaging the services of
the person that best suits the job.
2) .Recruitment is a long and tedious process involving several
personnel to select which candidate is best for the job while
hiring is done the moment the right employee is chosen
from among the many candidates.
3) Recruitment needs arise when there are changes in the
company such as retirements, deaths, accidents, or illnesses,
and hiring is part of the recruitment process.
4) Recruitment is the first step in the process of attracting and
finding new employees while hiring is the last step in the
process
Objectives
? Growth of the business
? Finding Skilled Employees
? Finding Employees Who Fit Your Culture
? It provides different opportunities to procure human
resource.
? Workplace Diversity
? It forecasts how many people will be required in the
company
? It enables the company to advertise itself and attract
talented people
Importance of hiring
? Determines present and future requirements
? Meets organisations obligations
? Without a core team of quality and effective employees it is
impossible for a business to stand apart, build a brand, and develop
a unique customer experience.
? Each person being hired brings something unique to the business and it?s
important to seek out those with the best qualities .?
Factors affecting hiring
Internal Factors
? Recruiting Policy
? HRP
? Size of the Organisation
? cost
? Growth and expansion
External Factors
? Supply and demand
? Unemployment rate
? Labour Market
? Political-social- Legal Considerations
? Image
Hiring process
Need
analyses
Job
analysis
Contacting
sources
Selection
process
Applicati
on pool
Identifying
recruitment
sources
Evaluation and control ? Needs analysis: Recruitments provide opportunities to
departments to align staff skill sets to initiatives and goals,
and for departmental and individual growth. Proper
planning and evaluation of the need will lead to hiring the
right person for the role and team
? An organisational strategic plan can be used as an input
for recruitment assessment process
? Job analysis: JA is a foundation of for all hiring decision. It
provide inputs in 2 ways;
Job specification
Jon description
Responsibilities in need analysis
? The productivity level of the department or company
should not be compromised
? Budget to be allocated and approved
? Appropriate training materials, physical assets to be
available for new employee to be productive on their first
day.
? A mentor or manager is available for training
FirstRanker.com - FirstRanker's Choice
Hiring process and hiring decision
Chapter 2
Hiring / recruitment Process
? Recruitment?is the process of searching the candidates
for employment and stimulating them to apply for jobs in
the organisation.
? Hiring is the process of engaging the services of a person
either temporarily or permanently for a certain fee. It is
for the purpose of performing a certain job which is
specified before the employee is hired by a company.
Difference between Recruitment and Hiring
1) Recruitment is the process of looking for and attracting new
members or employees for a company or organization while
hiring is the process of finding and engaging the services of
the person that best suits the job.
2) .Recruitment is a long and tedious process involving several
personnel to select which candidate is best for the job while
hiring is done the moment the right employee is chosen
from among the many candidates.
3) Recruitment needs arise when there are changes in the
company such as retirements, deaths, accidents, or illnesses,
and hiring is part of the recruitment process.
4) Recruitment is the first step in the process of attracting and
finding new employees while hiring is the last step in the
process
Objectives
? Growth of the business
? Finding Skilled Employees
? Finding Employees Who Fit Your Culture
? It provides different opportunities to procure human
resource.
? Workplace Diversity
? It forecasts how many people will be required in the
company
? It enables the company to advertise itself and attract
talented people
Importance of hiring
? Determines present and future requirements
? Meets organisations obligations
? Without a core team of quality and effective employees it is
impossible for a business to stand apart, build a brand, and develop
a unique customer experience.
? Each person being hired brings something unique to the business and it?s
important to seek out those with the best qualities .?
Factors affecting hiring
Internal Factors
? Recruiting Policy
? HRP
? Size of the Organisation
? cost
? Growth and expansion
External Factors
? Supply and demand
? Unemployment rate
? Labour Market
? Political-social- Legal Considerations
? Image
Hiring process
Need
analyses
Job
analysis
Contacting
sources
Selection
process
Applicati
on pool
Identifying
recruitment
sources
Evaluation and control ? Needs analysis: Recruitments provide opportunities to
departments to align staff skill sets to initiatives and goals,
and for departmental and individual growth. Proper
planning and evaluation of the need will lead to hiring the
right person for the role and team
? An organisational strategic plan can be used as an input
for recruitment assessment process
? Job analysis: JA is a foundation of for all hiring decision. It
provide inputs in 2 ways;
Job specification
Jon description
Responsibilities in need analysis
? The productivity level of the department or company
should not be compromised
? Budget to be allocated and approved
? Appropriate training materials, physical assets to be
available for new employee to be productive on their first
day.
? A mentor or manager is available for training
? Identifying recruitment sources: Identify the various
sources such as internal sources, external sources to
attract the potential talents
? Contacting sources: Recruitment is two way procedures
and includes two parties.
Objective factor theory ? an individual choose a job by
ranking and evaluating a limited number of clearly measurable
feature of each job offer
FirstRanker.com - FirstRanker's Choice
Hiring process and hiring decision
Chapter 2
Hiring / recruitment Process
? Recruitment?is the process of searching the candidates
for employment and stimulating them to apply for jobs in
the organisation.
? Hiring is the process of engaging the services of a person
either temporarily or permanently for a certain fee. It is
for the purpose of performing a certain job which is
specified before the employee is hired by a company.
Difference between Recruitment and Hiring
1) Recruitment is the process of looking for and attracting new
members or employees for a company or organization while
hiring is the process of finding and engaging the services of
the person that best suits the job.
2) .Recruitment is a long and tedious process involving several
personnel to select which candidate is best for the job while
hiring is done the moment the right employee is chosen
from among the many candidates.
3) Recruitment needs arise when there are changes in the
company such as retirements, deaths, accidents, or illnesses,
and hiring is part of the recruitment process.
4) Recruitment is the first step in the process of attracting and
finding new employees while hiring is the last step in the
process
Objectives
? Growth of the business
? Finding Skilled Employees
? Finding Employees Who Fit Your Culture
? It provides different opportunities to procure human
resource.
? Workplace Diversity
? It forecasts how many people will be required in the
company
? It enables the company to advertise itself and attract
talented people
Importance of hiring
? Determines present and future requirements
? Meets organisations obligations
? Without a core team of quality and effective employees it is
impossible for a business to stand apart, build a brand, and develop
a unique customer experience.
? Each person being hired brings something unique to the business and it?s
important to seek out those with the best qualities .?
Factors affecting hiring
Internal Factors
? Recruiting Policy
? HRP
? Size of the Organisation
? cost
? Growth and expansion
External Factors
? Supply and demand
? Unemployment rate
? Labour Market
? Political-social- Legal Considerations
? Image
Hiring process
Need
analyses
Job
analysis
Contacting
sources
Selection
process
Applicati
on pool
Identifying
recruitment
sources
Evaluation and control ? Needs analysis: Recruitments provide opportunities to
departments to align staff skill sets to initiatives and goals,
and for departmental and individual growth. Proper
planning and evaluation of the need will lead to hiring the
right person for the role and team
? An organisational strategic plan can be used as an input
for recruitment assessment process
? Job analysis: JA is a foundation of for all hiring decision. It
provide inputs in 2 ways;
Job specification
Jon description
Responsibilities in need analysis
? The productivity level of the department or company
should not be compromised
? Budget to be allocated and approved
? Appropriate training materials, physical assets to be
available for new employee to be productive on their first
day.
? A mentor or manager is available for training
? Identifying recruitment sources: Identify the various
sources such as internal sources, external sources to
attract the potential talents
? Contacting sources: Recruitment is two way procedures
and includes two parties.
Objective factor theory ? an individual choose a job by
ranking and evaluating a limited number of clearly measurable
feature of each job offer
Subjective factors- individual select a position on the basis
of what they perceived their personal and emotional needs
to be and the extent to which org. image meet their
perceived needs.
Critical factor theory ? when a candidate unable to choose
an organisation because of limited contact, insufficient data
regarding the org.
FirstRanker.com - FirstRanker's Choice
Hiring process and hiring decision
Chapter 2
Hiring / recruitment Process
? Recruitment?is the process of searching the candidates
for employment and stimulating them to apply for jobs in
the organisation.
? Hiring is the process of engaging the services of a person
either temporarily or permanently for a certain fee. It is
for the purpose of performing a certain job which is
specified before the employee is hired by a company.
Difference between Recruitment and Hiring
1) Recruitment is the process of looking for and attracting new
members or employees for a company or organization while
hiring is the process of finding and engaging the services of
the person that best suits the job.
2) .Recruitment is a long and tedious process involving several
personnel to select which candidate is best for the job while
hiring is done the moment the right employee is chosen
from among the many candidates.
3) Recruitment needs arise when there are changes in the
company such as retirements, deaths, accidents, or illnesses,
and hiring is part of the recruitment process.
4) Recruitment is the first step in the process of attracting and
finding new employees while hiring is the last step in the
process
Objectives
? Growth of the business
? Finding Skilled Employees
? Finding Employees Who Fit Your Culture
? It provides different opportunities to procure human
resource.
? Workplace Diversity
? It forecasts how many people will be required in the
company
? It enables the company to advertise itself and attract
talented people
Importance of hiring
? Determines present and future requirements
? Meets organisations obligations
? Without a core team of quality and effective employees it is
impossible for a business to stand apart, build a brand, and develop
a unique customer experience.
? Each person being hired brings something unique to the business and it?s
important to seek out those with the best qualities .?
Factors affecting hiring
Internal Factors
? Recruiting Policy
? HRP
? Size of the Organisation
? cost
? Growth and expansion
External Factors
? Supply and demand
? Unemployment rate
? Labour Market
? Political-social- Legal Considerations
? Image
Hiring process
Need
analyses
Job
analysis
Contacting
sources
Selection
process
Applicati
on pool
Identifying
recruitment
sources
Evaluation and control ? Needs analysis: Recruitments provide opportunities to
departments to align staff skill sets to initiatives and goals,
and for departmental and individual growth. Proper
planning and evaluation of the need will lead to hiring the
right person for the role and team
? An organisational strategic plan can be used as an input
for recruitment assessment process
? Job analysis: JA is a foundation of for all hiring decision. It
provide inputs in 2 ways;
Job specification
Jon description
Responsibilities in need analysis
? The productivity level of the department or company
should not be compromised
? Budget to be allocated and approved
? Appropriate training materials, physical assets to be
available for new employee to be productive on their first
day.
? A mentor or manager is available for training
? Identifying recruitment sources: Identify the various
sources such as internal sources, external sources to
attract the potential talents
? Contacting sources: Recruitment is two way procedures
and includes two parties.
Objective factor theory ? an individual choose a job by
ranking and evaluating a limited number of clearly measurable
feature of each job offer
Subjective factors- individual select a position on the basis
of what they perceived their personal and emotional needs
to be and the extent to which org. image meet their
perceived needs.
Critical factor theory ? when a candidate unable to choose
an organisation because of limited contact, insufficient data
regarding the org.
REALISTIC JOB PREVIEW
Two technique for providing information about the organisation.
? Realistic job preview (RJP) ?provide complete job related
information both positive and negative .
? RJP can result in self selection process
? Job Compatibility questionnaire- developed to determine
whether an applicant?s preference for work match the
characteristic of the job
? Measures job factors related to performance, satisfaction ,
turnover and absenteeism
? ?Greater the compatibility between applicants preference for
job and characteristics of job perceived by jobseeker, Greater
the probability of employee effectiveness and longer the
tenure.
FirstRanker.com - FirstRanker's Choice
Hiring process and hiring decision
Chapter 2
Hiring / recruitment Process
? Recruitment?is the process of searching the candidates
for employment and stimulating them to apply for jobs in
the organisation.
? Hiring is the process of engaging the services of a person
either temporarily or permanently for a certain fee. It is
for the purpose of performing a certain job which is
specified before the employee is hired by a company.
Difference between Recruitment and Hiring
1) Recruitment is the process of looking for and attracting new
members or employees for a company or organization while
hiring is the process of finding and engaging the services of
the person that best suits the job.
2) .Recruitment is a long and tedious process involving several
personnel to select which candidate is best for the job while
hiring is done the moment the right employee is chosen
from among the many candidates.
3) Recruitment needs arise when there are changes in the
company such as retirements, deaths, accidents, or illnesses,
and hiring is part of the recruitment process.
4) Recruitment is the first step in the process of attracting and
finding new employees while hiring is the last step in the
process
Objectives
? Growth of the business
? Finding Skilled Employees
? Finding Employees Who Fit Your Culture
? It provides different opportunities to procure human
resource.
? Workplace Diversity
? It forecasts how many people will be required in the
company
? It enables the company to advertise itself and attract
talented people
Importance of hiring
? Determines present and future requirements
? Meets organisations obligations
? Without a core team of quality and effective employees it is
impossible for a business to stand apart, build a brand, and develop
a unique customer experience.
? Each person being hired brings something unique to the business and it?s
important to seek out those with the best qualities .?
Factors affecting hiring
Internal Factors
? Recruiting Policy
? HRP
? Size of the Organisation
? cost
? Growth and expansion
External Factors
? Supply and demand
? Unemployment rate
? Labour Market
? Political-social- Legal Considerations
? Image
Hiring process
Need
analyses
Job
analysis
Contacting
sources
Selection
process
Applicati
on pool
Identifying
recruitment
sources
Evaluation and control ? Needs analysis: Recruitments provide opportunities to
departments to align staff skill sets to initiatives and goals,
and for departmental and individual growth. Proper
planning and evaluation of the need will lead to hiring the
right person for the role and team
? An organisational strategic plan can be used as an input
for recruitment assessment process
? Job analysis: JA is a foundation of for all hiring decision. It
provide inputs in 2 ways;
Job specification
Jon description
Responsibilities in need analysis
? The productivity level of the department or company
should not be compromised
? Budget to be allocated and approved
? Appropriate training materials, physical assets to be
available for new employee to be productive on their first
day.
? A mentor or manager is available for training
? Identifying recruitment sources: Identify the various
sources such as internal sources, external sources to
attract the potential talents
? Contacting sources: Recruitment is two way procedures
and includes two parties.
Objective factor theory ? an individual choose a job by
ranking and evaluating a limited number of clearly measurable
feature of each job offer
Subjective factors- individual select a position on the basis
of what they perceived their personal and emotional needs
to be and the extent to which org. image meet their
perceived needs.
Critical factor theory ? when a candidate unable to choose
an organisation because of limited contact, insufficient data
regarding the org.
REALISTIC JOB PREVIEW
Two technique for providing information about the organisation.
? Realistic job preview (RJP) ?provide complete job related
information both positive and negative .
? RJP can result in self selection process
? Job Compatibility questionnaire- developed to determine
whether an applicant?s preference for work match the
characteristic of the job
? Measures job factors related to performance, satisfaction ,
turnover and absenteeism
? ?Greater the compatibility between applicants preference for
job and characteristics of job perceived by jobseeker, Greater
the probability of employee effectiveness and longer the
tenure.
Job Factors under JCQ
? Task requirements
? Physical environment
? Peer characteristics
? Leadership characteristics
? Customer characteristics
? Compensation preferences
? Task variety
? Job autonomy
? Physical demands
? Work schedule
FirstRanker.com - FirstRanker's Choice
Hiring process and hiring decision
Chapter 2
Hiring / recruitment Process
? Recruitment?is the process of searching the candidates
for employment and stimulating them to apply for jobs in
the organisation.
? Hiring is the process of engaging the services of a person
either temporarily or permanently for a certain fee. It is
for the purpose of performing a certain job which is
specified before the employee is hired by a company.
Difference between Recruitment and Hiring
1) Recruitment is the process of looking for and attracting new
members or employees for a company or organization while
hiring is the process of finding and engaging the services of
the person that best suits the job.
2) .Recruitment is a long and tedious process involving several
personnel to select which candidate is best for the job while
hiring is done the moment the right employee is chosen
from among the many candidates.
3) Recruitment needs arise when there are changes in the
company such as retirements, deaths, accidents, or illnesses,
and hiring is part of the recruitment process.
4) Recruitment is the first step in the process of attracting and
finding new employees while hiring is the last step in the
process
Objectives
? Growth of the business
? Finding Skilled Employees
? Finding Employees Who Fit Your Culture
? It provides different opportunities to procure human
resource.
? Workplace Diversity
? It forecasts how many people will be required in the
company
? It enables the company to advertise itself and attract
talented people
Importance of hiring
? Determines present and future requirements
? Meets organisations obligations
? Without a core team of quality and effective employees it is
impossible for a business to stand apart, build a brand, and develop
a unique customer experience.
? Each person being hired brings something unique to the business and it?s
important to seek out those with the best qualities .?
Factors affecting hiring
Internal Factors
? Recruiting Policy
? HRP
? Size of the Organisation
? cost
? Growth and expansion
External Factors
? Supply and demand
? Unemployment rate
? Labour Market
? Political-social- Legal Considerations
? Image
Hiring process
Need
analyses
Job
analysis
Contacting
sources
Selection
process
Applicati
on pool
Identifying
recruitment
sources
Evaluation and control ? Needs analysis: Recruitments provide opportunities to
departments to align staff skill sets to initiatives and goals,
and for departmental and individual growth. Proper
planning and evaluation of the need will lead to hiring the
right person for the role and team
? An organisational strategic plan can be used as an input
for recruitment assessment process
? Job analysis: JA is a foundation of for all hiring decision. It
provide inputs in 2 ways;
Job specification
Jon description
Responsibilities in need analysis
? The productivity level of the department or company
should not be compromised
? Budget to be allocated and approved
? Appropriate training materials, physical assets to be
available for new employee to be productive on their first
day.
? A mentor or manager is available for training
? Identifying recruitment sources: Identify the various
sources such as internal sources, external sources to
attract the potential talents
? Contacting sources: Recruitment is two way procedures
and includes two parties.
Objective factor theory ? an individual choose a job by
ranking and evaluating a limited number of clearly measurable
feature of each job offer
Subjective factors- individual select a position on the basis
of what they perceived their personal and emotional needs
to be and the extent to which org. image meet their
perceived needs.
Critical factor theory ? when a candidate unable to choose
an organisation because of limited contact, insufficient data
regarding the org.
REALISTIC JOB PREVIEW
Two technique for providing information about the organisation.
? Realistic job preview (RJP) ?provide complete job related
information both positive and negative .
? RJP can result in self selection process
? Job Compatibility questionnaire- developed to determine
whether an applicant?s preference for work match the
characteristic of the job
? Measures job factors related to performance, satisfaction ,
turnover and absenteeism
? ?Greater the compatibility between applicants preference for
job and characteristics of job perceived by jobseeker, Greater
the probability of employee effectiveness and longer the
tenure.
Job Factors under JCQ
? Task requirements
? Physical environment
? Peer characteristics
? Leadership characteristics
? Customer characteristics
? Compensation preferences
? Task variety
? Job autonomy
? Physical demands
? Work schedule
? Application pool: attract more candidates as to get the best
talents for the specific job.Applications are determined on
basis of:
? Organisation
? Kind of job
? Condition in the specific market
? Selection process: classifying applicants in order to hire those
who has more competent for the job.
? Evaluation and control: evaluation and control on over all
process help the company to get the best talent, reduce the
expenses etc..
FirstRanker.com - FirstRanker's Choice
Hiring process and hiring decision
Chapter 2
Hiring / recruitment Process
? Recruitment?is the process of searching the candidates
for employment and stimulating them to apply for jobs in
the organisation.
? Hiring is the process of engaging the services of a person
either temporarily or permanently for a certain fee. It is
for the purpose of performing a certain job which is
specified before the employee is hired by a company.
Difference between Recruitment and Hiring
1) Recruitment is the process of looking for and attracting new
members or employees for a company or organization while
hiring is the process of finding and engaging the services of
the person that best suits the job.
2) .Recruitment is a long and tedious process involving several
personnel to select which candidate is best for the job while
hiring is done the moment the right employee is chosen
from among the many candidates.
3) Recruitment needs arise when there are changes in the
company such as retirements, deaths, accidents, or illnesses,
and hiring is part of the recruitment process.
4) Recruitment is the first step in the process of attracting and
finding new employees while hiring is the last step in the
process
Objectives
? Growth of the business
? Finding Skilled Employees
? Finding Employees Who Fit Your Culture
? It provides different opportunities to procure human
resource.
? Workplace Diversity
? It forecasts how many people will be required in the
company
? It enables the company to advertise itself and attract
talented people
Importance of hiring
? Determines present and future requirements
? Meets organisations obligations
? Without a core team of quality and effective employees it is
impossible for a business to stand apart, build a brand, and develop
a unique customer experience.
? Each person being hired brings something unique to the business and it?s
important to seek out those with the best qualities .?
Factors affecting hiring
Internal Factors
? Recruiting Policy
? HRP
? Size of the Organisation
? cost
? Growth and expansion
External Factors
? Supply and demand
? Unemployment rate
? Labour Market
? Political-social- Legal Considerations
? Image
Hiring process
Need
analyses
Job
analysis
Contacting
sources
Selection
process
Applicati
on pool
Identifying
recruitment
sources
Evaluation and control ? Needs analysis: Recruitments provide opportunities to
departments to align staff skill sets to initiatives and goals,
and for departmental and individual growth. Proper
planning and evaluation of the need will lead to hiring the
right person for the role and team
? An organisational strategic plan can be used as an input
for recruitment assessment process
? Job analysis: JA is a foundation of for all hiring decision. It
provide inputs in 2 ways;
Job specification
Jon description
Responsibilities in need analysis
? The productivity level of the department or company
should not be compromised
? Budget to be allocated and approved
? Appropriate training materials, physical assets to be
available for new employee to be productive on their first
day.
? A mentor or manager is available for training
? Identifying recruitment sources: Identify the various
sources such as internal sources, external sources to
attract the potential talents
? Contacting sources: Recruitment is two way procedures
and includes two parties.
Objective factor theory ? an individual choose a job by
ranking and evaluating a limited number of clearly measurable
feature of each job offer
Subjective factors- individual select a position on the basis
of what they perceived their personal and emotional needs
to be and the extent to which org. image meet their
perceived needs.
Critical factor theory ? when a candidate unable to choose
an organisation because of limited contact, insufficient data
regarding the org.
REALISTIC JOB PREVIEW
Two technique for providing information about the organisation.
? Realistic job preview (RJP) ?provide complete job related
information both positive and negative .
? RJP can result in self selection process
? Job Compatibility questionnaire- developed to determine
whether an applicant?s preference for work match the
characteristic of the job
? Measures job factors related to performance, satisfaction ,
turnover and absenteeism
? ?Greater the compatibility between applicants preference for
job and characteristics of job perceived by jobseeker, Greater
the probability of employee effectiveness and longer the
tenure.
Job Factors under JCQ
? Task requirements
? Physical environment
? Peer characteristics
? Leadership characteristics
? Customer characteristics
? Compensation preferences
? Task variety
? Job autonomy
? Physical demands
? Work schedule
? Application pool: attract more candidates as to get the best
talents for the specific job.Applications are determined on
basis of:
? Organisation
? Kind of job
? Condition in the specific market
? Selection process: classifying applicants in order to hire those
who has more competent for the job.
? Evaluation and control: evaluation and control on over all
process help the company to get the best talent, reduce the
expenses etc..
Hiring policy
? The? process?of?finding?and? hiring?the?best-qualified?
candidate?(from?within?or?outside?of?an?organization)?for?a?
job?opening,?in?a?timely?and?cost?effective?manner.
Features:?
? The?policy?of?recruitment?should?be?compatible?with?the?
rules?and?regulations?of?government
? It?should?not?disregard?any?rules?made?for?other?
employees?working?in?the?company
? It?should?be?dynamic?and?forward-looking?to?attract?more?
talents?
? Job?securities?and?employee?development?programs
? Unbiased?and?offer?equal?opportunities?
? Flexible?to?change?
FirstRanker.com - FirstRanker's Choice
Hiring process and hiring decision
Chapter 2
Hiring / recruitment Process
? Recruitment?is the process of searching the candidates
for employment and stimulating them to apply for jobs in
the organisation.
? Hiring is the process of engaging the services of a person
either temporarily or permanently for a certain fee. It is
for the purpose of performing a certain job which is
specified before the employee is hired by a company.
Difference between Recruitment and Hiring
1) Recruitment is the process of looking for and attracting new
members or employees for a company or organization while
hiring is the process of finding and engaging the services of
the person that best suits the job.
2) .Recruitment is a long and tedious process involving several
personnel to select which candidate is best for the job while
hiring is done the moment the right employee is chosen
from among the many candidates.
3) Recruitment needs arise when there are changes in the
company such as retirements, deaths, accidents, or illnesses,
and hiring is part of the recruitment process.
4) Recruitment is the first step in the process of attracting and
finding new employees while hiring is the last step in the
process
Objectives
? Growth of the business
? Finding Skilled Employees
? Finding Employees Who Fit Your Culture
? It provides different opportunities to procure human
resource.
? Workplace Diversity
? It forecasts how many people will be required in the
company
? It enables the company to advertise itself and attract
talented people
Importance of hiring
? Determines present and future requirements
? Meets organisations obligations
? Without a core team of quality and effective employees it is
impossible for a business to stand apart, build a brand, and develop
a unique customer experience.
? Each person being hired brings something unique to the business and it?s
important to seek out those with the best qualities .?
Factors affecting hiring
Internal Factors
? Recruiting Policy
? HRP
? Size of the Organisation
? cost
? Growth and expansion
External Factors
? Supply and demand
? Unemployment rate
? Labour Market
? Political-social- Legal Considerations
? Image
Hiring process
Need
analyses
Job
analysis
Contacting
sources
Selection
process
Applicati
on pool
Identifying
recruitment
sources
Evaluation and control ? Needs analysis: Recruitments provide opportunities to
departments to align staff skill sets to initiatives and goals,
and for departmental and individual growth. Proper
planning and evaluation of the need will lead to hiring the
right person for the role and team
? An organisational strategic plan can be used as an input
for recruitment assessment process
? Job analysis: JA is a foundation of for all hiring decision. It
provide inputs in 2 ways;
Job specification
Jon description
Responsibilities in need analysis
? The productivity level of the department or company
should not be compromised
? Budget to be allocated and approved
? Appropriate training materials, physical assets to be
available for new employee to be productive on their first
day.
? A mentor or manager is available for training
? Identifying recruitment sources: Identify the various
sources such as internal sources, external sources to
attract the potential talents
? Contacting sources: Recruitment is two way procedures
and includes two parties.
Objective factor theory ? an individual choose a job by
ranking and evaluating a limited number of clearly measurable
feature of each job offer
Subjective factors- individual select a position on the basis
of what they perceived their personal and emotional needs
to be and the extent to which org. image meet their
perceived needs.
Critical factor theory ? when a candidate unable to choose
an organisation because of limited contact, insufficient data
regarding the org.
REALISTIC JOB PREVIEW
Two technique for providing information about the organisation.
? Realistic job preview (RJP) ?provide complete job related
information both positive and negative .
? RJP can result in self selection process
? Job Compatibility questionnaire- developed to determine
whether an applicant?s preference for work match the
characteristic of the job
? Measures job factors related to performance, satisfaction ,
turnover and absenteeism
? ?Greater the compatibility between applicants preference for
job and characteristics of job perceived by jobseeker, Greater
the probability of employee effectiveness and longer the
tenure.
Job Factors under JCQ
? Task requirements
? Physical environment
? Peer characteristics
? Leadership characteristics
? Customer characteristics
? Compensation preferences
? Task variety
? Job autonomy
? Physical demands
? Work schedule
? Application pool: attract more candidates as to get the best
talents for the specific job.Applications are determined on
basis of:
? Organisation
? Kind of job
? Condition in the specific market
? Selection process: classifying applicants in order to hire those
who has more competent for the job.
? Evaluation and control: evaluation and control on over all
process help the company to get the best talent, reduce the
expenses etc..
Hiring policy
? The? process?of?finding?and? hiring?the?best-qualified?
candidate?(from?within?or?outside?of?an?organization)?for?a?
job?opening,?in?a?timely?and?cost?effective?manner.
Features:?
? The?policy?of?recruitment?should?be?compatible?with?the?
rules?and?regulations?of?government
? It?should?not?disregard?any?rules?made?for?other?
employees?working?in?the?company
? It?should?be?dynamic?and?forward-looking?to?attract?more?
talents?
? Job?securities?and?employee?development?programs
? Unbiased?and?offer?equal?opportunities?
? Flexible?to?change?
Nature of hiring
Regular hiring
? legal employment relationship
? Entitled to benefits
? Should cover minimum number of hours specified
? Legally entitled to pay,benefits and rights as workers
Benefits:
? Decreased worker turnover
? Improved worker satisfaction,morale and productivity
? Decreased costs for recruitment & hiring
? More loyal due to job security
? Boosts quality of products & services as employees improve over
time
? Afford a training and gives value for training costs.
FirstRanker.com - FirstRanker's Choice
Hiring process and hiring decision
Chapter 2
Hiring / recruitment Process
? Recruitment?is the process of searching the candidates
for employment and stimulating them to apply for jobs in
the organisation.
? Hiring is the process of engaging the services of a person
either temporarily or permanently for a certain fee. It is
for the purpose of performing a certain job which is
specified before the employee is hired by a company.
Difference between Recruitment and Hiring
1) Recruitment is the process of looking for and attracting new
members or employees for a company or organization while
hiring is the process of finding and engaging the services of
the person that best suits the job.
2) .Recruitment is a long and tedious process involving several
personnel to select which candidate is best for the job while
hiring is done the moment the right employee is chosen
from among the many candidates.
3) Recruitment needs arise when there are changes in the
company such as retirements, deaths, accidents, or illnesses,
and hiring is part of the recruitment process.
4) Recruitment is the first step in the process of attracting and
finding new employees while hiring is the last step in the
process
Objectives
? Growth of the business
? Finding Skilled Employees
? Finding Employees Who Fit Your Culture
? It provides different opportunities to procure human
resource.
? Workplace Diversity
? It forecasts how many people will be required in the
company
? It enables the company to advertise itself and attract
talented people
Importance of hiring
? Determines present and future requirements
? Meets organisations obligations
? Without a core team of quality and effective employees it is
impossible for a business to stand apart, build a brand, and develop
a unique customer experience.
? Each person being hired brings something unique to the business and it?s
important to seek out those with the best qualities .?
Factors affecting hiring
Internal Factors
? Recruiting Policy
? HRP
? Size of the Organisation
? cost
? Growth and expansion
External Factors
? Supply and demand
? Unemployment rate
? Labour Market
? Political-social- Legal Considerations
? Image
Hiring process
Need
analyses
Job
analysis
Contacting
sources
Selection
process
Applicati
on pool
Identifying
recruitment
sources
Evaluation and control ? Needs analysis: Recruitments provide opportunities to
departments to align staff skill sets to initiatives and goals,
and for departmental and individual growth. Proper
planning and evaluation of the need will lead to hiring the
right person for the role and team
? An organisational strategic plan can be used as an input
for recruitment assessment process
? Job analysis: JA is a foundation of for all hiring decision. It
provide inputs in 2 ways;
Job specification
Jon description
Responsibilities in need analysis
? The productivity level of the department or company
should not be compromised
? Budget to be allocated and approved
? Appropriate training materials, physical assets to be
available for new employee to be productive on their first
day.
? A mentor or manager is available for training
? Identifying recruitment sources: Identify the various
sources such as internal sources, external sources to
attract the potential talents
? Contacting sources: Recruitment is two way procedures
and includes two parties.
Objective factor theory ? an individual choose a job by
ranking and evaluating a limited number of clearly measurable
feature of each job offer
Subjective factors- individual select a position on the basis
of what they perceived their personal and emotional needs
to be and the extent to which org. image meet their
perceived needs.
Critical factor theory ? when a candidate unable to choose
an organisation because of limited contact, insufficient data
regarding the org.
REALISTIC JOB PREVIEW
Two technique for providing information about the organisation.
? Realistic job preview (RJP) ?provide complete job related
information both positive and negative .
? RJP can result in self selection process
? Job Compatibility questionnaire- developed to determine
whether an applicant?s preference for work match the
characteristic of the job
? Measures job factors related to performance, satisfaction ,
turnover and absenteeism
? ?Greater the compatibility between applicants preference for
job and characteristics of job perceived by jobseeker, Greater
the probability of employee effectiveness and longer the
tenure.
Job Factors under JCQ
? Task requirements
? Physical environment
? Peer characteristics
? Leadership characteristics
? Customer characteristics
? Compensation preferences
? Task variety
? Job autonomy
? Physical demands
? Work schedule
? Application pool: attract more candidates as to get the best
talents for the specific job.Applications are determined on
basis of:
? Organisation
? Kind of job
? Condition in the specific market
? Selection process: classifying applicants in order to hire those
who has more competent for the job.
? Evaluation and control: evaluation and control on over all
process help the company to get the best talent, reduce the
expenses etc..
Hiring policy
? The? process?of?finding?and? hiring?the?best-qualified?
candidate?(from?within?or?outside?of?an?organization)?for?a?
job?opening,?in?a?timely?and?cost?effective?manner.
Features:?
? The?policy?of?recruitment?should?be?compatible?with?the?
rules?and?regulations?of?government
? It?should?not?disregard?any?rules?made?for?other?
employees?working?in?the?company
? It?should?be?dynamic?and?forward-looking?to?attract?more?
talents?
? Job?securities?and?employee?development?programs
? Unbiased?and?offer?equal?opportunities?
? Flexible?to?change?
Nature of hiring
Regular hiring
? legal employment relationship
? Entitled to benefits
? Should cover minimum number of hours specified
? Legally entitled to pay,benefits and rights as workers
Benefits:
? Decreased worker turnover
? Improved worker satisfaction,morale and productivity
? Decreased costs for recruitment & hiring
? More loyal due to job security
? Boosts quality of products & services as employees improve over
time
? Afford a training and gives value for training costs.
Temporary hiring
? Temporary employment means hiring an employee for a
contracted period. These contract or temp workers fulfill all
the functions of regular employees and can help during
increases in demands, or when your full-timers take vacations
or go on maternity leave.
? scheduled to work minimum number of hours
perday,employed for atleast 3 months but less than one
year.
? Temporary or contractual staffing is a short term based
assignment , for which a talent is hired.
? This kind of a hiring decreases the liability of an organization ,
as these assignment may not include all the benefits which the
organization may offer its full time employees
FirstRanker.com - FirstRanker's Choice
Hiring process and hiring decision
Chapter 2
Hiring / recruitment Process
? Recruitment?is the process of searching the candidates
for employment and stimulating them to apply for jobs in
the organisation.
? Hiring is the process of engaging the services of a person
either temporarily or permanently for a certain fee. It is
for the purpose of performing a certain job which is
specified before the employee is hired by a company.
Difference between Recruitment and Hiring
1) Recruitment is the process of looking for and attracting new
members or employees for a company or organization while
hiring is the process of finding and engaging the services of
the person that best suits the job.
2) .Recruitment is a long and tedious process involving several
personnel to select which candidate is best for the job while
hiring is done the moment the right employee is chosen
from among the many candidates.
3) Recruitment needs arise when there are changes in the
company such as retirements, deaths, accidents, or illnesses,
and hiring is part of the recruitment process.
4) Recruitment is the first step in the process of attracting and
finding new employees while hiring is the last step in the
process
Objectives
? Growth of the business
? Finding Skilled Employees
? Finding Employees Who Fit Your Culture
? It provides different opportunities to procure human
resource.
? Workplace Diversity
? It forecasts how many people will be required in the
company
? It enables the company to advertise itself and attract
talented people
Importance of hiring
? Determines present and future requirements
? Meets organisations obligations
? Without a core team of quality and effective employees it is
impossible for a business to stand apart, build a brand, and develop
a unique customer experience.
? Each person being hired brings something unique to the business and it?s
important to seek out those with the best qualities .?
Factors affecting hiring
Internal Factors
? Recruiting Policy
? HRP
? Size of the Organisation
? cost
? Growth and expansion
External Factors
? Supply and demand
? Unemployment rate
? Labour Market
? Political-social- Legal Considerations
? Image
Hiring process
Need
analyses
Job
analysis
Contacting
sources
Selection
process
Applicati
on pool
Identifying
recruitment
sources
Evaluation and control ? Needs analysis: Recruitments provide opportunities to
departments to align staff skill sets to initiatives and goals,
and for departmental and individual growth. Proper
planning and evaluation of the need will lead to hiring the
right person for the role and team
? An organisational strategic plan can be used as an input
for recruitment assessment process
? Job analysis: JA is a foundation of for all hiring decision. It
provide inputs in 2 ways;
Job specification
Jon description
Responsibilities in need analysis
? The productivity level of the department or company
should not be compromised
? Budget to be allocated and approved
? Appropriate training materials, physical assets to be
available for new employee to be productive on their first
day.
? A mentor or manager is available for training
? Identifying recruitment sources: Identify the various
sources such as internal sources, external sources to
attract the potential talents
? Contacting sources: Recruitment is two way procedures
and includes two parties.
Objective factor theory ? an individual choose a job by
ranking and evaluating a limited number of clearly measurable
feature of each job offer
Subjective factors- individual select a position on the basis
of what they perceived their personal and emotional needs
to be and the extent to which org. image meet their
perceived needs.
Critical factor theory ? when a candidate unable to choose
an organisation because of limited contact, insufficient data
regarding the org.
REALISTIC JOB PREVIEW
Two technique for providing information about the organisation.
? Realistic job preview (RJP) ?provide complete job related
information both positive and negative .
? RJP can result in self selection process
? Job Compatibility questionnaire- developed to determine
whether an applicant?s preference for work match the
characteristic of the job
? Measures job factors related to performance, satisfaction ,
turnover and absenteeism
? ?Greater the compatibility between applicants preference for
job and characteristics of job perceived by jobseeker, Greater
the probability of employee effectiveness and longer the
tenure.
Job Factors under JCQ
? Task requirements
? Physical environment
? Peer characteristics
? Leadership characteristics
? Customer characteristics
? Compensation preferences
? Task variety
? Job autonomy
? Physical demands
? Work schedule
? Application pool: attract more candidates as to get the best
talents for the specific job.Applications are determined on
basis of:
? Organisation
? Kind of job
? Condition in the specific market
? Selection process: classifying applicants in order to hire those
who has more competent for the job.
? Evaluation and control: evaluation and control on over all
process help the company to get the best talent, reduce the
expenses etc..
Hiring policy
? The? process?of?finding?and? hiring?the?best-qualified?
candidate?(from?within?or?outside?of?an?organization)?for?a?
job?opening,?in?a?timely?and?cost?effective?manner.
Features:?
? The?policy?of?recruitment?should?be?compatible?with?the?
rules?and?regulations?of?government
? It?should?not?disregard?any?rules?made?for?other?
employees?working?in?the?company
? It?should?be?dynamic?and?forward-looking?to?attract?more?
talents?
? Job?securities?and?employee?development?programs
? Unbiased?and?offer?equal?opportunities?
? Flexible?to?change?
Nature of hiring
Regular hiring
? legal employment relationship
? Entitled to benefits
? Should cover minimum number of hours specified
? Legally entitled to pay,benefits and rights as workers
Benefits:
? Decreased worker turnover
? Improved worker satisfaction,morale and productivity
? Decreased costs for recruitment & hiring
? More loyal due to job security
? Boosts quality of products & services as employees improve over
time
? Afford a training and gives value for training costs.
Temporary hiring
? Temporary employment means hiring an employee for a
contracted period. These contract or temp workers fulfill all
the functions of regular employees and can help during
increases in demands, or when your full-timers take vacations
or go on maternity leave.
? scheduled to work minimum number of hours
perday,employed for atleast 3 months but less than one
year.
? Temporary or contractual staffing is a short term based
assignment , for which a talent is hired.
? This kind of a hiring decreases the liability of an organization ,
as these assignment may not include all the benefits which the
organization may offer its full time employees
Advantages:
? Less expensive
? Flexible
? Easy hire
? Generate the employment
Disadvantages:
? Lack of loyalty and motivation
? Inconsistency
? Collaboration issues
? wasted training
FirstRanker.com - FirstRanker's Choice
Hiring process and hiring decision
Chapter 2
Hiring / recruitment Process
? Recruitment?is the process of searching the candidates
for employment and stimulating them to apply for jobs in
the organisation.
? Hiring is the process of engaging the services of a person
either temporarily or permanently for a certain fee. It is
for the purpose of performing a certain job which is
specified before the employee is hired by a company.
Difference between Recruitment and Hiring
1) Recruitment is the process of looking for and attracting new
members or employees for a company or organization while
hiring is the process of finding and engaging the services of
the person that best suits the job.
2) .Recruitment is a long and tedious process involving several
personnel to select which candidate is best for the job while
hiring is done the moment the right employee is chosen
from among the many candidates.
3) Recruitment needs arise when there are changes in the
company such as retirements, deaths, accidents, or illnesses,
and hiring is part of the recruitment process.
4) Recruitment is the first step in the process of attracting and
finding new employees while hiring is the last step in the
process
Objectives
? Growth of the business
? Finding Skilled Employees
? Finding Employees Who Fit Your Culture
? It provides different opportunities to procure human
resource.
? Workplace Diversity
? It forecasts how many people will be required in the
company
? It enables the company to advertise itself and attract
talented people
Importance of hiring
? Determines present and future requirements
? Meets organisations obligations
? Without a core team of quality and effective employees it is
impossible for a business to stand apart, build a brand, and develop
a unique customer experience.
? Each person being hired brings something unique to the business and it?s
important to seek out those with the best qualities .?
Factors affecting hiring
Internal Factors
? Recruiting Policy
? HRP
? Size of the Organisation
? cost
? Growth and expansion
External Factors
? Supply and demand
? Unemployment rate
? Labour Market
? Political-social- Legal Considerations
? Image
Hiring process
Need
analyses
Job
analysis
Contacting
sources
Selection
process
Applicati
on pool
Identifying
recruitment
sources
Evaluation and control ? Needs analysis: Recruitments provide opportunities to
departments to align staff skill sets to initiatives and goals,
and for departmental and individual growth. Proper
planning and evaluation of the need will lead to hiring the
right person for the role and team
? An organisational strategic plan can be used as an input
for recruitment assessment process
? Job analysis: JA is a foundation of for all hiring decision. It
provide inputs in 2 ways;
Job specification
Jon description
Responsibilities in need analysis
? The productivity level of the department or company
should not be compromised
? Budget to be allocated and approved
? Appropriate training materials, physical assets to be
available for new employee to be productive on their first
day.
? A mentor or manager is available for training
? Identifying recruitment sources: Identify the various
sources such as internal sources, external sources to
attract the potential talents
? Contacting sources: Recruitment is two way procedures
and includes two parties.
Objective factor theory ? an individual choose a job by
ranking and evaluating a limited number of clearly measurable
feature of each job offer
Subjective factors- individual select a position on the basis
of what they perceived their personal and emotional needs
to be and the extent to which org. image meet their
perceived needs.
Critical factor theory ? when a candidate unable to choose
an organisation because of limited contact, insufficient data
regarding the org.
REALISTIC JOB PREVIEW
Two technique for providing information about the organisation.
? Realistic job preview (RJP) ?provide complete job related
information both positive and negative .
? RJP can result in self selection process
? Job Compatibility questionnaire- developed to determine
whether an applicant?s preference for work match the
characteristic of the job
? Measures job factors related to performance, satisfaction ,
turnover and absenteeism
? ?Greater the compatibility between applicants preference for
job and characteristics of job perceived by jobseeker, Greater
the probability of employee effectiveness and longer the
tenure.
Job Factors under JCQ
? Task requirements
? Physical environment
? Peer characteristics
? Leadership characteristics
? Customer characteristics
? Compensation preferences
? Task variety
? Job autonomy
? Physical demands
? Work schedule
? Application pool: attract more candidates as to get the best
talents for the specific job.Applications are determined on
basis of:
? Organisation
? Kind of job
? Condition in the specific market
? Selection process: classifying applicants in order to hire those
who has more competent for the job.
? Evaluation and control: evaluation and control on over all
process help the company to get the best talent, reduce the
expenses etc..
Hiring policy
? The? process?of?finding?and? hiring?the?best-qualified?
candidate?(from?within?or?outside?of?an?organization)?for?a?
job?opening,?in?a?timely?and?cost?effective?manner.
Features:?
? The?policy?of?recruitment?should?be?compatible?with?the?
rules?and?regulations?of?government
? It?should?not?disregard?any?rules?made?for?other?
employees?working?in?the?company
? It?should?be?dynamic?and?forward-looking?to?attract?more?
talents?
? Job?securities?and?employee?development?programs
? Unbiased?and?offer?equal?opportunities?
? Flexible?to?change?
Nature of hiring
Regular hiring
? legal employment relationship
? Entitled to benefits
? Should cover minimum number of hours specified
? Legally entitled to pay,benefits and rights as workers
Benefits:
? Decreased worker turnover
? Improved worker satisfaction,morale and productivity
? Decreased costs for recruitment & hiring
? More loyal due to job security
? Boosts quality of products & services as employees improve over
time
? Afford a training and gives value for training costs.
Temporary hiring
? Temporary employment means hiring an employee for a
contracted period. These contract or temp workers fulfill all
the functions of regular employees and can help during
increases in demands, or when your full-timers take vacations
or go on maternity leave.
? scheduled to work minimum number of hours
perday,employed for atleast 3 months but less than one
year.
? Temporary or contractual staffing is a short term based
assignment , for which a talent is hired.
? This kind of a hiring decreases the liability of an organization ,
as these assignment may not include all the benefits which the
organization may offer its full time employees
Advantages:
? Less expensive
? Flexible
? Easy hire
? Generate the employment
Disadvantages:
? Lack of loyalty and motivation
? Inconsistency
? Collaboration issues
? wasted training
Full time hiring
? Is employment in which a person works a minimum
number of hours defined as such by his/her employer.
? Full-time employment?often comes with benefits that are
not typically offered to part-time, temporary, or flexible
workers, such as annual leave, sick leave, and health
insurance.
FirstRanker.com - FirstRanker's Choice
Hiring process and hiring decision
Chapter 2
Hiring / recruitment Process
? Recruitment?is the process of searching the candidates
for employment and stimulating them to apply for jobs in
the organisation.
? Hiring is the process of engaging the services of a person
either temporarily or permanently for a certain fee. It is
for the purpose of performing a certain job which is
specified before the employee is hired by a company.
Difference between Recruitment and Hiring
1) Recruitment is the process of looking for and attracting new
members or employees for a company or organization while
hiring is the process of finding and engaging the services of
the person that best suits the job.
2) .Recruitment is a long and tedious process involving several
personnel to select which candidate is best for the job while
hiring is done the moment the right employee is chosen
from among the many candidates.
3) Recruitment needs arise when there are changes in the
company such as retirements, deaths, accidents, or illnesses,
and hiring is part of the recruitment process.
4) Recruitment is the first step in the process of attracting and
finding new employees while hiring is the last step in the
process
Objectives
? Growth of the business
? Finding Skilled Employees
? Finding Employees Who Fit Your Culture
? It provides different opportunities to procure human
resource.
? Workplace Diversity
? It forecasts how many people will be required in the
company
? It enables the company to advertise itself and attract
talented people
Importance of hiring
? Determines present and future requirements
? Meets organisations obligations
? Without a core team of quality and effective employees it is
impossible for a business to stand apart, build a brand, and develop
a unique customer experience.
? Each person being hired brings something unique to the business and it?s
important to seek out those with the best qualities .?
Factors affecting hiring
Internal Factors
? Recruiting Policy
? HRP
? Size of the Organisation
? cost
? Growth and expansion
External Factors
? Supply and demand
? Unemployment rate
? Labour Market
? Political-social- Legal Considerations
? Image
Hiring process
Need
analyses
Job
analysis
Contacting
sources
Selection
process
Applicati
on pool
Identifying
recruitment
sources
Evaluation and control ? Needs analysis: Recruitments provide opportunities to
departments to align staff skill sets to initiatives and goals,
and for departmental and individual growth. Proper
planning and evaluation of the need will lead to hiring the
right person for the role and team
? An organisational strategic plan can be used as an input
for recruitment assessment process
? Job analysis: JA is a foundation of for all hiring decision. It
provide inputs in 2 ways;
Job specification
Jon description
Responsibilities in need analysis
? The productivity level of the department or company
should not be compromised
? Budget to be allocated and approved
? Appropriate training materials, physical assets to be
available for new employee to be productive on their first
day.
? A mentor or manager is available for training
? Identifying recruitment sources: Identify the various
sources such as internal sources, external sources to
attract the potential talents
? Contacting sources: Recruitment is two way procedures
and includes two parties.
Objective factor theory ? an individual choose a job by
ranking and evaluating a limited number of clearly measurable
feature of each job offer
Subjective factors- individual select a position on the basis
of what they perceived their personal and emotional needs
to be and the extent to which org. image meet their
perceived needs.
Critical factor theory ? when a candidate unable to choose
an organisation because of limited contact, insufficient data
regarding the org.
REALISTIC JOB PREVIEW
Two technique for providing information about the organisation.
? Realistic job preview (RJP) ?provide complete job related
information both positive and negative .
? RJP can result in self selection process
? Job Compatibility questionnaire- developed to determine
whether an applicant?s preference for work match the
characteristic of the job
? Measures job factors related to performance, satisfaction ,
turnover and absenteeism
? ?Greater the compatibility between applicants preference for
job and characteristics of job perceived by jobseeker, Greater
the probability of employee effectiveness and longer the
tenure.
Job Factors under JCQ
? Task requirements
? Physical environment
? Peer characteristics
? Leadership characteristics
? Customer characteristics
? Compensation preferences
? Task variety
? Job autonomy
? Physical demands
? Work schedule
? Application pool: attract more candidates as to get the best
talents for the specific job.Applications are determined on
basis of:
? Organisation
? Kind of job
? Condition in the specific market
? Selection process: classifying applicants in order to hire those
who has more competent for the job.
? Evaluation and control: evaluation and control on over all
process help the company to get the best talent, reduce the
expenses etc..
Hiring policy
? The? process?of?finding?and? hiring?the?best-qualified?
candidate?(from?within?or?outside?of?an?organization)?for?a?
job?opening,?in?a?timely?and?cost?effective?manner.
Features:?
? The?policy?of?recruitment?should?be?compatible?with?the?
rules?and?regulations?of?government
? It?should?not?disregard?any?rules?made?for?other?
employees?working?in?the?company
? It?should?be?dynamic?and?forward-looking?to?attract?more?
talents?
? Job?securities?and?employee?development?programs
? Unbiased?and?offer?equal?opportunities?
? Flexible?to?change?
Nature of hiring
Regular hiring
? legal employment relationship
? Entitled to benefits
? Should cover minimum number of hours specified
? Legally entitled to pay,benefits and rights as workers
Benefits:
? Decreased worker turnover
? Improved worker satisfaction,morale and productivity
? Decreased costs for recruitment & hiring
? More loyal due to job security
? Boosts quality of products & services as employees improve over
time
? Afford a training and gives value for training costs.
Temporary hiring
? Temporary employment means hiring an employee for a
contracted period. These contract or temp workers fulfill all
the functions of regular employees and can help during
increases in demands, or when your full-timers take vacations
or go on maternity leave.
? scheduled to work minimum number of hours
perday,employed for atleast 3 months but less than one
year.
? Temporary or contractual staffing is a short term based
assignment , for which a talent is hired.
? This kind of a hiring decreases the liability of an organization ,
as these assignment may not include all the benefits which the
organization may offer its full time employees
Advantages:
? Less expensive
? Flexible
? Easy hire
? Generate the employment
Disadvantages:
? Lack of loyalty and motivation
? Inconsistency
? Collaboration issues
? wasted training
Full time hiring
? Is employment in which a person works a minimum
number of hours defined as such by his/her employer.
? Full-time employment?often comes with benefits that are
not typically offered to part-time, temporary, or flexible
workers, such as annual leave, sick leave, and health
insurance.
Advantages
? Full-time employees are the most likely to develop
company loyalty, and to feel a sense of ownership in the
business.
? Increase in productivity
? Develop good relationship
? Increase in the quality of ouput
? full-time employees provide a sense of security that
someone could manage things in their absence.
? Become highly skilled and familiar with your business
? Develop loyalty to your business
FirstRanker.com - FirstRanker's Choice
Hiring process and hiring decision
Chapter 2
Hiring / recruitment Process
? Recruitment?is the process of searching the candidates
for employment and stimulating them to apply for jobs in
the organisation.
? Hiring is the process of engaging the services of a person
either temporarily or permanently for a certain fee. It is
for the purpose of performing a certain job which is
specified before the employee is hired by a company.
Difference between Recruitment and Hiring
1) Recruitment is the process of looking for and attracting new
members or employees for a company or organization while
hiring is the process of finding and engaging the services of
the person that best suits the job.
2) .Recruitment is a long and tedious process involving several
personnel to select which candidate is best for the job while
hiring is done the moment the right employee is chosen
from among the many candidates.
3) Recruitment needs arise when there are changes in the
company such as retirements, deaths, accidents, or illnesses,
and hiring is part of the recruitment process.
4) Recruitment is the first step in the process of attracting and
finding new employees while hiring is the last step in the
process
Objectives
? Growth of the business
? Finding Skilled Employees
? Finding Employees Who Fit Your Culture
? It provides different opportunities to procure human
resource.
? Workplace Diversity
? It forecasts how many people will be required in the
company
? It enables the company to advertise itself and attract
talented people
Importance of hiring
? Determines present and future requirements
? Meets organisations obligations
? Without a core team of quality and effective employees it is
impossible for a business to stand apart, build a brand, and develop
a unique customer experience.
? Each person being hired brings something unique to the business and it?s
important to seek out those with the best qualities .?
Factors affecting hiring
Internal Factors
? Recruiting Policy
? HRP
? Size of the Organisation
? cost
? Growth and expansion
External Factors
? Supply and demand
? Unemployment rate
? Labour Market
? Political-social- Legal Considerations
? Image
Hiring process
Need
analyses
Job
analysis
Contacting
sources
Selection
process
Applicati
on pool
Identifying
recruitment
sources
Evaluation and control ? Needs analysis: Recruitments provide opportunities to
departments to align staff skill sets to initiatives and goals,
and for departmental and individual growth. Proper
planning and evaluation of the need will lead to hiring the
right person for the role and team
? An organisational strategic plan can be used as an input
for recruitment assessment process
? Job analysis: JA is a foundation of for all hiring decision. It
provide inputs in 2 ways;
Job specification
Jon description
Responsibilities in need analysis
? The productivity level of the department or company
should not be compromised
? Budget to be allocated and approved
? Appropriate training materials, physical assets to be
available for new employee to be productive on their first
day.
? A mentor or manager is available for training
? Identifying recruitment sources: Identify the various
sources such as internal sources, external sources to
attract the potential talents
? Contacting sources: Recruitment is two way procedures
and includes two parties.
Objective factor theory ? an individual choose a job by
ranking and evaluating a limited number of clearly measurable
feature of each job offer
Subjective factors- individual select a position on the basis
of what they perceived their personal and emotional needs
to be and the extent to which org. image meet their
perceived needs.
Critical factor theory ? when a candidate unable to choose
an organisation because of limited contact, insufficient data
regarding the org.
REALISTIC JOB PREVIEW
Two technique for providing information about the organisation.
? Realistic job preview (RJP) ?provide complete job related
information both positive and negative .
? RJP can result in self selection process
? Job Compatibility questionnaire- developed to determine
whether an applicant?s preference for work match the
characteristic of the job
? Measures job factors related to performance, satisfaction ,
turnover and absenteeism
? ?Greater the compatibility between applicants preference for
job and characteristics of job perceived by jobseeker, Greater
the probability of employee effectiveness and longer the
tenure.
Job Factors under JCQ
? Task requirements
? Physical environment
? Peer characteristics
? Leadership characteristics
? Customer characteristics
? Compensation preferences
? Task variety
? Job autonomy
? Physical demands
? Work schedule
? Application pool: attract more candidates as to get the best
talents for the specific job.Applications are determined on
basis of:
? Organisation
? Kind of job
? Condition in the specific market
? Selection process: classifying applicants in order to hire those
who has more competent for the job.
? Evaluation and control: evaluation and control on over all
process help the company to get the best talent, reduce the
expenses etc..
Hiring policy
? The? process?of?finding?and? hiring?the?best-qualified?
candidate?(from?within?or?outside?of?an?organization)?for?a?
job?opening,?in?a?timely?and?cost?effective?manner.
Features:?
? The?policy?of?recruitment?should?be?compatible?with?the?
rules?and?regulations?of?government
? It?should?not?disregard?any?rules?made?for?other?
employees?working?in?the?company
? It?should?be?dynamic?and?forward-looking?to?attract?more?
talents?
? Job?securities?and?employee?development?programs
? Unbiased?and?offer?equal?opportunities?
? Flexible?to?change?
Nature of hiring
Regular hiring
? legal employment relationship
? Entitled to benefits
? Should cover minimum number of hours specified
? Legally entitled to pay,benefits and rights as workers
Benefits:
? Decreased worker turnover
? Improved worker satisfaction,morale and productivity
? Decreased costs for recruitment & hiring
? More loyal due to job security
? Boosts quality of products & services as employees improve over
time
? Afford a training and gives value for training costs.
Temporary hiring
? Temporary employment means hiring an employee for a
contracted period. These contract or temp workers fulfill all
the functions of regular employees and can help during
increases in demands, or when your full-timers take vacations
or go on maternity leave.
? scheduled to work minimum number of hours
perday,employed for atleast 3 months but less than one
year.
? Temporary or contractual staffing is a short term based
assignment , for which a talent is hired.
? This kind of a hiring decreases the liability of an organization ,
as these assignment may not include all the benefits which the
organization may offer its full time employees
Advantages:
? Less expensive
? Flexible
? Easy hire
? Generate the employment
Disadvantages:
? Lack of loyalty and motivation
? Inconsistency
? Collaboration issues
? wasted training
Full time hiring
? Is employment in which a person works a minimum
number of hours defined as such by his/her employer.
? Full-time employment?often comes with benefits that are
not typically offered to part-time, temporary, or flexible
workers, such as annual leave, sick leave, and health
insurance.
Advantages
? Full-time employees are the most likely to develop
company loyalty, and to feel a sense of ownership in the
business.
? Increase in productivity
? Develop good relationship
? Increase in the quality of ouput
? full-time employees provide a sense of security that
someone could manage things in their absence.
? Become highly skilled and familiar with your business
? Develop loyalty to your business
Disadvantage
? Costs
? It can be difficult to terminate employment if your needs
change or the employee is not working out as you
expected
? More complexity and risk to employer
? Maintain a regular cash flow to provide the salary on time
? Provide training and development activity which is time
consuming and costly
FirstRanker.com - FirstRanker's Choice
Hiring process and hiring decision
Chapter 2
Hiring / recruitment Process
? Recruitment?is the process of searching the candidates
for employment and stimulating them to apply for jobs in
the organisation.
? Hiring is the process of engaging the services of a person
either temporarily or permanently for a certain fee. It is
for the purpose of performing a certain job which is
specified before the employee is hired by a company.
Difference between Recruitment and Hiring
1) Recruitment is the process of looking for and attracting new
members or employees for a company or organization while
hiring is the process of finding and engaging the services of
the person that best suits the job.
2) .Recruitment is a long and tedious process involving several
personnel to select which candidate is best for the job while
hiring is done the moment the right employee is chosen
from among the many candidates.
3) Recruitment needs arise when there are changes in the
company such as retirements, deaths, accidents, or illnesses,
and hiring is part of the recruitment process.
4) Recruitment is the first step in the process of attracting and
finding new employees while hiring is the last step in the
process
Objectives
? Growth of the business
? Finding Skilled Employees
? Finding Employees Who Fit Your Culture
? It provides different opportunities to procure human
resource.
? Workplace Diversity
? It forecasts how many people will be required in the
company
? It enables the company to advertise itself and attract
talented people
Importance of hiring
? Determines present and future requirements
? Meets organisations obligations
? Without a core team of quality and effective employees it is
impossible for a business to stand apart, build a brand, and develop
a unique customer experience.
? Each person being hired brings something unique to the business and it?s
important to seek out those with the best qualities .?
Factors affecting hiring
Internal Factors
? Recruiting Policy
? HRP
? Size of the Organisation
? cost
? Growth and expansion
External Factors
? Supply and demand
? Unemployment rate
? Labour Market
? Political-social- Legal Considerations
? Image
Hiring process
Need
analyses
Job
analysis
Contacting
sources
Selection
process
Applicati
on pool
Identifying
recruitment
sources
Evaluation and control ? Needs analysis: Recruitments provide opportunities to
departments to align staff skill sets to initiatives and goals,
and for departmental and individual growth. Proper
planning and evaluation of the need will lead to hiring the
right person for the role and team
? An organisational strategic plan can be used as an input
for recruitment assessment process
? Job analysis: JA is a foundation of for all hiring decision. It
provide inputs in 2 ways;
Job specification
Jon description
Responsibilities in need analysis
? The productivity level of the department or company
should not be compromised
? Budget to be allocated and approved
? Appropriate training materials, physical assets to be
available for new employee to be productive on their first
day.
? A mentor or manager is available for training
? Identifying recruitment sources: Identify the various
sources such as internal sources, external sources to
attract the potential talents
? Contacting sources: Recruitment is two way procedures
and includes two parties.
Objective factor theory ? an individual choose a job by
ranking and evaluating a limited number of clearly measurable
feature of each job offer
Subjective factors- individual select a position on the basis
of what they perceived their personal and emotional needs
to be and the extent to which org. image meet their
perceived needs.
Critical factor theory ? when a candidate unable to choose
an organisation because of limited contact, insufficient data
regarding the org.
REALISTIC JOB PREVIEW
Two technique for providing information about the organisation.
? Realistic job preview (RJP) ?provide complete job related
information both positive and negative .
? RJP can result in self selection process
? Job Compatibility questionnaire- developed to determine
whether an applicant?s preference for work match the
characteristic of the job
? Measures job factors related to performance, satisfaction ,
turnover and absenteeism
? ?Greater the compatibility between applicants preference for
job and characteristics of job perceived by jobseeker, Greater
the probability of employee effectiveness and longer the
tenure.
Job Factors under JCQ
? Task requirements
? Physical environment
? Peer characteristics
? Leadership characteristics
? Customer characteristics
? Compensation preferences
? Task variety
? Job autonomy
? Physical demands
? Work schedule
? Application pool: attract more candidates as to get the best
talents for the specific job.Applications are determined on
basis of:
? Organisation
? Kind of job
? Condition in the specific market
? Selection process: classifying applicants in order to hire those
who has more competent for the job.
? Evaluation and control: evaluation and control on over all
process help the company to get the best talent, reduce the
expenses etc..
Hiring policy
? The? process?of?finding?and? hiring?the?best-qualified?
candidate?(from?within?or?outside?of?an?organization)?for?a?
job?opening,?in?a?timely?and?cost?effective?manner.
Features:?
? The?policy?of?recruitment?should?be?compatible?with?the?
rules?and?regulations?of?government
? It?should?not?disregard?any?rules?made?for?other?
employees?working?in?the?company
? It?should?be?dynamic?and?forward-looking?to?attract?more?
talents?
? Job?securities?and?employee?development?programs
? Unbiased?and?offer?equal?opportunities?
? Flexible?to?change?
Nature of hiring
Regular hiring
? legal employment relationship
? Entitled to benefits
? Should cover minimum number of hours specified
? Legally entitled to pay,benefits and rights as workers
Benefits:
? Decreased worker turnover
? Improved worker satisfaction,morale and productivity
? Decreased costs for recruitment & hiring
? More loyal due to job security
? Boosts quality of products & services as employees improve over
time
? Afford a training and gives value for training costs.
Temporary hiring
? Temporary employment means hiring an employee for a
contracted period. These contract or temp workers fulfill all
the functions of regular employees and can help during
increases in demands, or when your full-timers take vacations
or go on maternity leave.
? scheduled to work minimum number of hours
perday,employed for atleast 3 months but less than one
year.
? Temporary or contractual staffing is a short term based
assignment , for which a talent is hired.
? This kind of a hiring decreases the liability of an organization ,
as these assignment may not include all the benefits which the
organization may offer its full time employees
Advantages:
? Less expensive
? Flexible
? Easy hire
? Generate the employment
Disadvantages:
? Lack of loyalty and motivation
? Inconsistency
? Collaboration issues
? wasted training
Full time hiring
? Is employment in which a person works a minimum
number of hours defined as such by his/her employer.
? Full-time employment?often comes with benefits that are
not typically offered to part-time, temporary, or flexible
workers, such as annual leave, sick leave, and health
insurance.
Advantages
? Full-time employees are the most likely to develop
company loyalty, and to feel a sense of ownership in the
business.
? Increase in productivity
? Develop good relationship
? Increase in the quality of ouput
? full-time employees provide a sense of security that
someone could manage things in their absence.
? Become highly skilled and familiar with your business
? Develop loyalty to your business
Disadvantage
? Costs
? It can be difficult to terminate employment if your needs
change or the employee is not working out as you
expected
? More complexity and risk to employer
? Maintain a regular cash flow to provide the salary on time
? Provide training and development activity which is time
consuming and costly
Part time hiring
? A part-time contract is a form of employment that carries
fewer hours per week than a full-time job
? Work for 30 or less hours per week.
? They work in shifts but remain on call while off duty and
during annual leave. The shifts are often rotational.
Workers are considered to be part-time if they
commonly work fewer than 30 hours per week.
FirstRanker.com - FirstRanker's Choice
Hiring process and hiring decision
Chapter 2
Hiring / recruitment Process
? Recruitment?is the process of searching the candidates
for employment and stimulating them to apply for jobs in
the organisation.
? Hiring is the process of engaging the services of a person
either temporarily or permanently for a certain fee. It is
for the purpose of performing a certain job which is
specified before the employee is hired by a company.
Difference between Recruitment and Hiring
1) Recruitment is the process of looking for and attracting new
members or employees for a company or organization while
hiring is the process of finding and engaging the services of
the person that best suits the job.
2) .Recruitment is a long and tedious process involving several
personnel to select which candidate is best for the job while
hiring is done the moment the right employee is chosen
from among the many candidates.
3) Recruitment needs arise when there are changes in the
company such as retirements, deaths, accidents, or illnesses,
and hiring is part of the recruitment process.
4) Recruitment is the first step in the process of attracting and
finding new employees while hiring is the last step in the
process
Objectives
? Growth of the business
? Finding Skilled Employees
? Finding Employees Who Fit Your Culture
? It provides different opportunities to procure human
resource.
? Workplace Diversity
? It forecasts how many people will be required in the
company
? It enables the company to advertise itself and attract
talented people
Importance of hiring
? Determines present and future requirements
? Meets organisations obligations
? Without a core team of quality and effective employees it is
impossible for a business to stand apart, build a brand, and develop
a unique customer experience.
? Each person being hired brings something unique to the business and it?s
important to seek out those with the best qualities .?
Factors affecting hiring
Internal Factors
? Recruiting Policy
? HRP
? Size of the Organisation
? cost
? Growth and expansion
External Factors
? Supply and demand
? Unemployment rate
? Labour Market
? Political-social- Legal Considerations
? Image
Hiring process
Need
analyses
Job
analysis
Contacting
sources
Selection
process
Applicati
on pool
Identifying
recruitment
sources
Evaluation and control ? Needs analysis: Recruitments provide opportunities to
departments to align staff skill sets to initiatives and goals,
and for departmental and individual growth. Proper
planning and evaluation of the need will lead to hiring the
right person for the role and team
? An organisational strategic plan can be used as an input
for recruitment assessment process
? Job analysis: JA is a foundation of for all hiring decision. It
provide inputs in 2 ways;
Job specification
Jon description
Responsibilities in need analysis
? The productivity level of the department or company
should not be compromised
? Budget to be allocated and approved
? Appropriate training materials, physical assets to be
available for new employee to be productive on their first
day.
? A mentor or manager is available for training
? Identifying recruitment sources: Identify the various
sources such as internal sources, external sources to
attract the potential talents
? Contacting sources: Recruitment is two way procedures
and includes two parties.
Objective factor theory ? an individual choose a job by
ranking and evaluating a limited number of clearly measurable
feature of each job offer
Subjective factors- individual select a position on the basis
of what they perceived their personal and emotional needs
to be and the extent to which org. image meet their
perceived needs.
Critical factor theory ? when a candidate unable to choose
an organisation because of limited contact, insufficient data
regarding the org.
REALISTIC JOB PREVIEW
Two technique for providing information about the organisation.
? Realistic job preview (RJP) ?provide complete job related
information both positive and negative .
? RJP can result in self selection process
? Job Compatibility questionnaire- developed to determine
whether an applicant?s preference for work match the
characteristic of the job
? Measures job factors related to performance, satisfaction ,
turnover and absenteeism
? ?Greater the compatibility between applicants preference for
job and characteristics of job perceived by jobseeker, Greater
the probability of employee effectiveness and longer the
tenure.
Job Factors under JCQ
? Task requirements
? Physical environment
? Peer characteristics
? Leadership characteristics
? Customer characteristics
? Compensation preferences
? Task variety
? Job autonomy
? Physical demands
? Work schedule
? Application pool: attract more candidates as to get the best
talents for the specific job.Applications are determined on
basis of:
? Organisation
? Kind of job
? Condition in the specific market
? Selection process: classifying applicants in order to hire those
who has more competent for the job.
? Evaluation and control: evaluation and control on over all
process help the company to get the best talent, reduce the
expenses etc..
Hiring policy
? The? process?of?finding?and? hiring?the?best-qualified?
candidate?(from?within?or?outside?of?an?organization)?for?a?
job?opening,?in?a?timely?and?cost?effective?manner.
Features:?
? The?policy?of?recruitment?should?be?compatible?with?the?
rules?and?regulations?of?government
? It?should?not?disregard?any?rules?made?for?other?
employees?working?in?the?company
? It?should?be?dynamic?and?forward-looking?to?attract?more?
talents?
? Job?securities?and?employee?development?programs
? Unbiased?and?offer?equal?opportunities?
? Flexible?to?change?
Nature of hiring
Regular hiring
? legal employment relationship
? Entitled to benefits
? Should cover minimum number of hours specified
? Legally entitled to pay,benefits and rights as workers
Benefits:
? Decreased worker turnover
? Improved worker satisfaction,morale and productivity
? Decreased costs for recruitment & hiring
? More loyal due to job security
? Boosts quality of products & services as employees improve over
time
? Afford a training and gives value for training costs.
Temporary hiring
? Temporary employment means hiring an employee for a
contracted period. These contract or temp workers fulfill all
the functions of regular employees and can help during
increases in demands, or when your full-timers take vacations
or go on maternity leave.
? scheduled to work minimum number of hours
perday,employed for atleast 3 months but less than one
year.
? Temporary or contractual staffing is a short term based
assignment , for which a talent is hired.
? This kind of a hiring decreases the liability of an organization ,
as these assignment may not include all the benefits which the
organization may offer its full time employees
Advantages:
? Less expensive
? Flexible
? Easy hire
? Generate the employment
Disadvantages:
? Lack of loyalty and motivation
? Inconsistency
? Collaboration issues
? wasted training
Full time hiring
? Is employment in which a person works a minimum
number of hours defined as such by his/her employer.
? Full-time employment?often comes with benefits that are
not typically offered to part-time, temporary, or flexible
workers, such as annual leave, sick leave, and health
insurance.
Advantages
? Full-time employees are the most likely to develop
company loyalty, and to feel a sense of ownership in the
business.
? Increase in productivity
? Develop good relationship
? Increase in the quality of ouput
? full-time employees provide a sense of security that
someone could manage things in their absence.
? Become highly skilled and familiar with your business
? Develop loyalty to your business
Disadvantage
? Costs
? It can be difficult to terminate employment if your needs
change or the employee is not working out as you
expected
? More complexity and risk to employer
? Maintain a regular cash flow to provide the salary on time
? Provide training and development activity which is time
consuming and costly
Part time hiring
? A part-time contract is a form of employment that carries
fewer hours per week than a full-time job
? Work for 30 or less hours per week.
? They work in shifts but remain on call while off duty and
during annual leave. The shifts are often rotational.
Workers are considered to be part-time if they
commonly work fewer than 30 hours per week.
advantages
? Less expensive
? Commit to set number of hours per week
? part-time employees typically do not qualify for company-
sponsored benefits.
? Flexibility
? Meets the demand
? Enthusiasm
? Availability
FirstRanker.com - FirstRanker's Choice
Hiring process and hiring decision
Chapter 2
Hiring / recruitment Process
? Recruitment?is the process of searching the candidates
for employment and stimulating them to apply for jobs in
the organisation.
? Hiring is the process of engaging the services of a person
either temporarily or permanently for a certain fee. It is
for the purpose of performing a certain job which is
specified before the employee is hired by a company.
Difference between Recruitment and Hiring
1) Recruitment is the process of looking for and attracting new
members or employees for a company or organization while
hiring is the process of finding and engaging the services of
the person that best suits the job.
2) .Recruitment is a long and tedious process involving several
personnel to select which candidate is best for the job while
hiring is done the moment the right employee is chosen
from among the many candidates.
3) Recruitment needs arise when there are changes in the
company such as retirements, deaths, accidents, or illnesses,
and hiring is part of the recruitment process.
4) Recruitment is the first step in the process of attracting and
finding new employees while hiring is the last step in the
process
Objectives
? Growth of the business
? Finding Skilled Employees
? Finding Employees Who Fit Your Culture
? It provides different opportunities to procure human
resource.
? Workplace Diversity
? It forecasts how many people will be required in the
company
? It enables the company to advertise itself and attract
talented people
Importance of hiring
? Determines present and future requirements
? Meets organisations obligations
? Without a core team of quality and effective employees it is
impossible for a business to stand apart, build a brand, and develop
a unique customer experience.
? Each person being hired brings something unique to the business and it?s
important to seek out those with the best qualities .?
Factors affecting hiring
Internal Factors
? Recruiting Policy
? HRP
? Size of the Organisation
? cost
? Growth and expansion
External Factors
? Supply and demand
? Unemployment rate
? Labour Market
? Political-social- Legal Considerations
? Image
Hiring process
Need
analyses
Job
analysis
Contacting
sources
Selection
process
Applicati
on pool
Identifying
recruitment
sources
Evaluation and control ? Needs analysis: Recruitments provide opportunities to
departments to align staff skill sets to initiatives and goals,
and for departmental and individual growth. Proper
planning and evaluation of the need will lead to hiring the
right person for the role and team
? An organisational strategic plan can be used as an input
for recruitment assessment process
? Job analysis: JA is a foundation of for all hiring decision. It
provide inputs in 2 ways;
Job specification
Jon description
Responsibilities in need analysis
? The productivity level of the department or company
should not be compromised
? Budget to be allocated and approved
? Appropriate training materials, physical assets to be
available for new employee to be productive on their first
day.
? A mentor or manager is available for training
? Identifying recruitment sources: Identify the various
sources such as internal sources, external sources to
attract the potential talents
? Contacting sources: Recruitment is two way procedures
and includes two parties.
Objective factor theory ? an individual choose a job by
ranking and evaluating a limited number of clearly measurable
feature of each job offer
Subjective factors- individual select a position on the basis
of what they perceived their personal and emotional needs
to be and the extent to which org. image meet their
perceived needs.
Critical factor theory ? when a candidate unable to choose
an organisation because of limited contact, insufficient data
regarding the org.
REALISTIC JOB PREVIEW
Two technique for providing information about the organisation.
? Realistic job preview (RJP) ?provide complete job related
information both positive and negative .
? RJP can result in self selection process
? Job Compatibility questionnaire- developed to determine
whether an applicant?s preference for work match the
characteristic of the job
? Measures job factors related to performance, satisfaction ,
turnover and absenteeism
? ?Greater the compatibility between applicants preference for
job and characteristics of job perceived by jobseeker, Greater
the probability of employee effectiveness and longer the
tenure.
Job Factors under JCQ
? Task requirements
? Physical environment
? Peer characteristics
? Leadership characteristics
? Customer characteristics
? Compensation preferences
? Task variety
? Job autonomy
? Physical demands
? Work schedule
? Application pool: attract more candidates as to get the best
talents for the specific job.Applications are determined on
basis of:
? Organisation
? Kind of job
? Condition in the specific market
? Selection process: classifying applicants in order to hire those
who has more competent for the job.
? Evaluation and control: evaluation and control on over all
process help the company to get the best talent, reduce the
expenses etc..
Hiring policy
? The? process?of?finding?and? hiring?the?best-qualified?
candidate?(from?within?or?outside?of?an?organization)?for?a?
job?opening,?in?a?timely?and?cost?effective?manner.
Features:?
? The?policy?of?recruitment?should?be?compatible?with?the?
rules?and?regulations?of?government
? It?should?not?disregard?any?rules?made?for?other?
employees?working?in?the?company
? It?should?be?dynamic?and?forward-looking?to?attract?more?
talents?
? Job?securities?and?employee?development?programs
? Unbiased?and?offer?equal?opportunities?
? Flexible?to?change?
Nature of hiring
Regular hiring
? legal employment relationship
? Entitled to benefits
? Should cover minimum number of hours specified
? Legally entitled to pay,benefits and rights as workers
Benefits:
? Decreased worker turnover
? Improved worker satisfaction,morale and productivity
? Decreased costs for recruitment & hiring
? More loyal due to job security
? Boosts quality of products & services as employees improve over
time
? Afford a training and gives value for training costs.
Temporary hiring
? Temporary employment means hiring an employee for a
contracted period. These contract or temp workers fulfill all
the functions of regular employees and can help during
increases in demands, or when your full-timers take vacations
or go on maternity leave.
? scheduled to work minimum number of hours
perday,employed for atleast 3 months but less than one
year.
? Temporary or contractual staffing is a short term based
assignment , for which a talent is hired.
? This kind of a hiring decreases the liability of an organization ,
as these assignment may not include all the benefits which the
organization may offer its full time employees
Advantages:
? Less expensive
? Flexible
? Easy hire
? Generate the employment
Disadvantages:
? Lack of loyalty and motivation
? Inconsistency
? Collaboration issues
? wasted training
Full time hiring
? Is employment in which a person works a minimum
number of hours defined as such by his/her employer.
? Full-time employment?often comes with benefits that are
not typically offered to part-time, temporary, or flexible
workers, such as annual leave, sick leave, and health
insurance.
Advantages
? Full-time employees are the most likely to develop
company loyalty, and to feel a sense of ownership in the
business.
? Increase in productivity
? Develop good relationship
? Increase in the quality of ouput
? full-time employees provide a sense of security that
someone could manage things in their absence.
? Become highly skilled and familiar with your business
? Develop loyalty to your business
Disadvantage
? Costs
? It can be difficult to terminate employment if your needs
change or the employee is not working out as you
expected
? More complexity and risk to employer
? Maintain a regular cash flow to provide the salary on time
? Provide training and development activity which is time
consuming and costly
Part time hiring
? A part-time contract is a form of employment that carries
fewer hours per week than a full-time job
? Work for 30 or less hours per week.
? They work in shifts but remain on call while off duty and
during annual leave. The shifts are often rotational.
Workers are considered to be part-time if they
commonly work fewer than 30 hours per week.
advantages
? Less expensive
? Commit to set number of hours per week
? part-time employees typically do not qualify for company-
sponsored benefits.
? Flexibility
? Meets the demand
? Enthusiasm
? Availability
Disadvantages
? Higher absents rate
? Commitment to your business could be open to question
? ?need to work hard at developing their sense of belonging
? Increased risk in term of work place safety
? Administrative cost is high
? Quality issue
FirstRanker.com - FirstRanker's Choice
Hiring process and hiring decision
Chapter 2
Hiring / recruitment Process
? Recruitment?is the process of searching the candidates
for employment and stimulating them to apply for jobs in
the organisation.
? Hiring is the process of engaging the services of a person
either temporarily or permanently for a certain fee. It is
for the purpose of performing a certain job which is
specified before the employee is hired by a company.
Difference between Recruitment and Hiring
1) Recruitment is the process of looking for and attracting new
members or employees for a company or organization while
hiring is the process of finding and engaging the services of
the person that best suits the job.
2) .Recruitment is a long and tedious process involving several
personnel to select which candidate is best for the job while
hiring is done the moment the right employee is chosen
from among the many candidates.
3) Recruitment needs arise when there are changes in the
company such as retirements, deaths, accidents, or illnesses,
and hiring is part of the recruitment process.
4) Recruitment is the first step in the process of attracting and
finding new employees while hiring is the last step in the
process
Objectives
? Growth of the business
? Finding Skilled Employees
? Finding Employees Who Fit Your Culture
? It provides different opportunities to procure human
resource.
? Workplace Diversity
? It forecasts how many people will be required in the
company
? It enables the company to advertise itself and attract
talented people
Importance of hiring
? Determines present and future requirements
? Meets organisations obligations
? Without a core team of quality and effective employees it is
impossible for a business to stand apart, build a brand, and develop
a unique customer experience.
? Each person being hired brings something unique to the business and it?s
important to seek out those with the best qualities .?
Factors affecting hiring
Internal Factors
? Recruiting Policy
? HRP
? Size of the Organisation
? cost
? Growth and expansion
External Factors
? Supply and demand
? Unemployment rate
? Labour Market
? Political-social- Legal Considerations
? Image
Hiring process
Need
analyses
Job
analysis
Contacting
sources
Selection
process
Applicati
on pool
Identifying
recruitment
sources
Evaluation and control ? Needs analysis: Recruitments provide opportunities to
departments to align staff skill sets to initiatives and goals,
and for departmental and individual growth. Proper
planning and evaluation of the need will lead to hiring the
right person for the role and team
? An organisational strategic plan can be used as an input
for recruitment assessment process
? Job analysis: JA is a foundation of for all hiring decision. It
provide inputs in 2 ways;
Job specification
Jon description
Responsibilities in need analysis
? The productivity level of the department or company
should not be compromised
? Budget to be allocated and approved
? Appropriate training materials, physical assets to be
available for new employee to be productive on their first
day.
? A mentor or manager is available for training
? Identifying recruitment sources: Identify the various
sources such as internal sources, external sources to
attract the potential talents
? Contacting sources: Recruitment is two way procedures
and includes two parties.
Objective factor theory ? an individual choose a job by
ranking and evaluating a limited number of clearly measurable
feature of each job offer
Subjective factors- individual select a position on the basis
of what they perceived their personal and emotional needs
to be and the extent to which org. image meet their
perceived needs.
Critical factor theory ? when a candidate unable to choose
an organisation because of limited contact, insufficient data
regarding the org.
REALISTIC JOB PREVIEW
Two technique for providing information about the organisation.
? Realistic job preview (RJP) ?provide complete job related
information both positive and negative .
? RJP can result in self selection process
? Job Compatibility questionnaire- developed to determine
whether an applicant?s preference for work match the
characteristic of the job
? Measures job factors related to performance, satisfaction ,
turnover and absenteeism
? ?Greater the compatibility between applicants preference for
job and characteristics of job perceived by jobseeker, Greater
the probability of employee effectiveness and longer the
tenure.
Job Factors under JCQ
? Task requirements
? Physical environment
? Peer characteristics
? Leadership characteristics
? Customer characteristics
? Compensation preferences
? Task variety
? Job autonomy
? Physical demands
? Work schedule
? Application pool: attract more candidates as to get the best
talents for the specific job.Applications are determined on
basis of:
? Organisation
? Kind of job
? Condition in the specific market
? Selection process: classifying applicants in order to hire those
who has more competent for the job.
? Evaluation and control: evaluation and control on over all
process help the company to get the best talent, reduce the
expenses etc..
Hiring policy
? The? process?of?finding?and? hiring?the?best-qualified?
candidate?(from?within?or?outside?of?an?organization)?for?a?
job?opening,?in?a?timely?and?cost?effective?manner.
Features:?
? The?policy?of?recruitment?should?be?compatible?with?the?
rules?and?regulations?of?government
? It?should?not?disregard?any?rules?made?for?other?
employees?working?in?the?company
? It?should?be?dynamic?and?forward-looking?to?attract?more?
talents?
? Job?securities?and?employee?development?programs
? Unbiased?and?offer?equal?opportunities?
? Flexible?to?change?
Nature of hiring
Regular hiring
? legal employment relationship
? Entitled to benefits
? Should cover minimum number of hours specified
? Legally entitled to pay,benefits and rights as workers
Benefits:
? Decreased worker turnover
? Improved worker satisfaction,morale and productivity
? Decreased costs for recruitment & hiring
? More loyal due to job security
? Boosts quality of products & services as employees improve over
time
? Afford a training and gives value for training costs.
Temporary hiring
? Temporary employment means hiring an employee for a
contracted period. These contract or temp workers fulfill all
the functions of regular employees and can help during
increases in demands, or when your full-timers take vacations
or go on maternity leave.
? scheduled to work minimum number of hours
perday,employed for atleast 3 months but less than one
year.
? Temporary or contractual staffing is a short term based
assignment , for which a talent is hired.
? This kind of a hiring decreases the liability of an organization ,
as these assignment may not include all the benefits which the
organization may offer its full time employees
Advantages:
? Less expensive
? Flexible
? Easy hire
? Generate the employment
Disadvantages:
? Lack of loyalty and motivation
? Inconsistency
? Collaboration issues
? wasted training
Full time hiring
? Is employment in which a person works a minimum
number of hours defined as such by his/her employer.
? Full-time employment?often comes with benefits that are
not typically offered to part-time, temporary, or flexible
workers, such as annual leave, sick leave, and health
insurance.
Advantages
? Full-time employees are the most likely to develop
company loyalty, and to feel a sense of ownership in the
business.
? Increase in productivity
? Develop good relationship
? Increase in the quality of ouput
? full-time employees provide a sense of security that
someone could manage things in their absence.
? Become highly skilled and familiar with your business
? Develop loyalty to your business
Disadvantage
? Costs
? It can be difficult to terminate employment if your needs
change or the employee is not working out as you
expected
? More complexity and risk to employer
? Maintain a regular cash flow to provide the salary on time
? Provide training and development activity which is time
consuming and costly
Part time hiring
? A part-time contract is a form of employment that carries
fewer hours per week than a full-time job
? Work for 30 or less hours per week.
? They work in shifts but remain on call while off duty and
during annual leave. The shifts are often rotational.
Workers are considered to be part-time if they
commonly work fewer than 30 hours per week.
advantages
? Less expensive
? Commit to set number of hours per week
? part-time employees typically do not qualify for company-
sponsored benefits.
? Flexibility
? Meets the demand
? Enthusiasm
? Availability
Disadvantages
? Higher absents rate
? Commitment to your business could be open to question
? ?need to work hard at developing their sense of belonging
? Increased risk in term of work place safety
? Administrative cost is high
? Quality issue
Apprentice hiring
? Apprenticeship is a combination of on-the-job training
(OJT) and related classroom instruction under the
supervision of a journey-level craft person or trade
professional in which workers learn the practical and
theoretical aspects of a highly skilled occupation
? Industry based learning system that combines on the
job experience with technical training to produce a
certified person.
? Agreement between a person who wants to learn a
skill an an employer who needs skilled worker
FirstRanker.com - FirstRanker's Choice
Hiring process and hiring decision
Chapter 2
Hiring / recruitment Process
? Recruitment?is the process of searching the candidates
for employment and stimulating them to apply for jobs in
the organisation.
? Hiring is the process of engaging the services of a person
either temporarily or permanently for a certain fee. It is
for the purpose of performing a certain job which is
specified before the employee is hired by a company.
Difference between Recruitment and Hiring
1) Recruitment is the process of looking for and attracting new
members or employees for a company or organization while
hiring is the process of finding and engaging the services of
the person that best suits the job.
2) .Recruitment is a long and tedious process involving several
personnel to select which candidate is best for the job while
hiring is done the moment the right employee is chosen
from among the many candidates.
3) Recruitment needs arise when there are changes in the
company such as retirements, deaths, accidents, or illnesses,
and hiring is part of the recruitment process.
4) Recruitment is the first step in the process of attracting and
finding new employees while hiring is the last step in the
process
Objectives
? Growth of the business
? Finding Skilled Employees
? Finding Employees Who Fit Your Culture
? It provides different opportunities to procure human
resource.
? Workplace Diversity
? It forecasts how many people will be required in the
company
? It enables the company to advertise itself and attract
talented people
Importance of hiring
? Determines present and future requirements
? Meets organisations obligations
? Without a core team of quality and effective employees it is
impossible for a business to stand apart, build a brand, and develop
a unique customer experience.
? Each person being hired brings something unique to the business and it?s
important to seek out those with the best qualities .?
Factors affecting hiring
Internal Factors
? Recruiting Policy
? HRP
? Size of the Organisation
? cost
? Growth and expansion
External Factors
? Supply and demand
? Unemployment rate
? Labour Market
? Political-social- Legal Considerations
? Image
Hiring process
Need
analyses
Job
analysis
Contacting
sources
Selection
process
Applicati
on pool
Identifying
recruitment
sources
Evaluation and control ? Needs analysis: Recruitments provide opportunities to
departments to align staff skill sets to initiatives and goals,
and for departmental and individual growth. Proper
planning and evaluation of the need will lead to hiring the
right person for the role and team
? An organisational strategic plan can be used as an input
for recruitment assessment process
? Job analysis: JA is a foundation of for all hiring decision. It
provide inputs in 2 ways;
Job specification
Jon description
Responsibilities in need analysis
? The productivity level of the department or company
should not be compromised
? Budget to be allocated and approved
? Appropriate training materials, physical assets to be
available for new employee to be productive on their first
day.
? A mentor or manager is available for training
? Identifying recruitment sources: Identify the various
sources such as internal sources, external sources to
attract the potential talents
? Contacting sources: Recruitment is two way procedures
and includes two parties.
Objective factor theory ? an individual choose a job by
ranking and evaluating a limited number of clearly measurable
feature of each job offer
Subjective factors- individual select a position on the basis
of what they perceived their personal and emotional needs
to be and the extent to which org. image meet their
perceived needs.
Critical factor theory ? when a candidate unable to choose
an organisation because of limited contact, insufficient data
regarding the org.
REALISTIC JOB PREVIEW
Two technique for providing information about the organisation.
? Realistic job preview (RJP) ?provide complete job related
information both positive and negative .
? RJP can result in self selection process
? Job Compatibility questionnaire- developed to determine
whether an applicant?s preference for work match the
characteristic of the job
? Measures job factors related to performance, satisfaction ,
turnover and absenteeism
? ?Greater the compatibility between applicants preference for
job and characteristics of job perceived by jobseeker, Greater
the probability of employee effectiveness and longer the
tenure.
Job Factors under JCQ
? Task requirements
? Physical environment
? Peer characteristics
? Leadership characteristics
? Customer characteristics
? Compensation preferences
? Task variety
? Job autonomy
? Physical demands
? Work schedule
? Application pool: attract more candidates as to get the best
talents for the specific job.Applications are determined on
basis of:
? Organisation
? Kind of job
? Condition in the specific market
? Selection process: classifying applicants in order to hire those
who has more competent for the job.
? Evaluation and control: evaluation and control on over all
process help the company to get the best talent, reduce the
expenses etc..
Hiring policy
? The? process?of?finding?and? hiring?the?best-qualified?
candidate?(from?within?or?outside?of?an?organization)?for?a?
job?opening,?in?a?timely?and?cost?effective?manner.
Features:?
? The?policy?of?recruitment?should?be?compatible?with?the?
rules?and?regulations?of?government
? It?should?not?disregard?any?rules?made?for?other?
employees?working?in?the?company
? It?should?be?dynamic?and?forward-looking?to?attract?more?
talents?
? Job?securities?and?employee?development?programs
? Unbiased?and?offer?equal?opportunities?
? Flexible?to?change?
Nature of hiring
Regular hiring
? legal employment relationship
? Entitled to benefits
? Should cover minimum number of hours specified
? Legally entitled to pay,benefits and rights as workers
Benefits:
? Decreased worker turnover
? Improved worker satisfaction,morale and productivity
? Decreased costs for recruitment & hiring
? More loyal due to job security
? Boosts quality of products & services as employees improve over
time
? Afford a training and gives value for training costs.
Temporary hiring
? Temporary employment means hiring an employee for a
contracted period. These contract or temp workers fulfill all
the functions of regular employees and can help during
increases in demands, or when your full-timers take vacations
or go on maternity leave.
? scheduled to work minimum number of hours
perday,employed for atleast 3 months but less than one
year.
? Temporary or contractual staffing is a short term based
assignment , for which a talent is hired.
? This kind of a hiring decreases the liability of an organization ,
as these assignment may not include all the benefits which the
organization may offer its full time employees
Advantages:
? Less expensive
? Flexible
? Easy hire
? Generate the employment
Disadvantages:
? Lack of loyalty and motivation
? Inconsistency
? Collaboration issues
? wasted training
Full time hiring
? Is employment in which a person works a minimum
number of hours defined as such by his/her employer.
? Full-time employment?often comes with benefits that are
not typically offered to part-time, temporary, or flexible
workers, such as annual leave, sick leave, and health
insurance.
Advantages
? Full-time employees are the most likely to develop
company loyalty, and to feel a sense of ownership in the
business.
? Increase in productivity
? Develop good relationship
? Increase in the quality of ouput
? full-time employees provide a sense of security that
someone could manage things in their absence.
? Become highly skilled and familiar with your business
? Develop loyalty to your business
Disadvantage
? Costs
? It can be difficult to terminate employment if your needs
change or the employee is not working out as you
expected
? More complexity and risk to employer
? Maintain a regular cash flow to provide the salary on time
? Provide training and development activity which is time
consuming and costly
Part time hiring
? A part-time contract is a form of employment that carries
fewer hours per week than a full-time job
? Work for 30 or less hours per week.
? They work in shifts but remain on call while off duty and
during annual leave. The shifts are often rotational.
Workers are considered to be part-time if they
commonly work fewer than 30 hours per week.
advantages
? Less expensive
? Commit to set number of hours per week
? part-time employees typically do not qualify for company-
sponsored benefits.
? Flexibility
? Meets the demand
? Enthusiasm
? Availability
Disadvantages
? Higher absents rate
? Commitment to your business could be open to question
? ?need to work hard at developing their sense of belonging
? Increased risk in term of work place safety
? Administrative cost is high
? Quality issue
Apprentice hiring
? Apprenticeship is a combination of on-the-job training
(OJT) and related classroom instruction under the
supervision of a journey-level craft person or trade
professional in which workers learn the practical and
theoretical aspects of a highly skilled occupation
? Industry based learning system that combines on the
job experience with technical training to produce a
certified person.
? Agreement between a person who wants to learn a
skill an an employer who needs skilled worker
Apprentice hiring
? Data from the U.S. Department of Labor and the
Bureau of Labor Statistics, this is list of top jobs
that start with an apprenticeship:
? Elevator Installers and Repairers.
? Pile-Driver Operators.
? Plumbers, Pipefitters, and Steamfitters.
? Electricians.
? Structural Iron and Steel Workers.
? Mechanical Insulation Workers.
FirstRanker.com - FirstRanker's Choice
Hiring process and hiring decision
Chapter 2
Hiring / recruitment Process
? Recruitment?is the process of searching the candidates
for employment and stimulating them to apply for jobs in
the organisation.
? Hiring is the process of engaging the services of a person
either temporarily or permanently for a certain fee. It is
for the purpose of performing a certain job which is
specified before the employee is hired by a company.
Difference between Recruitment and Hiring
1) Recruitment is the process of looking for and attracting new
members or employees for a company or organization while
hiring is the process of finding and engaging the services of
the person that best suits the job.
2) .Recruitment is a long and tedious process involving several
personnel to select which candidate is best for the job while
hiring is done the moment the right employee is chosen
from among the many candidates.
3) Recruitment needs arise when there are changes in the
company such as retirements, deaths, accidents, or illnesses,
and hiring is part of the recruitment process.
4) Recruitment is the first step in the process of attracting and
finding new employees while hiring is the last step in the
process
Objectives
? Growth of the business
? Finding Skilled Employees
? Finding Employees Who Fit Your Culture
? It provides different opportunities to procure human
resource.
? Workplace Diversity
? It forecasts how many people will be required in the
company
? It enables the company to advertise itself and attract
talented people
Importance of hiring
? Determines present and future requirements
? Meets organisations obligations
? Without a core team of quality and effective employees it is
impossible for a business to stand apart, build a brand, and develop
a unique customer experience.
? Each person being hired brings something unique to the business and it?s
important to seek out those with the best qualities .?
Factors affecting hiring
Internal Factors
? Recruiting Policy
? HRP
? Size of the Organisation
? cost
? Growth and expansion
External Factors
? Supply and demand
? Unemployment rate
? Labour Market
? Political-social- Legal Considerations
? Image
Hiring process
Need
analyses
Job
analysis
Contacting
sources
Selection
process
Applicati
on pool
Identifying
recruitment
sources
Evaluation and control ? Needs analysis: Recruitments provide opportunities to
departments to align staff skill sets to initiatives and goals,
and for departmental and individual growth. Proper
planning and evaluation of the need will lead to hiring the
right person for the role and team
? An organisational strategic plan can be used as an input
for recruitment assessment process
? Job analysis: JA is a foundation of for all hiring decision. It
provide inputs in 2 ways;
Job specification
Jon description
Responsibilities in need analysis
? The productivity level of the department or company
should not be compromised
? Budget to be allocated and approved
? Appropriate training materials, physical assets to be
available for new employee to be productive on their first
day.
? A mentor or manager is available for training
? Identifying recruitment sources: Identify the various
sources such as internal sources, external sources to
attract the potential talents
? Contacting sources: Recruitment is two way procedures
and includes two parties.
Objective factor theory ? an individual choose a job by
ranking and evaluating a limited number of clearly measurable
feature of each job offer
Subjective factors- individual select a position on the basis
of what they perceived their personal and emotional needs
to be and the extent to which org. image meet their
perceived needs.
Critical factor theory ? when a candidate unable to choose
an organisation because of limited contact, insufficient data
regarding the org.
REALISTIC JOB PREVIEW
Two technique for providing information about the organisation.
? Realistic job preview (RJP) ?provide complete job related
information both positive and negative .
? RJP can result in self selection process
? Job Compatibility questionnaire- developed to determine
whether an applicant?s preference for work match the
characteristic of the job
? Measures job factors related to performance, satisfaction ,
turnover and absenteeism
? ?Greater the compatibility between applicants preference for
job and characteristics of job perceived by jobseeker, Greater
the probability of employee effectiveness and longer the
tenure.
Job Factors under JCQ
? Task requirements
? Physical environment
? Peer characteristics
? Leadership characteristics
? Customer characteristics
? Compensation preferences
? Task variety
? Job autonomy
? Physical demands
? Work schedule
? Application pool: attract more candidates as to get the best
talents for the specific job.Applications are determined on
basis of:
? Organisation
? Kind of job
? Condition in the specific market
? Selection process: classifying applicants in order to hire those
who has more competent for the job.
? Evaluation and control: evaluation and control on over all
process help the company to get the best talent, reduce the
expenses etc..
Hiring policy
? The? process?of?finding?and? hiring?the?best-qualified?
candidate?(from?within?or?outside?of?an?organization)?for?a?
job?opening,?in?a?timely?and?cost?effective?manner.
Features:?
? The?policy?of?recruitment?should?be?compatible?with?the?
rules?and?regulations?of?government
? It?should?not?disregard?any?rules?made?for?other?
employees?working?in?the?company
? It?should?be?dynamic?and?forward-looking?to?attract?more?
talents?
? Job?securities?and?employee?development?programs
? Unbiased?and?offer?equal?opportunities?
? Flexible?to?change?
Nature of hiring
Regular hiring
? legal employment relationship
? Entitled to benefits
? Should cover minimum number of hours specified
? Legally entitled to pay,benefits and rights as workers
Benefits:
? Decreased worker turnover
? Improved worker satisfaction,morale and productivity
? Decreased costs for recruitment & hiring
? More loyal due to job security
? Boosts quality of products & services as employees improve over
time
? Afford a training and gives value for training costs.
Temporary hiring
? Temporary employment means hiring an employee for a
contracted period. These contract or temp workers fulfill all
the functions of regular employees and can help during
increases in demands, or when your full-timers take vacations
or go on maternity leave.
? scheduled to work minimum number of hours
perday,employed for atleast 3 months but less than one
year.
? Temporary or contractual staffing is a short term based
assignment , for which a talent is hired.
? This kind of a hiring decreases the liability of an organization ,
as these assignment may not include all the benefits which the
organization may offer its full time employees
Advantages:
? Less expensive
? Flexible
? Easy hire
? Generate the employment
Disadvantages:
? Lack of loyalty and motivation
? Inconsistency
? Collaboration issues
? wasted training
Full time hiring
? Is employment in which a person works a minimum
number of hours defined as such by his/her employer.
? Full-time employment?often comes with benefits that are
not typically offered to part-time, temporary, or flexible
workers, such as annual leave, sick leave, and health
insurance.
Advantages
? Full-time employees are the most likely to develop
company loyalty, and to feel a sense of ownership in the
business.
? Increase in productivity
? Develop good relationship
? Increase in the quality of ouput
? full-time employees provide a sense of security that
someone could manage things in their absence.
? Become highly skilled and familiar with your business
? Develop loyalty to your business
Disadvantage
? Costs
? It can be difficult to terminate employment if your needs
change or the employee is not working out as you
expected
? More complexity and risk to employer
? Maintain a regular cash flow to provide the salary on time
? Provide training and development activity which is time
consuming and costly
Part time hiring
? A part-time contract is a form of employment that carries
fewer hours per week than a full-time job
? Work for 30 or less hours per week.
? They work in shifts but remain on call while off duty and
during annual leave. The shifts are often rotational.
Workers are considered to be part-time if they
commonly work fewer than 30 hours per week.
advantages
? Less expensive
? Commit to set number of hours per week
? part-time employees typically do not qualify for company-
sponsored benefits.
? Flexibility
? Meets the demand
? Enthusiasm
? Availability
Disadvantages
? Higher absents rate
? Commitment to your business could be open to question
? ?need to work hard at developing their sense of belonging
? Increased risk in term of work place safety
? Administrative cost is high
? Quality issue
Apprentice hiring
? Apprenticeship is a combination of on-the-job training
(OJT) and related classroom instruction under the
supervision of a journey-level craft person or trade
professional in which workers learn the practical and
theoretical aspects of a highly skilled occupation
? Industry based learning system that combines on the
job experience with technical training to produce a
certified person.
? Agreement between a person who wants to learn a
skill an an employer who needs skilled worker
Apprentice hiring
? Data from the U.S. Department of Labor and the
Bureau of Labor Statistics, this is list of top jobs
that start with an apprenticeship:
? Elevator Installers and Repairers.
? Pile-Driver Operators.
? Plumbers, Pipefitters, and Steamfitters.
? Electricians.
? Structural Iron and Steel Workers.
? Mechanical Insulation Workers.
Apprentice option
? in house
? Job networks
? Recruitment agencies
? Recruitment websites
? Training institutes
FirstRanker.com - FirstRanker's Choice
Hiring process and hiring decision
Chapter 2
Hiring / recruitment Process
? Recruitment?is the process of searching the candidates
for employment and stimulating them to apply for jobs in
the organisation.
? Hiring is the process of engaging the services of a person
either temporarily or permanently for a certain fee. It is
for the purpose of performing a certain job which is
specified before the employee is hired by a company.
Difference between Recruitment and Hiring
1) Recruitment is the process of looking for and attracting new
members or employees for a company or organization while
hiring is the process of finding and engaging the services of
the person that best suits the job.
2) .Recruitment is a long and tedious process involving several
personnel to select which candidate is best for the job while
hiring is done the moment the right employee is chosen
from among the many candidates.
3) Recruitment needs arise when there are changes in the
company such as retirements, deaths, accidents, or illnesses,
and hiring is part of the recruitment process.
4) Recruitment is the first step in the process of attracting and
finding new employees while hiring is the last step in the
process
Objectives
? Growth of the business
? Finding Skilled Employees
? Finding Employees Who Fit Your Culture
? It provides different opportunities to procure human
resource.
? Workplace Diversity
? It forecasts how many people will be required in the
company
? It enables the company to advertise itself and attract
talented people
Importance of hiring
? Determines present and future requirements
? Meets organisations obligations
? Without a core team of quality and effective employees it is
impossible for a business to stand apart, build a brand, and develop
a unique customer experience.
? Each person being hired brings something unique to the business and it?s
important to seek out those with the best qualities .?
Factors affecting hiring
Internal Factors
? Recruiting Policy
? HRP
? Size of the Organisation
? cost
? Growth and expansion
External Factors
? Supply and demand
? Unemployment rate
? Labour Market
? Political-social- Legal Considerations
? Image
Hiring process
Need
analyses
Job
analysis
Contacting
sources
Selection
process
Applicati
on pool
Identifying
recruitment
sources
Evaluation and control ? Needs analysis: Recruitments provide opportunities to
departments to align staff skill sets to initiatives and goals,
and for departmental and individual growth. Proper
planning and evaluation of the need will lead to hiring the
right person for the role and team
? An organisational strategic plan can be used as an input
for recruitment assessment process
? Job analysis: JA is a foundation of for all hiring decision. It
provide inputs in 2 ways;
Job specification
Jon description
Responsibilities in need analysis
? The productivity level of the department or company
should not be compromised
? Budget to be allocated and approved
? Appropriate training materials, physical assets to be
available for new employee to be productive on their first
day.
? A mentor or manager is available for training
? Identifying recruitment sources: Identify the various
sources such as internal sources, external sources to
attract the potential talents
? Contacting sources: Recruitment is two way procedures
and includes two parties.
Objective factor theory ? an individual choose a job by
ranking and evaluating a limited number of clearly measurable
feature of each job offer
Subjective factors- individual select a position on the basis
of what they perceived their personal and emotional needs
to be and the extent to which org. image meet their
perceived needs.
Critical factor theory ? when a candidate unable to choose
an organisation because of limited contact, insufficient data
regarding the org.
REALISTIC JOB PREVIEW
Two technique for providing information about the organisation.
? Realistic job preview (RJP) ?provide complete job related
information both positive and negative .
? RJP can result in self selection process
? Job Compatibility questionnaire- developed to determine
whether an applicant?s preference for work match the
characteristic of the job
? Measures job factors related to performance, satisfaction ,
turnover and absenteeism
? ?Greater the compatibility between applicants preference for
job and characteristics of job perceived by jobseeker, Greater
the probability of employee effectiveness and longer the
tenure.
Job Factors under JCQ
? Task requirements
? Physical environment
? Peer characteristics
? Leadership characteristics
? Customer characteristics
? Compensation preferences
? Task variety
? Job autonomy
? Physical demands
? Work schedule
? Application pool: attract more candidates as to get the best
talents for the specific job.Applications are determined on
basis of:
? Organisation
? Kind of job
? Condition in the specific market
? Selection process: classifying applicants in order to hire those
who has more competent for the job.
? Evaluation and control: evaluation and control on over all
process help the company to get the best talent, reduce the
expenses etc..
Hiring policy
? The? process?of?finding?and? hiring?the?best-qualified?
candidate?(from?within?or?outside?of?an?organization)?for?a?
job?opening,?in?a?timely?and?cost?effective?manner.
Features:?
? The?policy?of?recruitment?should?be?compatible?with?the?
rules?and?regulations?of?government
? It?should?not?disregard?any?rules?made?for?other?
employees?working?in?the?company
? It?should?be?dynamic?and?forward-looking?to?attract?more?
talents?
? Job?securities?and?employee?development?programs
? Unbiased?and?offer?equal?opportunities?
? Flexible?to?change?
Nature of hiring
Regular hiring
? legal employment relationship
? Entitled to benefits
? Should cover minimum number of hours specified
? Legally entitled to pay,benefits and rights as workers
Benefits:
? Decreased worker turnover
? Improved worker satisfaction,morale and productivity
? Decreased costs for recruitment & hiring
? More loyal due to job security
? Boosts quality of products & services as employees improve over
time
? Afford a training and gives value for training costs.
Temporary hiring
? Temporary employment means hiring an employee for a
contracted period. These contract or temp workers fulfill all
the functions of regular employees and can help during
increases in demands, or when your full-timers take vacations
or go on maternity leave.
? scheduled to work minimum number of hours
perday,employed for atleast 3 months but less than one
year.
? Temporary or contractual staffing is a short term based
assignment , for which a talent is hired.
? This kind of a hiring decreases the liability of an organization ,
as these assignment may not include all the benefits which the
organization may offer its full time employees
Advantages:
? Less expensive
? Flexible
? Easy hire
? Generate the employment
Disadvantages:
? Lack of loyalty and motivation
? Inconsistency
? Collaboration issues
? wasted training
Full time hiring
? Is employment in which a person works a minimum
number of hours defined as such by his/her employer.
? Full-time employment?often comes with benefits that are
not typically offered to part-time, temporary, or flexible
workers, such as annual leave, sick leave, and health
insurance.
Advantages
? Full-time employees are the most likely to develop
company loyalty, and to feel a sense of ownership in the
business.
? Increase in productivity
? Develop good relationship
? Increase in the quality of ouput
? full-time employees provide a sense of security that
someone could manage things in their absence.
? Become highly skilled and familiar with your business
? Develop loyalty to your business
Disadvantage
? Costs
? It can be difficult to terminate employment if your needs
change or the employee is not working out as you
expected
? More complexity and risk to employer
? Maintain a regular cash flow to provide the salary on time
? Provide training and development activity which is time
consuming and costly
Part time hiring
? A part-time contract is a form of employment that carries
fewer hours per week than a full-time job
? Work for 30 or less hours per week.
? They work in shifts but remain on call while off duty and
during annual leave. The shifts are often rotational.
Workers are considered to be part-time if they
commonly work fewer than 30 hours per week.
advantages
? Less expensive
? Commit to set number of hours per week
? part-time employees typically do not qualify for company-
sponsored benefits.
? Flexibility
? Meets the demand
? Enthusiasm
? Availability
Disadvantages
? Higher absents rate
? Commitment to your business could be open to question
? ?need to work hard at developing their sense of belonging
? Increased risk in term of work place safety
? Administrative cost is high
? Quality issue
Apprentice hiring
? Apprenticeship is a combination of on-the-job training
(OJT) and related classroom instruction under the
supervision of a journey-level craft person or trade
professional in which workers learn the practical and
theoretical aspects of a highly skilled occupation
? Industry based learning system that combines on the
job experience with technical training to produce a
certified person.
? Agreement between a person who wants to learn a
skill an an employer who needs skilled worker
Apprentice hiring
? Data from the U.S. Department of Labor and the
Bureau of Labor Statistics, this is list of top jobs
that start with an apprenticeship:
? Elevator Installers and Repairers.
? Pile-Driver Operators.
? Plumbers, Pipefitters, and Steamfitters.
? Electricians.
? Structural Iron and Steel Workers.
? Mechanical Insulation Workers.
Apprentice option
? in house
? Job networks
? Recruitment agencies
? Recruitment websites
? Training institutes
ADVANTAGES
? Committed work force
? Bridging the skill gap
? Fresh perspective
? Improve bottom line
? Develop future work force
? Increase the loyalty
DISADVANTAGES:
? Risk
? Potential for mistake
? Required resource
FirstRanker.com - FirstRanker's Choice
Hiring process and hiring decision
Chapter 2
Hiring / recruitment Process
? Recruitment?is the process of searching the candidates
for employment and stimulating them to apply for jobs in
the organisation.
? Hiring is the process of engaging the services of a person
either temporarily or permanently for a certain fee. It is
for the purpose of performing a certain job which is
specified before the employee is hired by a company.
Difference between Recruitment and Hiring
1) Recruitment is the process of looking for and attracting new
members or employees for a company or organization while
hiring is the process of finding and engaging the services of
the person that best suits the job.
2) .Recruitment is a long and tedious process involving several
personnel to select which candidate is best for the job while
hiring is done the moment the right employee is chosen
from among the many candidates.
3) Recruitment needs arise when there are changes in the
company such as retirements, deaths, accidents, or illnesses,
and hiring is part of the recruitment process.
4) Recruitment is the first step in the process of attracting and
finding new employees while hiring is the last step in the
process
Objectives
? Growth of the business
? Finding Skilled Employees
? Finding Employees Who Fit Your Culture
? It provides different opportunities to procure human
resource.
? Workplace Diversity
? It forecasts how many people will be required in the
company
? It enables the company to advertise itself and attract
talented people
Importance of hiring
? Determines present and future requirements
? Meets organisations obligations
? Without a core team of quality and effective employees it is
impossible for a business to stand apart, build a brand, and develop
a unique customer experience.
? Each person being hired brings something unique to the business and it?s
important to seek out those with the best qualities .?
Factors affecting hiring
Internal Factors
? Recruiting Policy
? HRP
? Size of the Organisation
? cost
? Growth and expansion
External Factors
? Supply and demand
? Unemployment rate
? Labour Market
? Political-social- Legal Considerations
? Image
Hiring process
Need
analyses
Job
analysis
Contacting
sources
Selection
process
Applicati
on pool
Identifying
recruitment
sources
Evaluation and control ? Needs analysis: Recruitments provide opportunities to
departments to align staff skill sets to initiatives and goals,
and for departmental and individual growth. Proper
planning and evaluation of the need will lead to hiring the
right person for the role and team
? An organisational strategic plan can be used as an input
for recruitment assessment process
? Job analysis: JA is a foundation of for all hiring decision. It
provide inputs in 2 ways;
Job specification
Jon description
Responsibilities in need analysis
? The productivity level of the department or company
should not be compromised
? Budget to be allocated and approved
? Appropriate training materials, physical assets to be
available for new employee to be productive on their first
day.
? A mentor or manager is available for training
? Identifying recruitment sources: Identify the various
sources such as internal sources, external sources to
attract the potential talents
? Contacting sources: Recruitment is two way procedures
and includes two parties.
Objective factor theory ? an individual choose a job by
ranking and evaluating a limited number of clearly measurable
feature of each job offer
Subjective factors- individual select a position on the basis
of what they perceived their personal and emotional needs
to be and the extent to which org. image meet their
perceived needs.
Critical factor theory ? when a candidate unable to choose
an organisation because of limited contact, insufficient data
regarding the org.
REALISTIC JOB PREVIEW
Two technique for providing information about the organisation.
? Realistic job preview (RJP) ?provide complete job related
information both positive and negative .
? RJP can result in self selection process
? Job Compatibility questionnaire- developed to determine
whether an applicant?s preference for work match the
characteristic of the job
? Measures job factors related to performance, satisfaction ,
turnover and absenteeism
? ?Greater the compatibility between applicants preference for
job and characteristics of job perceived by jobseeker, Greater
the probability of employee effectiveness and longer the
tenure.
Job Factors under JCQ
? Task requirements
? Physical environment
? Peer characteristics
? Leadership characteristics
? Customer characteristics
? Compensation preferences
? Task variety
? Job autonomy
? Physical demands
? Work schedule
? Application pool: attract more candidates as to get the best
talents for the specific job.Applications are determined on
basis of:
? Organisation
? Kind of job
? Condition in the specific market
? Selection process: classifying applicants in order to hire those
who has more competent for the job.
? Evaluation and control: evaluation and control on over all
process help the company to get the best talent, reduce the
expenses etc..
Hiring policy
? The? process?of?finding?and? hiring?the?best-qualified?
candidate?(from?within?or?outside?of?an?organization)?for?a?
job?opening,?in?a?timely?and?cost?effective?manner.
Features:?
? The?policy?of?recruitment?should?be?compatible?with?the?
rules?and?regulations?of?government
? It?should?not?disregard?any?rules?made?for?other?
employees?working?in?the?company
? It?should?be?dynamic?and?forward-looking?to?attract?more?
talents?
? Job?securities?and?employee?development?programs
? Unbiased?and?offer?equal?opportunities?
? Flexible?to?change?
Nature of hiring
Regular hiring
? legal employment relationship
? Entitled to benefits
? Should cover minimum number of hours specified
? Legally entitled to pay,benefits and rights as workers
Benefits:
? Decreased worker turnover
? Improved worker satisfaction,morale and productivity
? Decreased costs for recruitment & hiring
? More loyal due to job security
? Boosts quality of products & services as employees improve over
time
? Afford a training and gives value for training costs.
Temporary hiring
? Temporary employment means hiring an employee for a
contracted period. These contract or temp workers fulfill all
the functions of regular employees and can help during
increases in demands, or when your full-timers take vacations
or go on maternity leave.
? scheduled to work minimum number of hours
perday,employed for atleast 3 months but less than one
year.
? Temporary or contractual staffing is a short term based
assignment , for which a talent is hired.
? This kind of a hiring decreases the liability of an organization ,
as these assignment may not include all the benefits which the
organization may offer its full time employees
Advantages:
? Less expensive
? Flexible
? Easy hire
? Generate the employment
Disadvantages:
? Lack of loyalty and motivation
? Inconsistency
? Collaboration issues
? wasted training
Full time hiring
? Is employment in which a person works a minimum
number of hours defined as such by his/her employer.
? Full-time employment?often comes with benefits that are
not typically offered to part-time, temporary, or flexible
workers, such as annual leave, sick leave, and health
insurance.
Advantages
? Full-time employees are the most likely to develop
company loyalty, and to feel a sense of ownership in the
business.
? Increase in productivity
? Develop good relationship
? Increase in the quality of ouput
? full-time employees provide a sense of security that
someone could manage things in their absence.
? Become highly skilled and familiar with your business
? Develop loyalty to your business
Disadvantage
? Costs
? It can be difficult to terminate employment if your needs
change or the employee is not working out as you
expected
? More complexity and risk to employer
? Maintain a regular cash flow to provide the salary on time
? Provide training and development activity which is time
consuming and costly
Part time hiring
? A part-time contract is a form of employment that carries
fewer hours per week than a full-time job
? Work for 30 or less hours per week.
? They work in shifts but remain on call while off duty and
during annual leave. The shifts are often rotational.
Workers are considered to be part-time if they
commonly work fewer than 30 hours per week.
advantages
? Less expensive
? Commit to set number of hours per week
? part-time employees typically do not qualify for company-
sponsored benefits.
? Flexibility
? Meets the demand
? Enthusiasm
? Availability
Disadvantages
? Higher absents rate
? Commitment to your business could be open to question
? ?need to work hard at developing their sense of belonging
? Increased risk in term of work place safety
? Administrative cost is high
? Quality issue
Apprentice hiring
? Apprenticeship is a combination of on-the-job training
(OJT) and related classroom instruction under the
supervision of a journey-level craft person or trade
professional in which workers learn the practical and
theoretical aspects of a highly skilled occupation
? Industry based learning system that combines on the
job experience with technical training to produce a
certified person.
? Agreement between a person who wants to learn a
skill an an employer who needs skilled worker
Apprentice hiring
? Data from the U.S. Department of Labor and the
Bureau of Labor Statistics, this is list of top jobs
that start with an apprenticeship:
? Elevator Installers and Repairers.
? Pile-Driver Operators.
? Plumbers, Pipefitters, and Steamfitters.
? Electricians.
? Structural Iron and Steel Workers.
? Mechanical Insulation Workers.
Apprentice option
? in house
? Job networks
? Recruitment agencies
? Recruitment websites
? Training institutes
ADVANTAGES
? Committed work force
? Bridging the skill gap
? Fresh perspective
? Improve bottom line
? Develop future work force
? Increase the loyalty
DISADVANTAGES:
? Risk
? Potential for mistake
? Required resource
Contractual hiring
? An employee who works under contract for an employer.
? A contract employee is hired for a specific job at a
specific rate of pay.
? Some employers prefer to hire contractual workers if
their workload fluctuates or if they want to test workers'
capabilities before hiring them permanently.?
? Contractual workers are often paid a lump sum upon
project completion, but some receive payments during
the course of the assignment.
FirstRanker.com - FirstRanker's Choice
Hiring process and hiring decision
Chapter 2
Hiring / recruitment Process
? Recruitment?is the process of searching the candidates
for employment and stimulating them to apply for jobs in
the organisation.
? Hiring is the process of engaging the services of a person
either temporarily or permanently for a certain fee. It is
for the purpose of performing a certain job which is
specified before the employee is hired by a company.
Difference between Recruitment and Hiring
1) Recruitment is the process of looking for and attracting new
members or employees for a company or organization while
hiring is the process of finding and engaging the services of
the person that best suits the job.
2) .Recruitment is a long and tedious process involving several
personnel to select which candidate is best for the job while
hiring is done the moment the right employee is chosen
from among the many candidates.
3) Recruitment needs arise when there are changes in the
company such as retirements, deaths, accidents, or illnesses,
and hiring is part of the recruitment process.
4) Recruitment is the first step in the process of attracting and
finding new employees while hiring is the last step in the
process
Objectives
? Growth of the business
? Finding Skilled Employees
? Finding Employees Who Fit Your Culture
? It provides different opportunities to procure human
resource.
? Workplace Diversity
? It forecasts how many people will be required in the
company
? It enables the company to advertise itself and attract
talented people
Importance of hiring
? Determines present and future requirements
? Meets organisations obligations
? Without a core team of quality and effective employees it is
impossible for a business to stand apart, build a brand, and develop
a unique customer experience.
? Each person being hired brings something unique to the business and it?s
important to seek out those with the best qualities .?
Factors affecting hiring
Internal Factors
? Recruiting Policy
? HRP
? Size of the Organisation
? cost
? Growth and expansion
External Factors
? Supply and demand
? Unemployment rate
? Labour Market
? Political-social- Legal Considerations
? Image
Hiring process
Need
analyses
Job
analysis
Contacting
sources
Selection
process
Applicati
on pool
Identifying
recruitment
sources
Evaluation and control ? Needs analysis: Recruitments provide opportunities to
departments to align staff skill sets to initiatives and goals,
and for departmental and individual growth. Proper
planning and evaluation of the need will lead to hiring the
right person for the role and team
? An organisational strategic plan can be used as an input
for recruitment assessment process
? Job analysis: JA is a foundation of for all hiring decision. It
provide inputs in 2 ways;
Job specification
Jon description
Responsibilities in need analysis
? The productivity level of the department or company
should not be compromised
? Budget to be allocated and approved
? Appropriate training materials, physical assets to be
available for new employee to be productive on their first
day.
? A mentor or manager is available for training
? Identifying recruitment sources: Identify the various
sources such as internal sources, external sources to
attract the potential talents
? Contacting sources: Recruitment is two way procedures
and includes two parties.
Objective factor theory ? an individual choose a job by
ranking and evaluating a limited number of clearly measurable
feature of each job offer
Subjective factors- individual select a position on the basis
of what they perceived their personal and emotional needs
to be and the extent to which org. image meet their
perceived needs.
Critical factor theory ? when a candidate unable to choose
an organisation because of limited contact, insufficient data
regarding the org.
REALISTIC JOB PREVIEW
Two technique for providing information about the organisation.
? Realistic job preview (RJP) ?provide complete job related
information both positive and negative .
? RJP can result in self selection process
? Job Compatibility questionnaire- developed to determine
whether an applicant?s preference for work match the
characteristic of the job
? Measures job factors related to performance, satisfaction ,
turnover and absenteeism
? ?Greater the compatibility between applicants preference for
job and characteristics of job perceived by jobseeker, Greater
the probability of employee effectiveness and longer the
tenure.
Job Factors under JCQ
? Task requirements
? Physical environment
? Peer characteristics
? Leadership characteristics
? Customer characteristics
? Compensation preferences
? Task variety
? Job autonomy
? Physical demands
? Work schedule
? Application pool: attract more candidates as to get the best
talents for the specific job.Applications are determined on
basis of:
? Organisation
? Kind of job
? Condition in the specific market
? Selection process: classifying applicants in order to hire those
who has more competent for the job.
? Evaluation and control: evaluation and control on over all
process help the company to get the best talent, reduce the
expenses etc..
Hiring policy
? The? process?of?finding?and? hiring?the?best-qualified?
candidate?(from?within?or?outside?of?an?organization)?for?a?
job?opening,?in?a?timely?and?cost?effective?manner.
Features:?
? The?policy?of?recruitment?should?be?compatible?with?the?
rules?and?regulations?of?government
? It?should?not?disregard?any?rules?made?for?other?
employees?working?in?the?company
? It?should?be?dynamic?and?forward-looking?to?attract?more?
talents?
? Job?securities?and?employee?development?programs
? Unbiased?and?offer?equal?opportunities?
? Flexible?to?change?
Nature of hiring
Regular hiring
? legal employment relationship
? Entitled to benefits
? Should cover minimum number of hours specified
? Legally entitled to pay,benefits and rights as workers
Benefits:
? Decreased worker turnover
? Improved worker satisfaction,morale and productivity
? Decreased costs for recruitment & hiring
? More loyal due to job security
? Boosts quality of products & services as employees improve over
time
? Afford a training and gives value for training costs.
Temporary hiring
? Temporary employment means hiring an employee for a
contracted period. These contract or temp workers fulfill all
the functions of regular employees and can help during
increases in demands, or when your full-timers take vacations
or go on maternity leave.
? scheduled to work minimum number of hours
perday,employed for atleast 3 months but less than one
year.
? Temporary or contractual staffing is a short term based
assignment , for which a talent is hired.
? This kind of a hiring decreases the liability of an organization ,
as these assignment may not include all the benefits which the
organization may offer its full time employees
Advantages:
? Less expensive
? Flexible
? Easy hire
? Generate the employment
Disadvantages:
? Lack of loyalty and motivation
? Inconsistency
? Collaboration issues
? wasted training
Full time hiring
? Is employment in which a person works a minimum
number of hours defined as such by his/her employer.
? Full-time employment?often comes with benefits that are
not typically offered to part-time, temporary, or flexible
workers, such as annual leave, sick leave, and health
insurance.
Advantages
? Full-time employees are the most likely to develop
company loyalty, and to feel a sense of ownership in the
business.
? Increase in productivity
? Develop good relationship
? Increase in the quality of ouput
? full-time employees provide a sense of security that
someone could manage things in their absence.
? Become highly skilled and familiar with your business
? Develop loyalty to your business
Disadvantage
? Costs
? It can be difficult to terminate employment if your needs
change or the employee is not working out as you
expected
? More complexity and risk to employer
? Maintain a regular cash flow to provide the salary on time
? Provide training and development activity which is time
consuming and costly
Part time hiring
? A part-time contract is a form of employment that carries
fewer hours per week than a full-time job
? Work for 30 or less hours per week.
? They work in shifts but remain on call while off duty and
during annual leave. The shifts are often rotational.
Workers are considered to be part-time if they
commonly work fewer than 30 hours per week.
advantages
? Less expensive
? Commit to set number of hours per week
? part-time employees typically do not qualify for company-
sponsored benefits.
? Flexibility
? Meets the demand
? Enthusiasm
? Availability
Disadvantages
? Higher absents rate
? Commitment to your business could be open to question
? ?need to work hard at developing their sense of belonging
? Increased risk in term of work place safety
? Administrative cost is high
? Quality issue
Apprentice hiring
? Apprenticeship is a combination of on-the-job training
(OJT) and related classroom instruction under the
supervision of a journey-level craft person or trade
professional in which workers learn the practical and
theoretical aspects of a highly skilled occupation
? Industry based learning system that combines on the
job experience with technical training to produce a
certified person.
? Agreement between a person who wants to learn a
skill an an employer who needs skilled worker
Apprentice hiring
? Data from the U.S. Department of Labor and the
Bureau of Labor Statistics, this is list of top jobs
that start with an apprenticeship:
? Elevator Installers and Repairers.
? Pile-Driver Operators.
? Plumbers, Pipefitters, and Steamfitters.
? Electricians.
? Structural Iron and Steel Workers.
? Mechanical Insulation Workers.
Apprentice option
? in house
? Job networks
? Recruitment agencies
? Recruitment websites
? Training institutes
ADVANTAGES
? Committed work force
? Bridging the skill gap
? Fresh perspective
? Improve bottom line
? Develop future work force
? Increase the loyalty
DISADVANTAGES:
? Risk
? Potential for mistake
? Required resource
Contractual hiring
? An employee who works under contract for an employer.
? A contract employee is hired for a specific job at a
specific rate of pay.
? Some employers prefer to hire contractual workers if
their workload fluctuates or if they want to test workers'
capabilities before hiring them permanently.?
? Contractual workers are often paid a lump sum upon
project completion, but some receive payments during
the course of the assignment.
Advantages
? Easy to change or remove the employee if he find un
productive
? Cost effective
? Very flexible
Disadvantages
? Lack of trust factors
? Inefficient and productivity is low
? Difficult to remove as there is agreement.
FirstRanker.com - FirstRanker's Choice
Hiring process and hiring decision
Chapter 2
Hiring / recruitment Process
? Recruitment?is the process of searching the candidates
for employment and stimulating them to apply for jobs in
the organisation.
? Hiring is the process of engaging the services of a person
either temporarily or permanently for a certain fee. It is
for the purpose of performing a certain job which is
specified before the employee is hired by a company.
Difference between Recruitment and Hiring
1) Recruitment is the process of looking for and attracting new
members or employees for a company or organization while
hiring is the process of finding and engaging the services of
the person that best suits the job.
2) .Recruitment is a long and tedious process involving several
personnel to select which candidate is best for the job while
hiring is done the moment the right employee is chosen
from among the many candidates.
3) Recruitment needs arise when there are changes in the
company such as retirements, deaths, accidents, or illnesses,
and hiring is part of the recruitment process.
4) Recruitment is the first step in the process of attracting and
finding new employees while hiring is the last step in the
process
Objectives
? Growth of the business
? Finding Skilled Employees
? Finding Employees Who Fit Your Culture
? It provides different opportunities to procure human
resource.
? Workplace Diversity
? It forecasts how many people will be required in the
company
? It enables the company to advertise itself and attract
talented people
Importance of hiring
? Determines present and future requirements
? Meets organisations obligations
? Without a core team of quality and effective employees it is
impossible for a business to stand apart, build a brand, and develop
a unique customer experience.
? Each person being hired brings something unique to the business and it?s
important to seek out those with the best qualities .?
Factors affecting hiring
Internal Factors
? Recruiting Policy
? HRP
? Size of the Organisation
? cost
? Growth and expansion
External Factors
? Supply and demand
? Unemployment rate
? Labour Market
? Political-social- Legal Considerations
? Image
Hiring process
Need
analyses
Job
analysis
Contacting
sources
Selection
process
Applicati
on pool
Identifying
recruitment
sources
Evaluation and control ? Needs analysis: Recruitments provide opportunities to
departments to align staff skill sets to initiatives and goals,
and for departmental and individual growth. Proper
planning and evaluation of the need will lead to hiring the
right person for the role and team
? An organisational strategic plan can be used as an input
for recruitment assessment process
? Job analysis: JA is a foundation of for all hiring decision. It
provide inputs in 2 ways;
Job specification
Jon description
Responsibilities in need analysis
? The productivity level of the department or company
should not be compromised
? Budget to be allocated and approved
? Appropriate training materials, physical assets to be
available for new employee to be productive on their first
day.
? A mentor or manager is available for training
? Identifying recruitment sources: Identify the various
sources such as internal sources, external sources to
attract the potential talents
? Contacting sources: Recruitment is two way procedures
and includes two parties.
Objective factor theory ? an individual choose a job by
ranking and evaluating a limited number of clearly measurable
feature of each job offer
Subjective factors- individual select a position on the basis
of what they perceived their personal and emotional needs
to be and the extent to which org. image meet their
perceived needs.
Critical factor theory ? when a candidate unable to choose
an organisation because of limited contact, insufficient data
regarding the org.
REALISTIC JOB PREVIEW
Two technique for providing information about the organisation.
? Realistic job preview (RJP) ?provide complete job related
information both positive and negative .
? RJP can result in self selection process
? Job Compatibility questionnaire- developed to determine
whether an applicant?s preference for work match the
characteristic of the job
? Measures job factors related to performance, satisfaction ,
turnover and absenteeism
? ?Greater the compatibility between applicants preference for
job and characteristics of job perceived by jobseeker, Greater
the probability of employee effectiveness and longer the
tenure.
Job Factors under JCQ
? Task requirements
? Physical environment
? Peer characteristics
? Leadership characteristics
? Customer characteristics
? Compensation preferences
? Task variety
? Job autonomy
? Physical demands
? Work schedule
? Application pool: attract more candidates as to get the best
talents for the specific job.Applications are determined on
basis of:
? Organisation
? Kind of job
? Condition in the specific market
? Selection process: classifying applicants in order to hire those
who has more competent for the job.
? Evaluation and control: evaluation and control on over all
process help the company to get the best talent, reduce the
expenses etc..
Hiring policy
? The? process?of?finding?and? hiring?the?best-qualified?
candidate?(from?within?or?outside?of?an?organization)?for?a?
job?opening,?in?a?timely?and?cost?effective?manner.
Features:?
? The?policy?of?recruitment?should?be?compatible?with?the?
rules?and?regulations?of?government
? It?should?not?disregard?any?rules?made?for?other?
employees?working?in?the?company
? It?should?be?dynamic?and?forward-looking?to?attract?more?
talents?
? Job?securities?and?employee?development?programs
? Unbiased?and?offer?equal?opportunities?
? Flexible?to?change?
Nature of hiring
Regular hiring
? legal employment relationship
? Entitled to benefits
? Should cover minimum number of hours specified
? Legally entitled to pay,benefits and rights as workers
Benefits:
? Decreased worker turnover
? Improved worker satisfaction,morale and productivity
? Decreased costs for recruitment & hiring
? More loyal due to job security
? Boosts quality of products & services as employees improve over
time
? Afford a training and gives value for training costs.
Temporary hiring
? Temporary employment means hiring an employee for a
contracted period. These contract or temp workers fulfill all
the functions of regular employees and can help during
increases in demands, or when your full-timers take vacations
or go on maternity leave.
? scheduled to work minimum number of hours
perday,employed for atleast 3 months but less than one
year.
? Temporary or contractual staffing is a short term based
assignment , for which a talent is hired.
? This kind of a hiring decreases the liability of an organization ,
as these assignment may not include all the benefits which the
organization may offer its full time employees
Advantages:
? Less expensive
? Flexible
? Easy hire
? Generate the employment
Disadvantages:
? Lack of loyalty and motivation
? Inconsistency
? Collaboration issues
? wasted training
Full time hiring
? Is employment in which a person works a minimum
number of hours defined as such by his/her employer.
? Full-time employment?often comes with benefits that are
not typically offered to part-time, temporary, or flexible
workers, such as annual leave, sick leave, and health
insurance.
Advantages
? Full-time employees are the most likely to develop
company loyalty, and to feel a sense of ownership in the
business.
? Increase in productivity
? Develop good relationship
? Increase in the quality of ouput
? full-time employees provide a sense of security that
someone could manage things in their absence.
? Become highly skilled and familiar with your business
? Develop loyalty to your business
Disadvantage
? Costs
? It can be difficult to terminate employment if your needs
change or the employee is not working out as you
expected
? More complexity and risk to employer
? Maintain a regular cash flow to provide the salary on time
? Provide training and development activity which is time
consuming and costly
Part time hiring
? A part-time contract is a form of employment that carries
fewer hours per week than a full-time job
? Work for 30 or less hours per week.
? They work in shifts but remain on call while off duty and
during annual leave. The shifts are often rotational.
Workers are considered to be part-time if they
commonly work fewer than 30 hours per week.
advantages
? Less expensive
? Commit to set number of hours per week
? part-time employees typically do not qualify for company-
sponsored benefits.
? Flexibility
? Meets the demand
? Enthusiasm
? Availability
Disadvantages
? Higher absents rate
? Commitment to your business could be open to question
? ?need to work hard at developing their sense of belonging
? Increased risk in term of work place safety
? Administrative cost is high
? Quality issue
Apprentice hiring
? Apprenticeship is a combination of on-the-job training
(OJT) and related classroom instruction under the
supervision of a journey-level craft person or trade
professional in which workers learn the practical and
theoretical aspects of a highly skilled occupation
? Industry based learning system that combines on the
job experience with technical training to produce a
certified person.
? Agreement between a person who wants to learn a
skill an an employer who needs skilled worker
Apprentice hiring
? Data from the U.S. Department of Labor and the
Bureau of Labor Statistics, this is list of top jobs
that start with an apprenticeship:
? Elevator Installers and Repairers.
? Pile-Driver Operators.
? Plumbers, Pipefitters, and Steamfitters.
? Electricians.
? Structural Iron and Steel Workers.
? Mechanical Insulation Workers.
Apprentice option
? in house
? Job networks
? Recruitment agencies
? Recruitment websites
? Training institutes
ADVANTAGES
? Committed work force
? Bridging the skill gap
? Fresh perspective
? Improve bottom line
? Develop future work force
? Increase the loyalty
DISADVANTAGES:
? Risk
? Potential for mistake
? Required resource
Contractual hiring
? An employee who works under contract for an employer.
? A contract employee is hired for a specific job at a
specific rate of pay.
? Some employers prefer to hire contractual workers if
their workload fluctuates or if they want to test workers'
capabilities before hiring them permanently.?
? Contractual workers are often paid a lump sum upon
project completion, but some receive payments during
the course of the assignment.
Advantages
? Easy to change or remove the employee if he find un
productive
? Cost effective
? Very flexible
Disadvantages
? Lack of trust factors
? Inefficient and productivity is low
? Difficult to remove as there is agreement.
Outsourcing
? ?Recruitment Process Outsourcing is a form of business
process outsourcing (BPO) where an employer transfers
all or part of its recruitment processes to an external
service provider. An RPO provider can provide its own
or may assume the company's staff, technology,
methodologies and reporting.
? Properly managed RPO will improve a company?s time,
quality.
FirstRanker.com - FirstRanker's Choice
Hiring process and hiring decision
Chapter 2
Hiring / recruitment Process
? Recruitment?is the process of searching the candidates
for employment and stimulating them to apply for jobs in
the organisation.
? Hiring is the process of engaging the services of a person
either temporarily or permanently for a certain fee. It is
for the purpose of performing a certain job which is
specified before the employee is hired by a company.
Difference between Recruitment and Hiring
1) Recruitment is the process of looking for and attracting new
members or employees for a company or organization while
hiring is the process of finding and engaging the services of
the person that best suits the job.
2) .Recruitment is a long and tedious process involving several
personnel to select which candidate is best for the job while
hiring is done the moment the right employee is chosen
from among the many candidates.
3) Recruitment needs arise when there are changes in the
company such as retirements, deaths, accidents, or illnesses,
and hiring is part of the recruitment process.
4) Recruitment is the first step in the process of attracting and
finding new employees while hiring is the last step in the
process
Objectives
? Growth of the business
? Finding Skilled Employees
? Finding Employees Who Fit Your Culture
? It provides different opportunities to procure human
resource.
? Workplace Diversity
? It forecasts how many people will be required in the
company
? It enables the company to advertise itself and attract
talented people
Importance of hiring
? Determines present and future requirements
? Meets organisations obligations
? Without a core team of quality and effective employees it is
impossible for a business to stand apart, build a brand, and develop
a unique customer experience.
? Each person being hired brings something unique to the business and it?s
important to seek out those with the best qualities .?
Factors affecting hiring
Internal Factors
? Recruiting Policy
? HRP
? Size of the Organisation
? cost
? Growth and expansion
External Factors
? Supply and demand
? Unemployment rate
? Labour Market
? Political-social- Legal Considerations
? Image
Hiring process
Need
analyses
Job
analysis
Contacting
sources
Selection
process
Applicati
on pool
Identifying
recruitment
sources
Evaluation and control ? Needs analysis: Recruitments provide opportunities to
departments to align staff skill sets to initiatives and goals,
and for departmental and individual growth. Proper
planning and evaluation of the need will lead to hiring the
right person for the role and team
? An organisational strategic plan can be used as an input
for recruitment assessment process
? Job analysis: JA is a foundation of for all hiring decision. It
provide inputs in 2 ways;
Job specification
Jon description
Responsibilities in need analysis
? The productivity level of the department or company
should not be compromised
? Budget to be allocated and approved
? Appropriate training materials, physical assets to be
available for new employee to be productive on their first
day.
? A mentor or manager is available for training
? Identifying recruitment sources: Identify the various
sources such as internal sources, external sources to
attract the potential talents
? Contacting sources: Recruitment is two way procedures
and includes two parties.
Objective factor theory ? an individual choose a job by
ranking and evaluating a limited number of clearly measurable
feature of each job offer
Subjective factors- individual select a position on the basis
of what they perceived their personal and emotional needs
to be and the extent to which org. image meet their
perceived needs.
Critical factor theory ? when a candidate unable to choose
an organisation because of limited contact, insufficient data
regarding the org.
REALISTIC JOB PREVIEW
Two technique for providing information about the organisation.
? Realistic job preview (RJP) ?provide complete job related
information both positive and negative .
? RJP can result in self selection process
? Job Compatibility questionnaire- developed to determine
whether an applicant?s preference for work match the
characteristic of the job
? Measures job factors related to performance, satisfaction ,
turnover and absenteeism
? ?Greater the compatibility between applicants preference for
job and characteristics of job perceived by jobseeker, Greater
the probability of employee effectiveness and longer the
tenure.
Job Factors under JCQ
? Task requirements
? Physical environment
? Peer characteristics
? Leadership characteristics
? Customer characteristics
? Compensation preferences
? Task variety
? Job autonomy
? Physical demands
? Work schedule
? Application pool: attract more candidates as to get the best
talents for the specific job.Applications are determined on
basis of:
? Organisation
? Kind of job
? Condition in the specific market
? Selection process: classifying applicants in order to hire those
who has more competent for the job.
? Evaluation and control: evaluation and control on over all
process help the company to get the best talent, reduce the
expenses etc..
Hiring policy
? The? process?of?finding?and? hiring?the?best-qualified?
candidate?(from?within?or?outside?of?an?organization)?for?a?
job?opening,?in?a?timely?and?cost?effective?manner.
Features:?
? The?policy?of?recruitment?should?be?compatible?with?the?
rules?and?regulations?of?government
? It?should?not?disregard?any?rules?made?for?other?
employees?working?in?the?company
? It?should?be?dynamic?and?forward-looking?to?attract?more?
talents?
? Job?securities?and?employee?development?programs
? Unbiased?and?offer?equal?opportunities?
? Flexible?to?change?
Nature of hiring
Regular hiring
? legal employment relationship
? Entitled to benefits
? Should cover minimum number of hours specified
? Legally entitled to pay,benefits and rights as workers
Benefits:
? Decreased worker turnover
? Improved worker satisfaction,morale and productivity
? Decreased costs for recruitment & hiring
? More loyal due to job security
? Boosts quality of products & services as employees improve over
time
? Afford a training and gives value for training costs.
Temporary hiring
? Temporary employment means hiring an employee for a
contracted period. These contract or temp workers fulfill all
the functions of regular employees and can help during
increases in demands, or when your full-timers take vacations
or go on maternity leave.
? scheduled to work minimum number of hours
perday,employed for atleast 3 months but less than one
year.
? Temporary or contractual staffing is a short term based
assignment , for which a talent is hired.
? This kind of a hiring decreases the liability of an organization ,
as these assignment may not include all the benefits which the
organization may offer its full time employees
Advantages:
? Less expensive
? Flexible
? Easy hire
? Generate the employment
Disadvantages:
? Lack of loyalty and motivation
? Inconsistency
? Collaboration issues
? wasted training
Full time hiring
? Is employment in which a person works a minimum
number of hours defined as such by his/her employer.
? Full-time employment?often comes with benefits that are
not typically offered to part-time, temporary, or flexible
workers, such as annual leave, sick leave, and health
insurance.
Advantages
? Full-time employees are the most likely to develop
company loyalty, and to feel a sense of ownership in the
business.
? Increase in productivity
? Develop good relationship
? Increase in the quality of ouput
? full-time employees provide a sense of security that
someone could manage things in their absence.
? Become highly skilled and familiar with your business
? Develop loyalty to your business
Disadvantage
? Costs
? It can be difficult to terminate employment if your needs
change or the employee is not working out as you
expected
? More complexity and risk to employer
? Maintain a regular cash flow to provide the salary on time
? Provide training and development activity which is time
consuming and costly
Part time hiring
? A part-time contract is a form of employment that carries
fewer hours per week than a full-time job
? Work for 30 or less hours per week.
? They work in shifts but remain on call while off duty and
during annual leave. The shifts are often rotational.
Workers are considered to be part-time if they
commonly work fewer than 30 hours per week.
advantages
? Less expensive
? Commit to set number of hours per week
? part-time employees typically do not qualify for company-
sponsored benefits.
? Flexibility
? Meets the demand
? Enthusiasm
? Availability
Disadvantages
? Higher absents rate
? Commitment to your business could be open to question
? ?need to work hard at developing their sense of belonging
? Increased risk in term of work place safety
? Administrative cost is high
? Quality issue
Apprentice hiring
? Apprenticeship is a combination of on-the-job training
(OJT) and related classroom instruction under the
supervision of a journey-level craft person or trade
professional in which workers learn the practical and
theoretical aspects of a highly skilled occupation
? Industry based learning system that combines on the
job experience with technical training to produce a
certified person.
? Agreement between a person who wants to learn a
skill an an employer who needs skilled worker
Apprentice hiring
? Data from the U.S. Department of Labor and the
Bureau of Labor Statistics, this is list of top jobs
that start with an apprenticeship:
? Elevator Installers and Repairers.
? Pile-Driver Operators.
? Plumbers, Pipefitters, and Steamfitters.
? Electricians.
? Structural Iron and Steel Workers.
? Mechanical Insulation Workers.
Apprentice option
? in house
? Job networks
? Recruitment agencies
? Recruitment websites
? Training institutes
ADVANTAGES
? Committed work force
? Bridging the skill gap
? Fresh perspective
? Improve bottom line
? Develop future work force
? Increase the loyalty
DISADVANTAGES:
? Risk
? Potential for mistake
? Required resource
Contractual hiring
? An employee who works under contract for an employer.
? A contract employee is hired for a specific job at a
specific rate of pay.
? Some employers prefer to hire contractual workers if
their workload fluctuates or if they want to test workers'
capabilities before hiring them permanently.?
? Contractual workers are often paid a lump sum upon
project completion, but some receive payments during
the course of the assignment.
Advantages
? Easy to change or remove the employee if he find un
productive
? Cost effective
? Very flexible
Disadvantages
? Lack of trust factors
? Inefficient and productivity is low
? Difficult to remove as there is agreement.
Outsourcing
? ?Recruitment Process Outsourcing is a form of business
process outsourcing (BPO) where an employer transfers
all or part of its recruitment processes to an external
service provider. An RPO provider can provide its own
or may assume the company's staff, technology,
methodologies and reporting.
? Properly managed RPO will improve a company?s time,
quality.
? The Recruitment Process Outsourcing Association
(RPOA) defines RPO as ?a form of business process
outsourcing where an employer transfers all or part of its
recruitment processes to an external provider.
Recruitment Process Outsourcing providers can manage
the entire recruiting/hiring process, or can manage one or
two aspects of the process, essentially serving as an
extension of the company?s human resources
department?.
FirstRanker.com - FirstRanker's Choice
Hiring process and hiring decision
Chapter 2
Hiring / recruitment Process
? Recruitment?is the process of searching the candidates
for employment and stimulating them to apply for jobs in
the organisation.
? Hiring is the process of engaging the services of a person
either temporarily or permanently for a certain fee. It is
for the purpose of performing a certain job which is
specified before the employee is hired by a company.
Difference between Recruitment and Hiring
1) Recruitment is the process of looking for and attracting new
members or employees for a company or organization while
hiring is the process of finding and engaging the services of
the person that best suits the job.
2) .Recruitment is a long and tedious process involving several
personnel to select which candidate is best for the job while
hiring is done the moment the right employee is chosen
from among the many candidates.
3) Recruitment needs arise when there are changes in the
company such as retirements, deaths, accidents, or illnesses,
and hiring is part of the recruitment process.
4) Recruitment is the first step in the process of attracting and
finding new employees while hiring is the last step in the
process
Objectives
? Growth of the business
? Finding Skilled Employees
? Finding Employees Who Fit Your Culture
? It provides different opportunities to procure human
resource.
? Workplace Diversity
? It forecasts how many people will be required in the
company
? It enables the company to advertise itself and attract
talented people
Importance of hiring
? Determines present and future requirements
? Meets organisations obligations
? Without a core team of quality and effective employees it is
impossible for a business to stand apart, build a brand, and develop
a unique customer experience.
? Each person being hired brings something unique to the business and it?s
important to seek out those with the best qualities .?
Factors affecting hiring
Internal Factors
? Recruiting Policy
? HRP
? Size of the Organisation
? cost
? Growth and expansion
External Factors
? Supply and demand
? Unemployment rate
? Labour Market
? Political-social- Legal Considerations
? Image
Hiring process
Need
analyses
Job
analysis
Contacting
sources
Selection
process
Applicati
on pool
Identifying
recruitment
sources
Evaluation and control ? Needs analysis: Recruitments provide opportunities to
departments to align staff skill sets to initiatives and goals,
and for departmental and individual growth. Proper
planning and evaluation of the need will lead to hiring the
right person for the role and team
? An organisational strategic plan can be used as an input
for recruitment assessment process
? Job analysis: JA is a foundation of for all hiring decision. It
provide inputs in 2 ways;
Job specification
Jon description
Responsibilities in need analysis
? The productivity level of the department or company
should not be compromised
? Budget to be allocated and approved
? Appropriate training materials, physical assets to be
available for new employee to be productive on their first
day.
? A mentor or manager is available for training
? Identifying recruitment sources: Identify the various
sources such as internal sources, external sources to
attract the potential talents
? Contacting sources: Recruitment is two way procedures
and includes two parties.
Objective factor theory ? an individual choose a job by
ranking and evaluating a limited number of clearly measurable
feature of each job offer
Subjective factors- individual select a position on the basis
of what they perceived their personal and emotional needs
to be and the extent to which org. image meet their
perceived needs.
Critical factor theory ? when a candidate unable to choose
an organisation because of limited contact, insufficient data
regarding the org.
REALISTIC JOB PREVIEW
Two technique for providing information about the organisation.
? Realistic job preview (RJP) ?provide complete job related
information both positive and negative .
? RJP can result in self selection process
? Job Compatibility questionnaire- developed to determine
whether an applicant?s preference for work match the
characteristic of the job
? Measures job factors related to performance, satisfaction ,
turnover and absenteeism
? ?Greater the compatibility between applicants preference for
job and characteristics of job perceived by jobseeker, Greater
the probability of employee effectiveness and longer the
tenure.
Job Factors under JCQ
? Task requirements
? Physical environment
? Peer characteristics
? Leadership characteristics
? Customer characteristics
? Compensation preferences
? Task variety
? Job autonomy
? Physical demands
? Work schedule
? Application pool: attract more candidates as to get the best
talents for the specific job.Applications are determined on
basis of:
? Organisation
? Kind of job
? Condition in the specific market
? Selection process: classifying applicants in order to hire those
who has more competent for the job.
? Evaluation and control: evaluation and control on over all
process help the company to get the best talent, reduce the
expenses etc..
Hiring policy
? The? process?of?finding?and? hiring?the?best-qualified?
candidate?(from?within?or?outside?of?an?organization)?for?a?
job?opening,?in?a?timely?and?cost?effective?manner.
Features:?
? The?policy?of?recruitment?should?be?compatible?with?the?
rules?and?regulations?of?government
? It?should?not?disregard?any?rules?made?for?other?
employees?working?in?the?company
? It?should?be?dynamic?and?forward-looking?to?attract?more?
talents?
? Job?securities?and?employee?development?programs
? Unbiased?and?offer?equal?opportunities?
? Flexible?to?change?
Nature of hiring
Regular hiring
? legal employment relationship
? Entitled to benefits
? Should cover minimum number of hours specified
? Legally entitled to pay,benefits and rights as workers
Benefits:
? Decreased worker turnover
? Improved worker satisfaction,morale and productivity
? Decreased costs for recruitment & hiring
? More loyal due to job security
? Boosts quality of products & services as employees improve over
time
? Afford a training and gives value for training costs.
Temporary hiring
? Temporary employment means hiring an employee for a
contracted period. These contract or temp workers fulfill all
the functions of regular employees and can help during
increases in demands, or when your full-timers take vacations
or go on maternity leave.
? scheduled to work minimum number of hours
perday,employed for atleast 3 months but less than one
year.
? Temporary or contractual staffing is a short term based
assignment , for which a talent is hired.
? This kind of a hiring decreases the liability of an organization ,
as these assignment may not include all the benefits which the
organization may offer its full time employees
Advantages:
? Less expensive
? Flexible
? Easy hire
? Generate the employment
Disadvantages:
? Lack of loyalty and motivation
? Inconsistency
? Collaboration issues
? wasted training
Full time hiring
? Is employment in which a person works a minimum
number of hours defined as such by his/her employer.
? Full-time employment?often comes with benefits that are
not typically offered to part-time, temporary, or flexible
workers, such as annual leave, sick leave, and health
insurance.
Advantages
? Full-time employees are the most likely to develop
company loyalty, and to feel a sense of ownership in the
business.
? Increase in productivity
? Develop good relationship
? Increase in the quality of ouput
? full-time employees provide a sense of security that
someone could manage things in their absence.
? Become highly skilled and familiar with your business
? Develop loyalty to your business
Disadvantage
? Costs
? It can be difficult to terminate employment if your needs
change or the employee is not working out as you
expected
? More complexity and risk to employer
? Maintain a regular cash flow to provide the salary on time
? Provide training and development activity which is time
consuming and costly
Part time hiring
? A part-time contract is a form of employment that carries
fewer hours per week than a full-time job
? Work for 30 or less hours per week.
? They work in shifts but remain on call while off duty and
during annual leave. The shifts are often rotational.
Workers are considered to be part-time if they
commonly work fewer than 30 hours per week.
advantages
? Less expensive
? Commit to set number of hours per week
? part-time employees typically do not qualify for company-
sponsored benefits.
? Flexibility
? Meets the demand
? Enthusiasm
? Availability
Disadvantages
? Higher absents rate
? Commitment to your business could be open to question
? ?need to work hard at developing their sense of belonging
? Increased risk in term of work place safety
? Administrative cost is high
? Quality issue
Apprentice hiring
? Apprenticeship is a combination of on-the-job training
(OJT) and related classroom instruction under the
supervision of a journey-level craft person or trade
professional in which workers learn the practical and
theoretical aspects of a highly skilled occupation
? Industry based learning system that combines on the
job experience with technical training to produce a
certified person.
? Agreement between a person who wants to learn a
skill an an employer who needs skilled worker
Apprentice hiring
? Data from the U.S. Department of Labor and the
Bureau of Labor Statistics, this is list of top jobs
that start with an apprenticeship:
? Elevator Installers and Repairers.
? Pile-Driver Operators.
? Plumbers, Pipefitters, and Steamfitters.
? Electricians.
? Structural Iron and Steel Workers.
? Mechanical Insulation Workers.
Apprentice option
? in house
? Job networks
? Recruitment agencies
? Recruitment websites
? Training institutes
ADVANTAGES
? Committed work force
? Bridging the skill gap
? Fresh perspective
? Improve bottom line
? Develop future work force
? Increase the loyalty
DISADVANTAGES:
? Risk
? Potential for mistake
? Required resource
Contractual hiring
? An employee who works under contract for an employer.
? A contract employee is hired for a specific job at a
specific rate of pay.
? Some employers prefer to hire contractual workers if
their workload fluctuates or if they want to test workers'
capabilities before hiring them permanently.?
? Contractual workers are often paid a lump sum upon
project completion, but some receive payments during
the course of the assignment.
Advantages
? Easy to change or remove the employee if he find un
productive
? Cost effective
? Very flexible
Disadvantages
? Lack of trust factors
? Inefficient and productivity is low
? Difficult to remove as there is agreement.
Outsourcing
? ?Recruitment Process Outsourcing is a form of business
process outsourcing (BPO) where an employer transfers
all or part of its recruitment processes to an external
service provider. An RPO provider can provide its own
or may assume the company's staff, technology,
methodologies and reporting.
? Properly managed RPO will improve a company?s time,
quality.
? The Recruitment Process Outsourcing Association
(RPOA) defines RPO as ?a form of business process
outsourcing where an employer transfers all or part of its
recruitment processes to an external provider.
Recruitment Process Outsourcing providers can manage
the entire recruiting/hiring process, or can manage one or
two aspects of the process, essentially serving as an
extension of the company?s human resources
department?.
Outsourcing Hiring
? Hiring an external provider to do the work that was previously does
internally
? When a provider acts as a company?s internal recruitment function
for a portion or all its jobs.
Why organisations opt RPO?
? Focus on Core competencies
? Lack of data or time to find for new talents
? The high cost involved
? Lack of quality in new hires
Advantages:
? Increases quality of the candidate pool
? Time saving to the company
? Provides verifiable metrics
? Reduces cost
? Improves government compliance
FirstRanker.com - FirstRanker's Choice
Hiring process and hiring decision
Chapter 2
Hiring / recruitment Process
? Recruitment?is the process of searching the candidates
for employment and stimulating them to apply for jobs in
the organisation.
? Hiring is the process of engaging the services of a person
either temporarily or permanently for a certain fee. It is
for the purpose of performing a certain job which is
specified before the employee is hired by a company.
Difference between Recruitment and Hiring
1) Recruitment is the process of looking for and attracting new
members or employees for a company or organization while
hiring is the process of finding and engaging the services of
the person that best suits the job.
2) .Recruitment is a long and tedious process involving several
personnel to select which candidate is best for the job while
hiring is done the moment the right employee is chosen
from among the many candidates.
3) Recruitment needs arise when there are changes in the
company such as retirements, deaths, accidents, or illnesses,
and hiring is part of the recruitment process.
4) Recruitment is the first step in the process of attracting and
finding new employees while hiring is the last step in the
process
Objectives
? Growth of the business
? Finding Skilled Employees
? Finding Employees Who Fit Your Culture
? It provides different opportunities to procure human
resource.
? Workplace Diversity
? It forecasts how many people will be required in the
company
? It enables the company to advertise itself and attract
talented people
Importance of hiring
? Determines present and future requirements
? Meets organisations obligations
? Without a core team of quality and effective employees it is
impossible for a business to stand apart, build a brand, and develop
a unique customer experience.
? Each person being hired brings something unique to the business and it?s
important to seek out those with the best qualities .?
Factors affecting hiring
Internal Factors
? Recruiting Policy
? HRP
? Size of the Organisation
? cost
? Growth and expansion
External Factors
? Supply and demand
? Unemployment rate
? Labour Market
? Political-social- Legal Considerations
? Image
Hiring process
Need
analyses
Job
analysis
Contacting
sources
Selection
process
Applicati
on pool
Identifying
recruitment
sources
Evaluation and control ? Needs analysis: Recruitments provide opportunities to
departments to align staff skill sets to initiatives and goals,
and for departmental and individual growth. Proper
planning and evaluation of the need will lead to hiring the
right person for the role and team
? An organisational strategic plan can be used as an input
for recruitment assessment process
? Job analysis: JA is a foundation of for all hiring decision. It
provide inputs in 2 ways;
Job specification
Jon description
Responsibilities in need analysis
? The productivity level of the department or company
should not be compromised
? Budget to be allocated and approved
? Appropriate training materials, physical assets to be
available for new employee to be productive on their first
day.
? A mentor or manager is available for training
? Identifying recruitment sources: Identify the various
sources such as internal sources, external sources to
attract the potential talents
? Contacting sources: Recruitment is two way procedures
and includes two parties.
Objective factor theory ? an individual choose a job by
ranking and evaluating a limited number of clearly measurable
feature of each job offer
Subjective factors- individual select a position on the basis
of what they perceived their personal and emotional needs
to be and the extent to which org. image meet their
perceived needs.
Critical factor theory ? when a candidate unable to choose
an organisation because of limited contact, insufficient data
regarding the org.
REALISTIC JOB PREVIEW
Two technique for providing information about the organisation.
? Realistic job preview (RJP) ?provide complete job related
information both positive and negative .
? RJP can result in self selection process
? Job Compatibility questionnaire- developed to determine
whether an applicant?s preference for work match the
characteristic of the job
? Measures job factors related to performance, satisfaction ,
turnover and absenteeism
? ?Greater the compatibility between applicants preference for
job and characteristics of job perceived by jobseeker, Greater
the probability of employee effectiveness and longer the
tenure.
Job Factors under JCQ
? Task requirements
? Physical environment
? Peer characteristics
? Leadership characteristics
? Customer characteristics
? Compensation preferences
? Task variety
? Job autonomy
? Physical demands
? Work schedule
? Application pool: attract more candidates as to get the best
talents for the specific job.Applications are determined on
basis of:
? Organisation
? Kind of job
? Condition in the specific market
? Selection process: classifying applicants in order to hire those
who has more competent for the job.
? Evaluation and control: evaluation and control on over all
process help the company to get the best talent, reduce the
expenses etc..
Hiring policy
? The? process?of?finding?and? hiring?the?best-qualified?
candidate?(from?within?or?outside?of?an?organization)?for?a?
job?opening,?in?a?timely?and?cost?effective?manner.
Features:?
? The?policy?of?recruitment?should?be?compatible?with?the?
rules?and?regulations?of?government
? It?should?not?disregard?any?rules?made?for?other?
employees?working?in?the?company
? It?should?be?dynamic?and?forward-looking?to?attract?more?
talents?
? Job?securities?and?employee?development?programs
? Unbiased?and?offer?equal?opportunities?
? Flexible?to?change?
Nature of hiring
Regular hiring
? legal employment relationship
? Entitled to benefits
? Should cover minimum number of hours specified
? Legally entitled to pay,benefits and rights as workers
Benefits:
? Decreased worker turnover
? Improved worker satisfaction,morale and productivity
? Decreased costs for recruitment & hiring
? More loyal due to job security
? Boosts quality of products & services as employees improve over
time
? Afford a training and gives value for training costs.
Temporary hiring
? Temporary employment means hiring an employee for a
contracted period. These contract or temp workers fulfill all
the functions of regular employees and can help during
increases in demands, or when your full-timers take vacations
or go on maternity leave.
? scheduled to work minimum number of hours
perday,employed for atleast 3 months but less than one
year.
? Temporary or contractual staffing is a short term based
assignment , for which a talent is hired.
? This kind of a hiring decreases the liability of an organization ,
as these assignment may not include all the benefits which the
organization may offer its full time employees
Advantages:
? Less expensive
? Flexible
? Easy hire
? Generate the employment
Disadvantages:
? Lack of loyalty and motivation
? Inconsistency
? Collaboration issues
? wasted training
Full time hiring
? Is employment in which a person works a minimum
number of hours defined as such by his/her employer.
? Full-time employment?often comes with benefits that are
not typically offered to part-time, temporary, or flexible
workers, such as annual leave, sick leave, and health
insurance.
Advantages
? Full-time employees are the most likely to develop
company loyalty, and to feel a sense of ownership in the
business.
? Increase in productivity
? Develop good relationship
? Increase in the quality of ouput
? full-time employees provide a sense of security that
someone could manage things in their absence.
? Become highly skilled and familiar with your business
? Develop loyalty to your business
Disadvantage
? Costs
? It can be difficult to terminate employment if your needs
change or the employee is not working out as you
expected
? More complexity and risk to employer
? Maintain a regular cash flow to provide the salary on time
? Provide training and development activity which is time
consuming and costly
Part time hiring
? A part-time contract is a form of employment that carries
fewer hours per week than a full-time job
? Work for 30 or less hours per week.
? They work in shifts but remain on call while off duty and
during annual leave. The shifts are often rotational.
Workers are considered to be part-time if they
commonly work fewer than 30 hours per week.
advantages
? Less expensive
? Commit to set number of hours per week
? part-time employees typically do not qualify for company-
sponsored benefits.
? Flexibility
? Meets the demand
? Enthusiasm
? Availability
Disadvantages
? Higher absents rate
? Commitment to your business could be open to question
? ?need to work hard at developing their sense of belonging
? Increased risk in term of work place safety
? Administrative cost is high
? Quality issue
Apprentice hiring
? Apprenticeship is a combination of on-the-job training
(OJT) and related classroom instruction under the
supervision of a journey-level craft person or trade
professional in which workers learn the practical and
theoretical aspects of a highly skilled occupation
? Industry based learning system that combines on the
job experience with technical training to produce a
certified person.
? Agreement between a person who wants to learn a
skill an an employer who needs skilled worker
Apprentice hiring
? Data from the U.S. Department of Labor and the
Bureau of Labor Statistics, this is list of top jobs
that start with an apprenticeship:
? Elevator Installers and Repairers.
? Pile-Driver Operators.
? Plumbers, Pipefitters, and Steamfitters.
? Electricians.
? Structural Iron and Steel Workers.
? Mechanical Insulation Workers.
Apprentice option
? in house
? Job networks
? Recruitment agencies
? Recruitment websites
? Training institutes
ADVANTAGES
? Committed work force
? Bridging the skill gap
? Fresh perspective
? Improve bottom line
? Develop future work force
? Increase the loyalty
DISADVANTAGES:
? Risk
? Potential for mistake
? Required resource
Contractual hiring
? An employee who works under contract for an employer.
? A contract employee is hired for a specific job at a
specific rate of pay.
? Some employers prefer to hire contractual workers if
their workload fluctuates or if they want to test workers'
capabilities before hiring them permanently.?
? Contractual workers are often paid a lump sum upon
project completion, but some receive payments during
the course of the assignment.
Advantages
? Easy to change or remove the employee if he find un
productive
? Cost effective
? Very flexible
Disadvantages
? Lack of trust factors
? Inefficient and productivity is low
? Difficult to remove as there is agreement.
Outsourcing
? ?Recruitment Process Outsourcing is a form of business
process outsourcing (BPO) where an employer transfers
all or part of its recruitment processes to an external
service provider. An RPO provider can provide its own
or may assume the company's staff, technology,
methodologies and reporting.
? Properly managed RPO will improve a company?s time,
quality.
? The Recruitment Process Outsourcing Association
(RPOA) defines RPO as ?a form of business process
outsourcing where an employer transfers all or part of its
recruitment processes to an external provider.
Recruitment Process Outsourcing providers can manage
the entire recruiting/hiring process, or can manage one or
two aspects of the process, essentially serving as an
extension of the company?s human resources
department?.
Outsourcing Hiring
? Hiring an external provider to do the work that was previously does
internally
? When a provider acts as a company?s internal recruitment function
for a portion or all its jobs.
Why organisations opt RPO?
? Focus on Core competencies
? Lack of data or time to find for new talents
? The high cost involved
? Lack of quality in new hires
Advantages:
? Increases quality of the candidate pool
? Time saving to the company
? Provides verifiable metrics
? Reduces cost
? Improves government compliance
Disadvantage
? Little regulation of RPO
? Cost
? Lack of effectiveness
? Failure to deliver
? Engagement
? Employer branding
FirstRanker.com - FirstRanker's Choice
Hiring process and hiring decision
Chapter 2
Hiring / recruitment Process
? Recruitment?is the process of searching the candidates
for employment and stimulating them to apply for jobs in
the organisation.
? Hiring is the process of engaging the services of a person
either temporarily or permanently for a certain fee. It is
for the purpose of performing a certain job which is
specified before the employee is hired by a company.
Difference between Recruitment and Hiring
1) Recruitment is the process of looking for and attracting new
members or employees for a company or organization while
hiring is the process of finding and engaging the services of
the person that best suits the job.
2) .Recruitment is a long and tedious process involving several
personnel to select which candidate is best for the job while
hiring is done the moment the right employee is chosen
from among the many candidates.
3) Recruitment needs arise when there are changes in the
company such as retirements, deaths, accidents, or illnesses,
and hiring is part of the recruitment process.
4) Recruitment is the first step in the process of attracting and
finding new employees while hiring is the last step in the
process
Objectives
? Growth of the business
? Finding Skilled Employees
? Finding Employees Who Fit Your Culture
? It provides different opportunities to procure human
resource.
? Workplace Diversity
? It forecasts how many people will be required in the
company
? It enables the company to advertise itself and attract
talented people
Importance of hiring
? Determines present and future requirements
? Meets organisations obligations
? Without a core team of quality and effective employees it is
impossible for a business to stand apart, build a brand, and develop
a unique customer experience.
? Each person being hired brings something unique to the business and it?s
important to seek out those with the best qualities .?
Factors affecting hiring
Internal Factors
? Recruiting Policy
? HRP
? Size of the Organisation
? cost
? Growth and expansion
External Factors
? Supply and demand
? Unemployment rate
? Labour Market
? Political-social- Legal Considerations
? Image
Hiring process
Need
analyses
Job
analysis
Contacting
sources
Selection
process
Applicati
on pool
Identifying
recruitment
sources
Evaluation and control ? Needs analysis: Recruitments provide opportunities to
departments to align staff skill sets to initiatives and goals,
and for departmental and individual growth. Proper
planning and evaluation of the need will lead to hiring the
right person for the role and team
? An organisational strategic plan can be used as an input
for recruitment assessment process
? Job analysis: JA is a foundation of for all hiring decision. It
provide inputs in 2 ways;
Job specification
Jon description
Responsibilities in need analysis
? The productivity level of the department or company
should not be compromised
? Budget to be allocated and approved
? Appropriate training materials, physical assets to be
available for new employee to be productive on their first
day.
? A mentor or manager is available for training
? Identifying recruitment sources: Identify the various
sources such as internal sources, external sources to
attract the potential talents
? Contacting sources: Recruitment is two way procedures
and includes two parties.
Objective factor theory ? an individual choose a job by
ranking and evaluating a limited number of clearly measurable
feature of each job offer
Subjective factors- individual select a position on the basis
of what they perceived their personal and emotional needs
to be and the extent to which org. image meet their
perceived needs.
Critical factor theory ? when a candidate unable to choose
an organisation because of limited contact, insufficient data
regarding the org.
REALISTIC JOB PREVIEW
Two technique for providing information about the organisation.
? Realistic job preview (RJP) ?provide complete job related
information both positive and negative .
? RJP can result in self selection process
? Job Compatibility questionnaire- developed to determine
whether an applicant?s preference for work match the
characteristic of the job
? Measures job factors related to performance, satisfaction ,
turnover and absenteeism
? ?Greater the compatibility between applicants preference for
job and characteristics of job perceived by jobseeker, Greater
the probability of employee effectiveness and longer the
tenure.
Job Factors under JCQ
? Task requirements
? Physical environment
? Peer characteristics
? Leadership characteristics
? Customer characteristics
? Compensation preferences
? Task variety
? Job autonomy
? Physical demands
? Work schedule
? Application pool: attract more candidates as to get the best
talents for the specific job.Applications are determined on
basis of:
? Organisation
? Kind of job
? Condition in the specific market
? Selection process: classifying applicants in order to hire those
who has more competent for the job.
? Evaluation and control: evaluation and control on over all
process help the company to get the best talent, reduce the
expenses etc..
Hiring policy
? The? process?of?finding?and? hiring?the?best-qualified?
candidate?(from?within?or?outside?of?an?organization)?for?a?
job?opening,?in?a?timely?and?cost?effective?manner.
Features:?
? The?policy?of?recruitment?should?be?compatible?with?the?
rules?and?regulations?of?government
? It?should?not?disregard?any?rules?made?for?other?
employees?working?in?the?company
? It?should?be?dynamic?and?forward-looking?to?attract?more?
talents?
? Job?securities?and?employee?development?programs
? Unbiased?and?offer?equal?opportunities?
? Flexible?to?change?
Nature of hiring
Regular hiring
? legal employment relationship
? Entitled to benefits
? Should cover minimum number of hours specified
? Legally entitled to pay,benefits and rights as workers
Benefits:
? Decreased worker turnover
? Improved worker satisfaction,morale and productivity
? Decreased costs for recruitment & hiring
? More loyal due to job security
? Boosts quality of products & services as employees improve over
time
? Afford a training and gives value for training costs.
Temporary hiring
? Temporary employment means hiring an employee for a
contracted period. These contract or temp workers fulfill all
the functions of regular employees and can help during
increases in demands, or when your full-timers take vacations
or go on maternity leave.
? scheduled to work minimum number of hours
perday,employed for atleast 3 months but less than one
year.
? Temporary or contractual staffing is a short term based
assignment , for which a talent is hired.
? This kind of a hiring decreases the liability of an organization ,
as these assignment may not include all the benefits which the
organization may offer its full time employees
Advantages:
? Less expensive
? Flexible
? Easy hire
? Generate the employment
Disadvantages:
? Lack of loyalty and motivation
? Inconsistency
? Collaboration issues
? wasted training
Full time hiring
? Is employment in which a person works a minimum
number of hours defined as such by his/her employer.
? Full-time employment?often comes with benefits that are
not typically offered to part-time, temporary, or flexible
workers, such as annual leave, sick leave, and health
insurance.
Advantages
? Full-time employees are the most likely to develop
company loyalty, and to feel a sense of ownership in the
business.
? Increase in productivity
? Develop good relationship
? Increase in the quality of ouput
? full-time employees provide a sense of security that
someone could manage things in their absence.
? Become highly skilled and familiar with your business
? Develop loyalty to your business
Disadvantage
? Costs
? It can be difficult to terminate employment if your needs
change or the employee is not working out as you
expected
? More complexity and risk to employer
? Maintain a regular cash flow to provide the salary on time
? Provide training and development activity which is time
consuming and costly
Part time hiring
? A part-time contract is a form of employment that carries
fewer hours per week than a full-time job
? Work for 30 or less hours per week.
? They work in shifts but remain on call while off duty and
during annual leave. The shifts are often rotational.
Workers are considered to be part-time if they
commonly work fewer than 30 hours per week.
advantages
? Less expensive
? Commit to set number of hours per week
? part-time employees typically do not qualify for company-
sponsored benefits.
? Flexibility
? Meets the demand
? Enthusiasm
? Availability
Disadvantages
? Higher absents rate
? Commitment to your business could be open to question
? ?need to work hard at developing their sense of belonging
? Increased risk in term of work place safety
? Administrative cost is high
? Quality issue
Apprentice hiring
? Apprenticeship is a combination of on-the-job training
(OJT) and related classroom instruction under the
supervision of a journey-level craft person or trade
professional in which workers learn the practical and
theoretical aspects of a highly skilled occupation
? Industry based learning system that combines on the
job experience with technical training to produce a
certified person.
? Agreement between a person who wants to learn a
skill an an employer who needs skilled worker
Apprentice hiring
? Data from the U.S. Department of Labor and the
Bureau of Labor Statistics, this is list of top jobs
that start with an apprenticeship:
? Elevator Installers and Repairers.
? Pile-Driver Operators.
? Plumbers, Pipefitters, and Steamfitters.
? Electricians.
? Structural Iron and Steel Workers.
? Mechanical Insulation Workers.
Apprentice option
? in house
? Job networks
? Recruitment agencies
? Recruitment websites
? Training institutes
ADVANTAGES
? Committed work force
? Bridging the skill gap
? Fresh perspective
? Improve bottom line
? Develop future work force
? Increase the loyalty
DISADVANTAGES:
? Risk
? Potential for mistake
? Required resource
Contractual hiring
? An employee who works under contract for an employer.
? A contract employee is hired for a specific job at a
specific rate of pay.
? Some employers prefer to hire contractual workers if
their workload fluctuates or if they want to test workers'
capabilities before hiring them permanently.?
? Contractual workers are often paid a lump sum upon
project completion, but some receive payments during
the course of the assignment.
Advantages
? Easy to change or remove the employee if he find un
productive
? Cost effective
? Very flexible
Disadvantages
? Lack of trust factors
? Inefficient and productivity is low
? Difficult to remove as there is agreement.
Outsourcing
? ?Recruitment Process Outsourcing is a form of business
process outsourcing (BPO) where an employer transfers
all or part of its recruitment processes to an external
service provider. An RPO provider can provide its own
or may assume the company's staff, technology,
methodologies and reporting.
? Properly managed RPO will improve a company?s time,
quality.
? The Recruitment Process Outsourcing Association
(RPOA) defines RPO as ?a form of business process
outsourcing where an employer transfers all or part of its
recruitment processes to an external provider.
Recruitment Process Outsourcing providers can manage
the entire recruiting/hiring process, or can manage one or
two aspects of the process, essentially serving as an
extension of the company?s human resources
department?.
Outsourcing Hiring
? Hiring an external provider to do the work that was previously does
internally
? When a provider acts as a company?s internal recruitment function
for a portion or all its jobs.
Why organisations opt RPO?
? Focus on Core competencies
? Lack of data or time to find for new talents
? The high cost involved
? Lack of quality in new hires
Advantages:
? Increases quality of the candidate pool
? Time saving to the company
? Provides verifiable metrics
? Reduces cost
? Improves government compliance
Disadvantage
? Little regulation of RPO
? Cost
? Lack of effectiveness
? Failure to deliver
? Engagement
? Employer branding
Problems of hiring
? Image of organisation
? Unattractive job
? Internal policies of the org.
? Rules and regulations
? Budgetary support
FirstRanker.com - FirstRanker's Choice
Hiring process and hiring decision
Chapter 2
Hiring / recruitment Process
? Recruitment?is the process of searching the candidates
for employment and stimulating them to apply for jobs in
the organisation.
? Hiring is the process of engaging the services of a person
either temporarily or permanently for a certain fee. It is
for the purpose of performing a certain job which is
specified before the employee is hired by a company.
Difference between Recruitment and Hiring
1) Recruitment is the process of looking for and attracting new
members or employees for a company or organization while
hiring is the process of finding and engaging the services of
the person that best suits the job.
2) .Recruitment is a long and tedious process involving several
personnel to select which candidate is best for the job while
hiring is done the moment the right employee is chosen
from among the many candidates.
3) Recruitment needs arise when there are changes in the
company such as retirements, deaths, accidents, or illnesses,
and hiring is part of the recruitment process.
4) Recruitment is the first step in the process of attracting and
finding new employees while hiring is the last step in the
process
Objectives
? Growth of the business
? Finding Skilled Employees
? Finding Employees Who Fit Your Culture
? It provides different opportunities to procure human
resource.
? Workplace Diversity
? It forecasts how many people will be required in the
company
? It enables the company to advertise itself and attract
talented people
Importance of hiring
? Determines present and future requirements
? Meets organisations obligations
? Without a core team of quality and effective employees it is
impossible for a business to stand apart, build a brand, and develop
a unique customer experience.
? Each person being hired brings something unique to the business and it?s
important to seek out those with the best qualities .?
Factors affecting hiring
Internal Factors
? Recruiting Policy
? HRP
? Size of the Organisation
? cost
? Growth and expansion
External Factors
? Supply and demand
? Unemployment rate
? Labour Market
? Political-social- Legal Considerations
? Image
Hiring process
Need
analyses
Job
analysis
Contacting
sources
Selection
process
Applicati
on pool
Identifying
recruitment
sources
Evaluation and control ? Needs analysis: Recruitments provide opportunities to
departments to align staff skill sets to initiatives and goals,
and for departmental and individual growth. Proper
planning and evaluation of the need will lead to hiring the
right person for the role and team
? An organisational strategic plan can be used as an input
for recruitment assessment process
? Job analysis: JA is a foundation of for all hiring decision. It
provide inputs in 2 ways;
Job specification
Jon description
Responsibilities in need analysis
? The productivity level of the department or company
should not be compromised
? Budget to be allocated and approved
? Appropriate training materials, physical assets to be
available for new employee to be productive on their first
day.
? A mentor or manager is available for training
? Identifying recruitment sources: Identify the various
sources such as internal sources, external sources to
attract the potential talents
? Contacting sources: Recruitment is two way procedures
and includes two parties.
Objective factor theory ? an individual choose a job by
ranking and evaluating a limited number of clearly measurable
feature of each job offer
Subjective factors- individual select a position on the basis
of what they perceived their personal and emotional needs
to be and the extent to which org. image meet their
perceived needs.
Critical factor theory ? when a candidate unable to choose
an organisation because of limited contact, insufficient data
regarding the org.
REALISTIC JOB PREVIEW
Two technique for providing information about the organisation.
? Realistic job preview (RJP) ?provide complete job related
information both positive and negative .
? RJP can result in self selection process
? Job Compatibility questionnaire- developed to determine
whether an applicant?s preference for work match the
characteristic of the job
? Measures job factors related to performance, satisfaction ,
turnover and absenteeism
? ?Greater the compatibility between applicants preference for
job and characteristics of job perceived by jobseeker, Greater
the probability of employee effectiveness and longer the
tenure.
Job Factors under JCQ
? Task requirements
? Physical environment
? Peer characteristics
? Leadership characteristics
? Customer characteristics
? Compensation preferences
? Task variety
? Job autonomy
? Physical demands
? Work schedule
? Application pool: attract more candidates as to get the best
talents for the specific job.Applications are determined on
basis of:
? Organisation
? Kind of job
? Condition in the specific market
? Selection process: classifying applicants in order to hire those
who has more competent for the job.
? Evaluation and control: evaluation and control on over all
process help the company to get the best talent, reduce the
expenses etc..
Hiring policy
? The? process?of?finding?and? hiring?the?best-qualified?
candidate?(from?within?or?outside?of?an?organization)?for?a?
job?opening,?in?a?timely?and?cost?effective?manner.
Features:?
? The?policy?of?recruitment?should?be?compatible?with?the?
rules?and?regulations?of?government
? It?should?not?disregard?any?rules?made?for?other?
employees?working?in?the?company
? It?should?be?dynamic?and?forward-looking?to?attract?more?
talents?
? Job?securities?and?employee?development?programs
? Unbiased?and?offer?equal?opportunities?
? Flexible?to?change?
Nature of hiring
Regular hiring
? legal employment relationship
? Entitled to benefits
? Should cover minimum number of hours specified
? Legally entitled to pay,benefits and rights as workers
Benefits:
? Decreased worker turnover
? Improved worker satisfaction,morale and productivity
? Decreased costs for recruitment & hiring
? More loyal due to job security
? Boosts quality of products & services as employees improve over
time
? Afford a training and gives value for training costs.
Temporary hiring
? Temporary employment means hiring an employee for a
contracted period. These contract or temp workers fulfill all
the functions of regular employees and can help during
increases in demands, or when your full-timers take vacations
or go on maternity leave.
? scheduled to work minimum number of hours
perday,employed for atleast 3 months but less than one
year.
? Temporary or contractual staffing is a short term based
assignment , for which a talent is hired.
? This kind of a hiring decreases the liability of an organization ,
as these assignment may not include all the benefits which the
organization may offer its full time employees
Advantages:
? Less expensive
? Flexible
? Easy hire
? Generate the employment
Disadvantages:
? Lack of loyalty and motivation
? Inconsistency
? Collaboration issues
? wasted training
Full time hiring
? Is employment in which a person works a minimum
number of hours defined as such by his/her employer.
? Full-time employment?often comes with benefits that are
not typically offered to part-time, temporary, or flexible
workers, such as annual leave, sick leave, and health
insurance.
Advantages
? Full-time employees are the most likely to develop
company loyalty, and to feel a sense of ownership in the
business.
? Increase in productivity
? Develop good relationship
? Increase in the quality of ouput
? full-time employees provide a sense of security that
someone could manage things in their absence.
? Become highly skilled and familiar with your business
? Develop loyalty to your business
Disadvantage
? Costs
? It can be difficult to terminate employment if your needs
change or the employee is not working out as you
expected
? More complexity and risk to employer
? Maintain a regular cash flow to provide the salary on time
? Provide training and development activity which is time
consuming and costly
Part time hiring
? A part-time contract is a form of employment that carries
fewer hours per week than a full-time job
? Work for 30 or less hours per week.
? They work in shifts but remain on call while off duty and
during annual leave. The shifts are often rotational.
Workers are considered to be part-time if they
commonly work fewer than 30 hours per week.
advantages
? Less expensive
? Commit to set number of hours per week
? part-time employees typically do not qualify for company-
sponsored benefits.
? Flexibility
? Meets the demand
? Enthusiasm
? Availability
Disadvantages
? Higher absents rate
? Commitment to your business could be open to question
? ?need to work hard at developing their sense of belonging
? Increased risk in term of work place safety
? Administrative cost is high
? Quality issue
Apprentice hiring
? Apprenticeship is a combination of on-the-job training
(OJT) and related classroom instruction under the
supervision of a journey-level craft person or trade
professional in which workers learn the practical and
theoretical aspects of a highly skilled occupation
? Industry based learning system that combines on the
job experience with technical training to produce a
certified person.
? Agreement between a person who wants to learn a
skill an an employer who needs skilled worker
Apprentice hiring
? Data from the U.S. Department of Labor and the
Bureau of Labor Statistics, this is list of top jobs
that start with an apprenticeship:
? Elevator Installers and Repairers.
? Pile-Driver Operators.
? Plumbers, Pipefitters, and Steamfitters.
? Electricians.
? Structural Iron and Steel Workers.
? Mechanical Insulation Workers.
Apprentice option
? in house
? Job networks
? Recruitment agencies
? Recruitment websites
? Training institutes
ADVANTAGES
? Committed work force
? Bridging the skill gap
? Fresh perspective
? Improve bottom line
? Develop future work force
? Increase the loyalty
DISADVANTAGES:
? Risk
? Potential for mistake
? Required resource
Contractual hiring
? An employee who works under contract for an employer.
? A contract employee is hired for a specific job at a
specific rate of pay.
? Some employers prefer to hire contractual workers if
their workload fluctuates or if they want to test workers'
capabilities before hiring them permanently.?
? Contractual workers are often paid a lump sum upon
project completion, but some receive payments during
the course of the assignment.
Advantages
? Easy to change or remove the employee if he find un
productive
? Cost effective
? Very flexible
Disadvantages
? Lack of trust factors
? Inefficient and productivity is low
? Difficult to remove as there is agreement.
Outsourcing
? ?Recruitment Process Outsourcing is a form of business
process outsourcing (BPO) where an employer transfers
all or part of its recruitment processes to an external
service provider. An RPO provider can provide its own
or may assume the company's staff, technology,
methodologies and reporting.
? Properly managed RPO will improve a company?s time,
quality.
? The Recruitment Process Outsourcing Association
(RPOA) defines RPO as ?a form of business process
outsourcing where an employer transfers all or part of its
recruitment processes to an external provider.
Recruitment Process Outsourcing providers can manage
the entire recruiting/hiring process, or can manage one or
two aspects of the process, essentially serving as an
extension of the company?s human resources
department?.
Outsourcing Hiring
? Hiring an external provider to do the work that was previously does
internally
? When a provider acts as a company?s internal recruitment function
for a portion or all its jobs.
Why organisations opt RPO?
? Focus on Core competencies
? Lack of data or time to find for new talents
? The high cost involved
? Lack of quality in new hires
Advantages:
? Increases quality of the candidate pool
? Time saving to the company
? Provides verifiable metrics
? Reduces cost
? Improves government compliance
Disadvantage
? Little regulation of RPO
? Cost
? Lack of effectiveness
? Failure to deliver
? Engagement
? Employer branding
Problems of hiring
? Image of organisation
? Unattractive job
? Internal policies of the org.
? Rules and regulations
? Budgetary support
Existing post or new post to be created
? HR department?s work is not only to hire new employees.
? They should have a good employee relation with their current
employees .
? Recruit people within the organisation.
Creation of existing post:
Known as back filling or bench strength
Bench Strength?-- Definition: The competence and number of
employees ready to?fill?vacant leadership and other positions.?
Done through promotions
FirstRanker.com - FirstRanker's Choice
Hiring process and hiring decision
Chapter 2
Hiring / recruitment Process
? Recruitment?is the process of searching the candidates
for employment and stimulating them to apply for jobs in
the organisation.
? Hiring is the process of engaging the services of a person
either temporarily or permanently for a certain fee. It is
for the purpose of performing a certain job which is
specified before the employee is hired by a company.
Difference between Recruitment and Hiring
1) Recruitment is the process of looking for and attracting new
members or employees for a company or organization while
hiring is the process of finding and engaging the services of
the person that best suits the job.
2) .Recruitment is a long and tedious process involving several
personnel to select which candidate is best for the job while
hiring is done the moment the right employee is chosen
from among the many candidates.
3) Recruitment needs arise when there are changes in the
company such as retirements, deaths, accidents, or illnesses,
and hiring is part of the recruitment process.
4) Recruitment is the first step in the process of attracting and
finding new employees while hiring is the last step in the
process
Objectives
? Growth of the business
? Finding Skilled Employees
? Finding Employees Who Fit Your Culture
? It provides different opportunities to procure human
resource.
? Workplace Diversity
? It forecasts how many people will be required in the
company
? It enables the company to advertise itself and attract
talented people
Importance of hiring
? Determines present and future requirements
? Meets organisations obligations
? Without a core team of quality and effective employees it is
impossible for a business to stand apart, build a brand, and develop
a unique customer experience.
? Each person being hired brings something unique to the business and it?s
important to seek out those with the best qualities .?
Factors affecting hiring
Internal Factors
? Recruiting Policy
? HRP
? Size of the Organisation
? cost
? Growth and expansion
External Factors
? Supply and demand
? Unemployment rate
? Labour Market
? Political-social- Legal Considerations
? Image
Hiring process
Need
analyses
Job
analysis
Contacting
sources
Selection
process
Applicati
on pool
Identifying
recruitment
sources
Evaluation and control ? Needs analysis: Recruitments provide opportunities to
departments to align staff skill sets to initiatives and goals,
and for departmental and individual growth. Proper
planning and evaluation of the need will lead to hiring the
right person for the role and team
? An organisational strategic plan can be used as an input
for recruitment assessment process
? Job analysis: JA is a foundation of for all hiring decision. It
provide inputs in 2 ways;
Job specification
Jon description
Responsibilities in need analysis
? The productivity level of the department or company
should not be compromised
? Budget to be allocated and approved
? Appropriate training materials, physical assets to be
available for new employee to be productive on their first
day.
? A mentor or manager is available for training
? Identifying recruitment sources: Identify the various
sources such as internal sources, external sources to
attract the potential talents
? Contacting sources: Recruitment is two way procedures
and includes two parties.
Objective factor theory ? an individual choose a job by
ranking and evaluating a limited number of clearly measurable
feature of each job offer
Subjective factors- individual select a position on the basis
of what they perceived their personal and emotional needs
to be and the extent to which org. image meet their
perceived needs.
Critical factor theory ? when a candidate unable to choose
an organisation because of limited contact, insufficient data
regarding the org.
REALISTIC JOB PREVIEW
Two technique for providing information about the organisation.
? Realistic job preview (RJP) ?provide complete job related
information both positive and negative .
? RJP can result in self selection process
? Job Compatibility questionnaire- developed to determine
whether an applicant?s preference for work match the
characteristic of the job
? Measures job factors related to performance, satisfaction ,
turnover and absenteeism
? ?Greater the compatibility between applicants preference for
job and characteristics of job perceived by jobseeker, Greater
the probability of employee effectiveness and longer the
tenure.
Job Factors under JCQ
? Task requirements
? Physical environment
? Peer characteristics
? Leadership characteristics
? Customer characteristics
? Compensation preferences
? Task variety
? Job autonomy
? Physical demands
? Work schedule
? Application pool: attract more candidates as to get the best
talents for the specific job.Applications are determined on
basis of:
? Organisation
? Kind of job
? Condition in the specific market
? Selection process: classifying applicants in order to hire those
who has more competent for the job.
? Evaluation and control: evaluation and control on over all
process help the company to get the best talent, reduce the
expenses etc..
Hiring policy
? The? process?of?finding?and? hiring?the?best-qualified?
candidate?(from?within?or?outside?of?an?organization)?for?a?
job?opening,?in?a?timely?and?cost?effective?manner.
Features:?
? The?policy?of?recruitment?should?be?compatible?with?the?
rules?and?regulations?of?government
? It?should?not?disregard?any?rules?made?for?other?
employees?working?in?the?company
? It?should?be?dynamic?and?forward-looking?to?attract?more?
talents?
? Job?securities?and?employee?development?programs
? Unbiased?and?offer?equal?opportunities?
? Flexible?to?change?
Nature of hiring
Regular hiring
? legal employment relationship
? Entitled to benefits
? Should cover minimum number of hours specified
? Legally entitled to pay,benefits and rights as workers
Benefits:
? Decreased worker turnover
? Improved worker satisfaction,morale and productivity
? Decreased costs for recruitment & hiring
? More loyal due to job security
? Boosts quality of products & services as employees improve over
time
? Afford a training and gives value for training costs.
Temporary hiring
? Temporary employment means hiring an employee for a
contracted period. These contract or temp workers fulfill all
the functions of regular employees and can help during
increases in demands, or when your full-timers take vacations
or go on maternity leave.
? scheduled to work minimum number of hours
perday,employed for atleast 3 months but less than one
year.
? Temporary or contractual staffing is a short term based
assignment , for which a talent is hired.
? This kind of a hiring decreases the liability of an organization ,
as these assignment may not include all the benefits which the
organization may offer its full time employees
Advantages:
? Less expensive
? Flexible
? Easy hire
? Generate the employment
Disadvantages:
? Lack of loyalty and motivation
? Inconsistency
? Collaboration issues
? wasted training
Full time hiring
? Is employment in which a person works a minimum
number of hours defined as such by his/her employer.
? Full-time employment?often comes with benefits that are
not typically offered to part-time, temporary, or flexible
workers, such as annual leave, sick leave, and health
insurance.
Advantages
? Full-time employees are the most likely to develop
company loyalty, and to feel a sense of ownership in the
business.
? Increase in productivity
? Develop good relationship
? Increase in the quality of ouput
? full-time employees provide a sense of security that
someone could manage things in their absence.
? Become highly skilled and familiar with your business
? Develop loyalty to your business
Disadvantage
? Costs
? It can be difficult to terminate employment if your needs
change or the employee is not working out as you
expected
? More complexity and risk to employer
? Maintain a regular cash flow to provide the salary on time
? Provide training and development activity which is time
consuming and costly
Part time hiring
? A part-time contract is a form of employment that carries
fewer hours per week than a full-time job
? Work for 30 or less hours per week.
? They work in shifts but remain on call while off duty and
during annual leave. The shifts are often rotational.
Workers are considered to be part-time if they
commonly work fewer than 30 hours per week.
advantages
? Less expensive
? Commit to set number of hours per week
? part-time employees typically do not qualify for company-
sponsored benefits.
? Flexibility
? Meets the demand
? Enthusiasm
? Availability
Disadvantages
? Higher absents rate
? Commitment to your business could be open to question
? ?need to work hard at developing their sense of belonging
? Increased risk in term of work place safety
? Administrative cost is high
? Quality issue
Apprentice hiring
? Apprenticeship is a combination of on-the-job training
(OJT) and related classroom instruction under the
supervision of a journey-level craft person or trade
professional in which workers learn the practical and
theoretical aspects of a highly skilled occupation
? Industry based learning system that combines on the
job experience with technical training to produce a
certified person.
? Agreement between a person who wants to learn a
skill an an employer who needs skilled worker
Apprentice hiring
? Data from the U.S. Department of Labor and the
Bureau of Labor Statistics, this is list of top jobs
that start with an apprenticeship:
? Elevator Installers and Repairers.
? Pile-Driver Operators.
? Plumbers, Pipefitters, and Steamfitters.
? Electricians.
? Structural Iron and Steel Workers.
? Mechanical Insulation Workers.
Apprentice option
? in house
? Job networks
? Recruitment agencies
? Recruitment websites
? Training institutes
ADVANTAGES
? Committed work force
? Bridging the skill gap
? Fresh perspective
? Improve bottom line
? Develop future work force
? Increase the loyalty
DISADVANTAGES:
? Risk
? Potential for mistake
? Required resource
Contractual hiring
? An employee who works under contract for an employer.
? A contract employee is hired for a specific job at a
specific rate of pay.
? Some employers prefer to hire contractual workers if
their workload fluctuates or if they want to test workers'
capabilities before hiring them permanently.?
? Contractual workers are often paid a lump sum upon
project completion, but some receive payments during
the course of the assignment.
Advantages
? Easy to change or remove the employee if he find un
productive
? Cost effective
? Very flexible
Disadvantages
? Lack of trust factors
? Inefficient and productivity is low
? Difficult to remove as there is agreement.
Outsourcing
? ?Recruitment Process Outsourcing is a form of business
process outsourcing (BPO) where an employer transfers
all or part of its recruitment processes to an external
service provider. An RPO provider can provide its own
or may assume the company's staff, technology,
methodologies and reporting.
? Properly managed RPO will improve a company?s time,
quality.
? The Recruitment Process Outsourcing Association
(RPOA) defines RPO as ?a form of business process
outsourcing where an employer transfers all or part of its
recruitment processes to an external provider.
Recruitment Process Outsourcing providers can manage
the entire recruiting/hiring process, or can manage one or
two aspects of the process, essentially serving as an
extension of the company?s human resources
department?.
Outsourcing Hiring
? Hiring an external provider to do the work that was previously does
internally
? When a provider acts as a company?s internal recruitment function
for a portion or all its jobs.
Why organisations opt RPO?
? Focus on Core competencies
? Lack of data or time to find for new talents
? The high cost involved
? Lack of quality in new hires
Advantages:
? Increases quality of the candidate pool
? Time saving to the company
? Provides verifiable metrics
? Reduces cost
? Improves government compliance
Disadvantage
? Little regulation of RPO
? Cost
? Lack of effectiveness
? Failure to deliver
? Engagement
? Employer branding
Problems of hiring
? Image of organisation
? Unattractive job
? Internal policies of the org.
? Rules and regulations
? Budgetary support
Existing post or new post to be created
? HR department?s work is not only to hire new employees.
? They should have a good employee relation with their current
employees .
? Recruit people within the organisation.
Creation of existing post:
Known as back filling or bench strength
Bench Strength?-- Definition: The competence and number of
employees ready to?fill?vacant leadership and other positions.?
Done through promotions
Steps to follow before setting up an effective internal posting:
1. Open Internal postings before searching for external
candidates
2. Provides clear rules of consideration
3. Follow up
Creating a new position:
? Set up a new position that has not existed in your work area
? Complete Job description-submission to HR
? Classification memo-supervisor
? Decision for selection-Internal or external
Factors:
How much to spend
How quickly positions to be filled
Careful consideration of organizational business environment
FirstRanker.com - FirstRanker's Choice
Hiring process and hiring decision
Chapter 2
Hiring / recruitment Process
? Recruitment?is the process of searching the candidates
for employment and stimulating them to apply for jobs in
the organisation.
? Hiring is the process of engaging the services of a person
either temporarily or permanently for a certain fee. It is
for the purpose of performing a certain job which is
specified before the employee is hired by a company.
Difference between Recruitment and Hiring
1) Recruitment is the process of looking for and attracting new
members or employees for a company or organization while
hiring is the process of finding and engaging the services of
the person that best suits the job.
2) .Recruitment is a long and tedious process involving several
personnel to select which candidate is best for the job while
hiring is done the moment the right employee is chosen
from among the many candidates.
3) Recruitment needs arise when there are changes in the
company such as retirements, deaths, accidents, or illnesses,
and hiring is part of the recruitment process.
4) Recruitment is the first step in the process of attracting and
finding new employees while hiring is the last step in the
process
Objectives
? Growth of the business
? Finding Skilled Employees
? Finding Employees Who Fit Your Culture
? It provides different opportunities to procure human
resource.
? Workplace Diversity
? It forecasts how many people will be required in the
company
? It enables the company to advertise itself and attract
talented people
Importance of hiring
? Determines present and future requirements
? Meets organisations obligations
? Without a core team of quality and effective employees it is
impossible for a business to stand apart, build a brand, and develop
a unique customer experience.
? Each person being hired brings something unique to the business and it?s
important to seek out those with the best qualities .?
Factors affecting hiring
Internal Factors
? Recruiting Policy
? HRP
? Size of the Organisation
? cost
? Growth and expansion
External Factors
? Supply and demand
? Unemployment rate
? Labour Market
? Political-social- Legal Considerations
? Image
Hiring process
Need
analyses
Job
analysis
Contacting
sources
Selection
process
Applicati
on pool
Identifying
recruitment
sources
Evaluation and control ? Needs analysis: Recruitments provide opportunities to
departments to align staff skill sets to initiatives and goals,
and for departmental and individual growth. Proper
planning and evaluation of the need will lead to hiring the
right person for the role and team
? An organisational strategic plan can be used as an input
for recruitment assessment process
? Job analysis: JA is a foundation of for all hiring decision. It
provide inputs in 2 ways;
Job specification
Jon description
Responsibilities in need analysis
? The productivity level of the department or company
should not be compromised
? Budget to be allocated and approved
? Appropriate training materials, physical assets to be
available for new employee to be productive on their first
day.
? A mentor or manager is available for training
? Identifying recruitment sources: Identify the various
sources such as internal sources, external sources to
attract the potential talents
? Contacting sources: Recruitment is two way procedures
and includes two parties.
Objective factor theory ? an individual choose a job by
ranking and evaluating a limited number of clearly measurable
feature of each job offer
Subjective factors- individual select a position on the basis
of what they perceived their personal and emotional needs
to be and the extent to which org. image meet their
perceived needs.
Critical factor theory ? when a candidate unable to choose
an organisation because of limited contact, insufficient data
regarding the org.
REALISTIC JOB PREVIEW
Two technique for providing information about the organisation.
? Realistic job preview (RJP) ?provide complete job related
information both positive and negative .
? RJP can result in self selection process
? Job Compatibility questionnaire- developed to determine
whether an applicant?s preference for work match the
characteristic of the job
? Measures job factors related to performance, satisfaction ,
turnover and absenteeism
? ?Greater the compatibility between applicants preference for
job and characteristics of job perceived by jobseeker, Greater
the probability of employee effectiveness and longer the
tenure.
Job Factors under JCQ
? Task requirements
? Physical environment
? Peer characteristics
? Leadership characteristics
? Customer characteristics
? Compensation preferences
? Task variety
? Job autonomy
? Physical demands
? Work schedule
? Application pool: attract more candidates as to get the best
talents for the specific job.Applications are determined on
basis of:
? Organisation
? Kind of job
? Condition in the specific market
? Selection process: classifying applicants in order to hire those
who has more competent for the job.
? Evaluation and control: evaluation and control on over all
process help the company to get the best talent, reduce the
expenses etc..
Hiring policy
? The? process?of?finding?and? hiring?the?best-qualified?
candidate?(from?within?or?outside?of?an?organization)?for?a?
job?opening,?in?a?timely?and?cost?effective?manner.
Features:?
? The?policy?of?recruitment?should?be?compatible?with?the?
rules?and?regulations?of?government
? It?should?not?disregard?any?rules?made?for?other?
employees?working?in?the?company
? It?should?be?dynamic?and?forward-looking?to?attract?more?
talents?
? Job?securities?and?employee?development?programs
? Unbiased?and?offer?equal?opportunities?
? Flexible?to?change?
Nature of hiring
Regular hiring
? legal employment relationship
? Entitled to benefits
? Should cover minimum number of hours specified
? Legally entitled to pay,benefits and rights as workers
Benefits:
? Decreased worker turnover
? Improved worker satisfaction,morale and productivity
? Decreased costs for recruitment & hiring
? More loyal due to job security
? Boosts quality of products & services as employees improve over
time
? Afford a training and gives value for training costs.
Temporary hiring
? Temporary employment means hiring an employee for a
contracted period. These contract or temp workers fulfill all
the functions of regular employees and can help during
increases in demands, or when your full-timers take vacations
or go on maternity leave.
? scheduled to work minimum number of hours
perday,employed for atleast 3 months but less than one
year.
? Temporary or contractual staffing is a short term based
assignment , for which a talent is hired.
? This kind of a hiring decreases the liability of an organization ,
as these assignment may not include all the benefits which the
organization may offer its full time employees
Advantages:
? Less expensive
? Flexible
? Easy hire
? Generate the employment
Disadvantages:
? Lack of loyalty and motivation
? Inconsistency
? Collaboration issues
? wasted training
Full time hiring
? Is employment in which a person works a minimum
number of hours defined as such by his/her employer.
? Full-time employment?often comes with benefits that are
not typically offered to part-time, temporary, or flexible
workers, such as annual leave, sick leave, and health
insurance.
Advantages
? Full-time employees are the most likely to develop
company loyalty, and to feel a sense of ownership in the
business.
? Increase in productivity
? Develop good relationship
? Increase in the quality of ouput
? full-time employees provide a sense of security that
someone could manage things in their absence.
? Become highly skilled and familiar with your business
? Develop loyalty to your business
Disadvantage
? Costs
? It can be difficult to terminate employment if your needs
change or the employee is not working out as you
expected
? More complexity and risk to employer
? Maintain a regular cash flow to provide the salary on time
? Provide training and development activity which is time
consuming and costly
Part time hiring
? A part-time contract is a form of employment that carries
fewer hours per week than a full-time job
? Work for 30 or less hours per week.
? They work in shifts but remain on call while off duty and
during annual leave. The shifts are often rotational.
Workers are considered to be part-time if they
commonly work fewer than 30 hours per week.
advantages
? Less expensive
? Commit to set number of hours per week
? part-time employees typically do not qualify for company-
sponsored benefits.
? Flexibility
? Meets the demand
? Enthusiasm
? Availability
Disadvantages
? Higher absents rate
? Commitment to your business could be open to question
? ?need to work hard at developing their sense of belonging
? Increased risk in term of work place safety
? Administrative cost is high
? Quality issue
Apprentice hiring
? Apprenticeship is a combination of on-the-job training
(OJT) and related classroom instruction under the
supervision of a journey-level craft person or trade
professional in which workers learn the practical and
theoretical aspects of a highly skilled occupation
? Industry based learning system that combines on the
job experience with technical training to produce a
certified person.
? Agreement between a person who wants to learn a
skill an an employer who needs skilled worker
Apprentice hiring
? Data from the U.S. Department of Labor and the
Bureau of Labor Statistics, this is list of top jobs
that start with an apprenticeship:
? Elevator Installers and Repairers.
? Pile-Driver Operators.
? Plumbers, Pipefitters, and Steamfitters.
? Electricians.
? Structural Iron and Steel Workers.
? Mechanical Insulation Workers.
Apprentice option
? in house
? Job networks
? Recruitment agencies
? Recruitment websites
? Training institutes
ADVANTAGES
? Committed work force
? Bridging the skill gap
? Fresh perspective
? Improve bottom line
? Develop future work force
? Increase the loyalty
DISADVANTAGES:
? Risk
? Potential for mistake
? Required resource
Contractual hiring
? An employee who works under contract for an employer.
? A contract employee is hired for a specific job at a
specific rate of pay.
? Some employers prefer to hire contractual workers if
their workload fluctuates or if they want to test workers'
capabilities before hiring them permanently.?
? Contractual workers are often paid a lump sum upon
project completion, but some receive payments during
the course of the assignment.
Advantages
? Easy to change or remove the employee if he find un
productive
? Cost effective
? Very flexible
Disadvantages
? Lack of trust factors
? Inefficient and productivity is low
? Difficult to remove as there is agreement.
Outsourcing
? ?Recruitment Process Outsourcing is a form of business
process outsourcing (BPO) where an employer transfers
all or part of its recruitment processes to an external
service provider. An RPO provider can provide its own
or may assume the company's staff, technology,
methodologies and reporting.
? Properly managed RPO will improve a company?s time,
quality.
? The Recruitment Process Outsourcing Association
(RPOA) defines RPO as ?a form of business process
outsourcing where an employer transfers all or part of its
recruitment processes to an external provider.
Recruitment Process Outsourcing providers can manage
the entire recruiting/hiring process, or can manage one or
two aspects of the process, essentially serving as an
extension of the company?s human resources
department?.
Outsourcing Hiring
? Hiring an external provider to do the work that was previously does
internally
? When a provider acts as a company?s internal recruitment function
for a portion or all its jobs.
Why organisations opt RPO?
? Focus on Core competencies
? Lack of data or time to find for new talents
? The high cost involved
? Lack of quality in new hires
Advantages:
? Increases quality of the candidate pool
? Time saving to the company
? Provides verifiable metrics
? Reduces cost
? Improves government compliance
Disadvantage
? Little regulation of RPO
? Cost
? Lack of effectiveness
? Failure to deliver
? Engagement
? Employer branding
Problems of hiring
? Image of organisation
? Unattractive job
? Internal policies of the org.
? Rules and regulations
? Budgetary support
Existing post or new post to be created
? HR department?s work is not only to hire new employees.
? They should have a good employee relation with their current
employees .
? Recruit people within the organisation.
Creation of existing post:
Known as back filling or bench strength
Bench Strength?-- Definition: The competence and number of
employees ready to?fill?vacant leadership and other positions.?
Done through promotions
Steps to follow before setting up an effective internal posting:
1. Open Internal postings before searching for external
candidates
2. Provides clear rules of consideration
3. Follow up
Creating a new position:
? Set up a new position that has not existed in your work area
? Complete Job description-submission to HR
? Classification memo-supervisor
? Decision for selection-Internal or external
Factors:
How much to spend
How quickly positions to be filled
Careful consideration of organizational business environment
Cost Analysis in Hiring
Tangible costs:
Marketing and advertisement centres
Test materials
advertising (the time and consulting costs, writing, place and
print the ads), screening candidates, interviewing, testing,
training, orientation, new employee setup, travel expenses;
-intangible costs: Briefing consultants,less productivity for the
new employee, cost of rework for increased errors by the new
person, increased supervision to coach the new hire, cost to pay
experienced person to take on additional work during vacancy
period, lost productivity from stress of team during vacancy
period, the cost of reduced performance by the person learning,
the impact on employee
FirstRanker.com - FirstRanker's Choice
Hiring process and hiring decision
Chapter 2
Hiring / recruitment Process
? Recruitment?is the process of searching the candidates
for employment and stimulating them to apply for jobs in
the organisation.
? Hiring is the process of engaging the services of a person
either temporarily or permanently for a certain fee. It is
for the purpose of performing a certain job which is
specified before the employee is hired by a company.
Difference between Recruitment and Hiring
1) Recruitment is the process of looking for and attracting new
members or employees for a company or organization while
hiring is the process of finding and engaging the services of
the person that best suits the job.
2) .Recruitment is a long and tedious process involving several
personnel to select which candidate is best for the job while
hiring is done the moment the right employee is chosen
from among the many candidates.
3) Recruitment needs arise when there are changes in the
company such as retirements, deaths, accidents, or illnesses,
and hiring is part of the recruitment process.
4) Recruitment is the first step in the process of attracting and
finding new employees while hiring is the last step in the
process
Objectives
? Growth of the business
? Finding Skilled Employees
? Finding Employees Who Fit Your Culture
? It provides different opportunities to procure human
resource.
? Workplace Diversity
? It forecasts how many people will be required in the
company
? It enables the company to advertise itself and attract
talented people
Importance of hiring
? Determines present and future requirements
? Meets organisations obligations
? Without a core team of quality and effective employees it is
impossible for a business to stand apart, build a brand, and develop
a unique customer experience.
? Each person being hired brings something unique to the business and it?s
important to seek out those with the best qualities .?
Factors affecting hiring
Internal Factors
? Recruiting Policy
? HRP
? Size of the Organisation
? cost
? Growth and expansion
External Factors
? Supply and demand
? Unemployment rate
? Labour Market
? Political-social- Legal Considerations
? Image
Hiring process
Need
analyses
Job
analysis
Contacting
sources
Selection
process
Applicati
on pool
Identifying
recruitment
sources
Evaluation and control ? Needs analysis: Recruitments provide opportunities to
departments to align staff skill sets to initiatives and goals,
and for departmental and individual growth. Proper
planning and evaluation of the need will lead to hiring the
right person for the role and team
? An organisational strategic plan can be used as an input
for recruitment assessment process
? Job analysis: JA is a foundation of for all hiring decision. It
provide inputs in 2 ways;
Job specification
Jon description
Responsibilities in need analysis
? The productivity level of the department or company
should not be compromised
? Budget to be allocated and approved
? Appropriate training materials, physical assets to be
available for new employee to be productive on their first
day.
? A mentor or manager is available for training
? Identifying recruitment sources: Identify the various
sources such as internal sources, external sources to
attract the potential talents
? Contacting sources: Recruitment is two way procedures
and includes two parties.
Objective factor theory ? an individual choose a job by
ranking and evaluating a limited number of clearly measurable
feature of each job offer
Subjective factors- individual select a position on the basis
of what they perceived their personal and emotional needs
to be and the extent to which org. image meet their
perceived needs.
Critical factor theory ? when a candidate unable to choose
an organisation because of limited contact, insufficient data
regarding the org.
REALISTIC JOB PREVIEW
Two technique for providing information about the organisation.
? Realistic job preview (RJP) ?provide complete job related
information both positive and negative .
? RJP can result in self selection process
? Job Compatibility questionnaire- developed to determine
whether an applicant?s preference for work match the
characteristic of the job
? Measures job factors related to performance, satisfaction ,
turnover and absenteeism
? ?Greater the compatibility between applicants preference for
job and characteristics of job perceived by jobseeker, Greater
the probability of employee effectiveness and longer the
tenure.
Job Factors under JCQ
? Task requirements
? Physical environment
? Peer characteristics
? Leadership characteristics
? Customer characteristics
? Compensation preferences
? Task variety
? Job autonomy
? Physical demands
? Work schedule
? Application pool: attract more candidates as to get the best
talents for the specific job.Applications are determined on
basis of:
? Organisation
? Kind of job
? Condition in the specific market
? Selection process: classifying applicants in order to hire those
who has more competent for the job.
? Evaluation and control: evaluation and control on over all
process help the company to get the best talent, reduce the
expenses etc..
Hiring policy
? The? process?of?finding?and? hiring?the?best-qualified?
candidate?(from?within?or?outside?of?an?organization)?for?a?
job?opening,?in?a?timely?and?cost?effective?manner.
Features:?
? The?policy?of?recruitment?should?be?compatible?with?the?
rules?and?regulations?of?government
? It?should?not?disregard?any?rules?made?for?other?
employees?working?in?the?company
? It?should?be?dynamic?and?forward-looking?to?attract?more?
talents?
? Job?securities?and?employee?development?programs
? Unbiased?and?offer?equal?opportunities?
? Flexible?to?change?
Nature of hiring
Regular hiring
? legal employment relationship
? Entitled to benefits
? Should cover minimum number of hours specified
? Legally entitled to pay,benefits and rights as workers
Benefits:
? Decreased worker turnover
? Improved worker satisfaction,morale and productivity
? Decreased costs for recruitment & hiring
? More loyal due to job security
? Boosts quality of products & services as employees improve over
time
? Afford a training and gives value for training costs.
Temporary hiring
? Temporary employment means hiring an employee for a
contracted period. These contract or temp workers fulfill all
the functions of regular employees and can help during
increases in demands, or when your full-timers take vacations
or go on maternity leave.
? scheduled to work minimum number of hours
perday,employed for atleast 3 months but less than one
year.
? Temporary or contractual staffing is a short term based
assignment , for which a talent is hired.
? This kind of a hiring decreases the liability of an organization ,
as these assignment may not include all the benefits which the
organization may offer its full time employees
Advantages:
? Less expensive
? Flexible
? Easy hire
? Generate the employment
Disadvantages:
? Lack of loyalty and motivation
? Inconsistency
? Collaboration issues
? wasted training
Full time hiring
? Is employment in which a person works a minimum
number of hours defined as such by his/her employer.
? Full-time employment?often comes with benefits that are
not typically offered to part-time, temporary, or flexible
workers, such as annual leave, sick leave, and health
insurance.
Advantages
? Full-time employees are the most likely to develop
company loyalty, and to feel a sense of ownership in the
business.
? Increase in productivity
? Develop good relationship
? Increase in the quality of ouput
? full-time employees provide a sense of security that
someone could manage things in their absence.
? Become highly skilled and familiar with your business
? Develop loyalty to your business
Disadvantage
? Costs
? It can be difficult to terminate employment if your needs
change or the employee is not working out as you
expected
? More complexity and risk to employer
? Maintain a regular cash flow to provide the salary on time
? Provide training and development activity which is time
consuming and costly
Part time hiring
? A part-time contract is a form of employment that carries
fewer hours per week than a full-time job
? Work for 30 or less hours per week.
? They work in shifts but remain on call while off duty and
during annual leave. The shifts are often rotational.
Workers are considered to be part-time if they
commonly work fewer than 30 hours per week.
advantages
? Less expensive
? Commit to set number of hours per week
? part-time employees typically do not qualify for company-
sponsored benefits.
? Flexibility
? Meets the demand
? Enthusiasm
? Availability
Disadvantages
? Higher absents rate
? Commitment to your business could be open to question
? ?need to work hard at developing their sense of belonging
? Increased risk in term of work place safety
? Administrative cost is high
? Quality issue
Apprentice hiring
? Apprenticeship is a combination of on-the-job training
(OJT) and related classroom instruction under the
supervision of a journey-level craft person or trade
professional in which workers learn the practical and
theoretical aspects of a highly skilled occupation
? Industry based learning system that combines on the
job experience with technical training to produce a
certified person.
? Agreement between a person who wants to learn a
skill an an employer who needs skilled worker
Apprentice hiring
? Data from the U.S. Department of Labor and the
Bureau of Labor Statistics, this is list of top jobs
that start with an apprenticeship:
? Elevator Installers and Repairers.
? Pile-Driver Operators.
? Plumbers, Pipefitters, and Steamfitters.
? Electricians.
? Structural Iron and Steel Workers.
? Mechanical Insulation Workers.
Apprentice option
? in house
? Job networks
? Recruitment agencies
? Recruitment websites
? Training institutes
ADVANTAGES
? Committed work force
? Bridging the skill gap
? Fresh perspective
? Improve bottom line
? Develop future work force
? Increase the loyalty
DISADVANTAGES:
? Risk
? Potential for mistake
? Required resource
Contractual hiring
? An employee who works under contract for an employer.
? A contract employee is hired for a specific job at a
specific rate of pay.
? Some employers prefer to hire contractual workers if
their workload fluctuates or if they want to test workers'
capabilities before hiring them permanently.?
? Contractual workers are often paid a lump sum upon
project completion, but some receive payments during
the course of the assignment.
Advantages
? Easy to change or remove the employee if he find un
productive
? Cost effective
? Very flexible
Disadvantages
? Lack of trust factors
? Inefficient and productivity is low
? Difficult to remove as there is agreement.
Outsourcing
? ?Recruitment Process Outsourcing is a form of business
process outsourcing (BPO) where an employer transfers
all or part of its recruitment processes to an external
service provider. An RPO provider can provide its own
or may assume the company's staff, technology,
methodologies and reporting.
? Properly managed RPO will improve a company?s time,
quality.
? The Recruitment Process Outsourcing Association
(RPOA) defines RPO as ?a form of business process
outsourcing where an employer transfers all or part of its
recruitment processes to an external provider.
Recruitment Process Outsourcing providers can manage
the entire recruiting/hiring process, or can manage one or
two aspects of the process, essentially serving as an
extension of the company?s human resources
department?.
Outsourcing Hiring
? Hiring an external provider to do the work that was previously does
internally
? When a provider acts as a company?s internal recruitment function
for a portion or all its jobs.
Why organisations opt RPO?
? Focus on Core competencies
? Lack of data or time to find for new talents
? The high cost involved
? Lack of quality in new hires
Advantages:
? Increases quality of the candidate pool
? Time saving to the company
? Provides verifiable metrics
? Reduces cost
? Improves government compliance
Disadvantage
? Little regulation of RPO
? Cost
? Lack of effectiveness
? Failure to deliver
? Engagement
? Employer branding
Problems of hiring
? Image of organisation
? Unattractive job
? Internal policies of the org.
? Rules and regulations
? Budgetary support
Existing post or new post to be created
? HR department?s work is not only to hire new employees.
? They should have a good employee relation with their current
employees .
? Recruit people within the organisation.
Creation of existing post:
Known as back filling or bench strength
Bench Strength?-- Definition: The competence and number of
employees ready to?fill?vacant leadership and other positions.?
Done through promotions
Steps to follow before setting up an effective internal posting:
1. Open Internal postings before searching for external
candidates
2. Provides clear rules of consideration
3. Follow up
Creating a new position:
? Set up a new position that has not existed in your work area
? Complete Job description-submission to HR
? Classification memo-supervisor
? Decision for selection-Internal or external
Factors:
How much to spend
How quickly positions to be filled
Careful consideration of organizational business environment
Cost Analysis in Hiring
Tangible costs:
Marketing and advertisement centres
Test materials
advertising (the time and consulting costs, writing, place and
print the ads), screening candidates, interviewing, testing,
training, orientation, new employee setup, travel expenses;
-intangible costs: Briefing consultants,less productivity for the
new employee, cost of rework for increased errors by the new
person, increased supervision to coach the new hire, cost to pay
experienced person to take on additional work during vacancy
period, lost productivity from stress of team during vacancy
period, the cost of reduced performance by the person learning,
the impact on employee
Major costs associated with recruitment
process
Cost of recruitment and replacement
1. Cost of time spent by personnel
2. Advertisement cost
3. Cost of travel
4. Medical examination
5. Administrative costs
Cost per hire= Cost of recruitment / no of recruitees
retained
FirstRanker.com - FirstRanker's Choice
Hiring process and hiring decision
Chapter 2
Hiring / recruitment Process
? Recruitment?is the process of searching the candidates
for employment and stimulating them to apply for jobs in
the organisation.
? Hiring is the process of engaging the services of a person
either temporarily or permanently for a certain fee. It is
for the purpose of performing a certain job which is
specified before the employee is hired by a company.
Difference between Recruitment and Hiring
1) Recruitment is the process of looking for and attracting new
members or employees for a company or organization while
hiring is the process of finding and engaging the services of
the person that best suits the job.
2) .Recruitment is a long and tedious process involving several
personnel to select which candidate is best for the job while
hiring is done the moment the right employee is chosen
from among the many candidates.
3) Recruitment needs arise when there are changes in the
company such as retirements, deaths, accidents, or illnesses,
and hiring is part of the recruitment process.
4) Recruitment is the first step in the process of attracting and
finding new employees while hiring is the last step in the
process
Objectives
? Growth of the business
? Finding Skilled Employees
? Finding Employees Who Fit Your Culture
? It provides different opportunities to procure human
resource.
? Workplace Diversity
? It forecasts how many people will be required in the
company
? It enables the company to advertise itself and attract
talented people
Importance of hiring
? Determines present and future requirements
? Meets organisations obligations
? Without a core team of quality and effective employees it is
impossible for a business to stand apart, build a brand, and develop
a unique customer experience.
? Each person being hired brings something unique to the business and it?s
important to seek out those with the best qualities .?
Factors affecting hiring
Internal Factors
? Recruiting Policy
? HRP
? Size of the Organisation
? cost
? Growth and expansion
External Factors
? Supply and demand
? Unemployment rate
? Labour Market
? Political-social- Legal Considerations
? Image
Hiring process
Need
analyses
Job
analysis
Contacting
sources
Selection
process
Applicati
on pool
Identifying
recruitment
sources
Evaluation and control ? Needs analysis: Recruitments provide opportunities to
departments to align staff skill sets to initiatives and goals,
and for departmental and individual growth. Proper
planning and evaluation of the need will lead to hiring the
right person for the role and team
? An organisational strategic plan can be used as an input
for recruitment assessment process
? Job analysis: JA is a foundation of for all hiring decision. It
provide inputs in 2 ways;
Job specification
Jon description
Responsibilities in need analysis
? The productivity level of the department or company
should not be compromised
? Budget to be allocated and approved
? Appropriate training materials, physical assets to be
available for new employee to be productive on their first
day.
? A mentor or manager is available for training
? Identifying recruitment sources: Identify the various
sources such as internal sources, external sources to
attract the potential talents
? Contacting sources: Recruitment is two way procedures
and includes two parties.
Objective factor theory ? an individual choose a job by
ranking and evaluating a limited number of clearly measurable
feature of each job offer
Subjective factors- individual select a position on the basis
of what they perceived their personal and emotional needs
to be and the extent to which org. image meet their
perceived needs.
Critical factor theory ? when a candidate unable to choose
an organisation because of limited contact, insufficient data
regarding the org.
REALISTIC JOB PREVIEW
Two technique for providing information about the organisation.
? Realistic job preview (RJP) ?provide complete job related
information both positive and negative .
? RJP can result in self selection process
? Job Compatibility questionnaire- developed to determine
whether an applicant?s preference for work match the
characteristic of the job
? Measures job factors related to performance, satisfaction ,
turnover and absenteeism
? ?Greater the compatibility between applicants preference for
job and characteristics of job perceived by jobseeker, Greater
the probability of employee effectiveness and longer the
tenure.
Job Factors under JCQ
? Task requirements
? Physical environment
? Peer characteristics
? Leadership characteristics
? Customer characteristics
? Compensation preferences
? Task variety
? Job autonomy
? Physical demands
? Work schedule
? Application pool: attract more candidates as to get the best
talents for the specific job.Applications are determined on
basis of:
? Organisation
? Kind of job
? Condition in the specific market
? Selection process: classifying applicants in order to hire those
who has more competent for the job.
? Evaluation and control: evaluation and control on over all
process help the company to get the best talent, reduce the
expenses etc..
Hiring policy
? The? process?of?finding?and? hiring?the?best-qualified?
candidate?(from?within?or?outside?of?an?organization)?for?a?
job?opening,?in?a?timely?and?cost?effective?manner.
Features:?
? The?policy?of?recruitment?should?be?compatible?with?the?
rules?and?regulations?of?government
? It?should?not?disregard?any?rules?made?for?other?
employees?working?in?the?company
? It?should?be?dynamic?and?forward-looking?to?attract?more?
talents?
? Job?securities?and?employee?development?programs
? Unbiased?and?offer?equal?opportunities?
? Flexible?to?change?
Nature of hiring
Regular hiring
? legal employment relationship
? Entitled to benefits
? Should cover minimum number of hours specified
? Legally entitled to pay,benefits and rights as workers
Benefits:
? Decreased worker turnover
? Improved worker satisfaction,morale and productivity
? Decreased costs for recruitment & hiring
? More loyal due to job security
? Boosts quality of products & services as employees improve over
time
? Afford a training and gives value for training costs.
Temporary hiring
? Temporary employment means hiring an employee for a
contracted period. These contract or temp workers fulfill all
the functions of regular employees and can help during
increases in demands, or when your full-timers take vacations
or go on maternity leave.
? scheduled to work minimum number of hours
perday,employed for atleast 3 months but less than one
year.
? Temporary or contractual staffing is a short term based
assignment , for which a talent is hired.
? This kind of a hiring decreases the liability of an organization ,
as these assignment may not include all the benefits which the
organization may offer its full time employees
Advantages:
? Less expensive
? Flexible
? Easy hire
? Generate the employment
Disadvantages:
? Lack of loyalty and motivation
? Inconsistency
? Collaboration issues
? wasted training
Full time hiring
? Is employment in which a person works a minimum
number of hours defined as such by his/her employer.
? Full-time employment?often comes with benefits that are
not typically offered to part-time, temporary, or flexible
workers, such as annual leave, sick leave, and health
insurance.
Advantages
? Full-time employees are the most likely to develop
company loyalty, and to feel a sense of ownership in the
business.
? Increase in productivity
? Develop good relationship
? Increase in the quality of ouput
? full-time employees provide a sense of security that
someone could manage things in their absence.
? Become highly skilled and familiar with your business
? Develop loyalty to your business
Disadvantage
? Costs
? It can be difficult to terminate employment if your needs
change or the employee is not working out as you
expected
? More complexity and risk to employer
? Maintain a regular cash flow to provide the salary on time
? Provide training and development activity which is time
consuming and costly
Part time hiring
? A part-time contract is a form of employment that carries
fewer hours per week than a full-time job
? Work for 30 or less hours per week.
? They work in shifts but remain on call while off duty and
during annual leave. The shifts are often rotational.
Workers are considered to be part-time if they
commonly work fewer than 30 hours per week.
advantages
? Less expensive
? Commit to set number of hours per week
? part-time employees typically do not qualify for company-
sponsored benefits.
? Flexibility
? Meets the demand
? Enthusiasm
? Availability
Disadvantages
? Higher absents rate
? Commitment to your business could be open to question
? ?need to work hard at developing their sense of belonging
? Increased risk in term of work place safety
? Administrative cost is high
? Quality issue
Apprentice hiring
? Apprenticeship is a combination of on-the-job training
(OJT) and related classroom instruction under the
supervision of a journey-level craft person or trade
professional in which workers learn the practical and
theoretical aspects of a highly skilled occupation
? Industry based learning system that combines on the
job experience with technical training to produce a
certified person.
? Agreement between a person who wants to learn a
skill an an employer who needs skilled worker
Apprentice hiring
? Data from the U.S. Department of Labor and the
Bureau of Labor Statistics, this is list of top jobs
that start with an apprenticeship:
? Elevator Installers and Repairers.
? Pile-Driver Operators.
? Plumbers, Pipefitters, and Steamfitters.
? Electricians.
? Structural Iron and Steel Workers.
? Mechanical Insulation Workers.
Apprentice option
? in house
? Job networks
? Recruitment agencies
? Recruitment websites
? Training institutes
ADVANTAGES
? Committed work force
? Bridging the skill gap
? Fresh perspective
? Improve bottom line
? Develop future work force
? Increase the loyalty
DISADVANTAGES:
? Risk
? Potential for mistake
? Required resource
Contractual hiring
? An employee who works under contract for an employer.
? A contract employee is hired for a specific job at a
specific rate of pay.
? Some employers prefer to hire contractual workers if
their workload fluctuates or if they want to test workers'
capabilities before hiring them permanently.?
? Contractual workers are often paid a lump sum upon
project completion, but some receive payments during
the course of the assignment.
Advantages
? Easy to change or remove the employee if he find un
productive
? Cost effective
? Very flexible
Disadvantages
? Lack of trust factors
? Inefficient and productivity is low
? Difficult to remove as there is agreement.
Outsourcing
? ?Recruitment Process Outsourcing is a form of business
process outsourcing (BPO) where an employer transfers
all or part of its recruitment processes to an external
service provider. An RPO provider can provide its own
or may assume the company's staff, technology,
methodologies and reporting.
? Properly managed RPO will improve a company?s time,
quality.
? The Recruitment Process Outsourcing Association
(RPOA) defines RPO as ?a form of business process
outsourcing where an employer transfers all or part of its
recruitment processes to an external provider.
Recruitment Process Outsourcing providers can manage
the entire recruiting/hiring process, or can manage one or
two aspects of the process, essentially serving as an
extension of the company?s human resources
department?.
Outsourcing Hiring
? Hiring an external provider to do the work that was previously does
internally
? When a provider acts as a company?s internal recruitment function
for a portion or all its jobs.
Why organisations opt RPO?
? Focus on Core competencies
? Lack of data or time to find for new talents
? The high cost involved
? Lack of quality in new hires
Advantages:
? Increases quality of the candidate pool
? Time saving to the company
? Provides verifiable metrics
? Reduces cost
? Improves government compliance
Disadvantage
? Little regulation of RPO
? Cost
? Lack of effectiveness
? Failure to deliver
? Engagement
? Employer branding
Problems of hiring
? Image of organisation
? Unattractive job
? Internal policies of the org.
? Rules and regulations
? Budgetary support
Existing post or new post to be created
? HR department?s work is not only to hire new employees.
? They should have a good employee relation with their current
employees .
? Recruit people within the organisation.
Creation of existing post:
Known as back filling or bench strength
Bench Strength?-- Definition: The competence and number of
employees ready to?fill?vacant leadership and other positions.?
Done through promotions
Steps to follow before setting up an effective internal posting:
1. Open Internal postings before searching for external
candidates
2. Provides clear rules of consideration
3. Follow up
Creating a new position:
? Set up a new position that has not existed in your work area
? Complete Job description-submission to HR
? Classification memo-supervisor
? Decision for selection-Internal or external
Factors:
How much to spend
How quickly positions to be filled
Careful consideration of organizational business environment
Cost Analysis in Hiring
Tangible costs:
Marketing and advertisement centres
Test materials
advertising (the time and consulting costs, writing, place and
print the ads), screening candidates, interviewing, testing,
training, orientation, new employee setup, travel expenses;
-intangible costs: Briefing consultants,less productivity for the
new employee, cost of rework for increased errors by the new
person, increased supervision to coach the new hire, cost to pay
experienced person to take on additional work during vacancy
period, lost productivity from stress of team during vacancy
period, the cost of reduced performance by the person learning,
the impact on employee
Major costs associated with recruitment
process
Cost of recruitment and replacement
1. Cost of time spent by personnel
2. Advertisement cost
3. Cost of travel
4. Medical examination
5. Administrative costs
Cost per hire= Cost of recruitment / no of recruitees
retained
? RECRUITMENT CYCLE TIME:
Time taken from commencement to completion of the recruitment
process
Measures such as:
? Clear job description
? Computerization of application blanks
? Screening procedures
Employee turnover:
Employee turnover?refers to the number or percentage of workers
who leave an organization and are replaced by new?employees
Direct costs: recruiting, training
Indirect costs: deterioration in motivation and morale
Turnover rate (%) = Number of separations/average number of
employees
FirstRanker.com - FirstRanker's Choice
Hiring process and hiring decision
Chapter 2
Hiring / recruitment Process
? Recruitment?is the process of searching the candidates
for employment and stimulating them to apply for jobs in
the organisation.
? Hiring is the process of engaging the services of a person
either temporarily or permanently for a certain fee. It is
for the purpose of performing a certain job which is
specified before the employee is hired by a company.
Difference between Recruitment and Hiring
1) Recruitment is the process of looking for and attracting new
members or employees for a company or organization while
hiring is the process of finding and engaging the services of
the person that best suits the job.
2) .Recruitment is a long and tedious process involving several
personnel to select which candidate is best for the job while
hiring is done the moment the right employee is chosen
from among the many candidates.
3) Recruitment needs arise when there are changes in the
company such as retirements, deaths, accidents, or illnesses,
and hiring is part of the recruitment process.
4) Recruitment is the first step in the process of attracting and
finding new employees while hiring is the last step in the
process
Objectives
? Growth of the business
? Finding Skilled Employees
? Finding Employees Who Fit Your Culture
? It provides different opportunities to procure human
resource.
? Workplace Diversity
? It forecasts how many people will be required in the
company
? It enables the company to advertise itself and attract
talented people
Importance of hiring
? Determines present and future requirements
? Meets organisations obligations
? Without a core team of quality and effective employees it is
impossible for a business to stand apart, build a brand, and develop
a unique customer experience.
? Each person being hired brings something unique to the business and it?s
important to seek out those with the best qualities .?
Factors affecting hiring
Internal Factors
? Recruiting Policy
? HRP
? Size of the Organisation
? cost
? Growth and expansion
External Factors
? Supply and demand
? Unemployment rate
? Labour Market
? Political-social- Legal Considerations
? Image
Hiring process
Need
analyses
Job
analysis
Contacting
sources
Selection
process
Applicati
on pool
Identifying
recruitment
sources
Evaluation and control ? Needs analysis: Recruitments provide opportunities to
departments to align staff skill sets to initiatives and goals,
and for departmental and individual growth. Proper
planning and evaluation of the need will lead to hiring the
right person for the role and team
? An organisational strategic plan can be used as an input
for recruitment assessment process
? Job analysis: JA is a foundation of for all hiring decision. It
provide inputs in 2 ways;
Job specification
Jon description
Responsibilities in need analysis
? The productivity level of the department or company
should not be compromised
? Budget to be allocated and approved
? Appropriate training materials, physical assets to be
available for new employee to be productive on their first
day.
? A mentor or manager is available for training
? Identifying recruitment sources: Identify the various
sources such as internal sources, external sources to
attract the potential talents
? Contacting sources: Recruitment is two way procedures
and includes two parties.
Objective factor theory ? an individual choose a job by
ranking and evaluating a limited number of clearly measurable
feature of each job offer
Subjective factors- individual select a position on the basis
of what they perceived their personal and emotional needs
to be and the extent to which org. image meet their
perceived needs.
Critical factor theory ? when a candidate unable to choose
an organisation because of limited contact, insufficient data
regarding the org.
REALISTIC JOB PREVIEW
Two technique for providing information about the organisation.
? Realistic job preview (RJP) ?provide complete job related
information both positive and negative .
? RJP can result in self selection process
? Job Compatibility questionnaire- developed to determine
whether an applicant?s preference for work match the
characteristic of the job
? Measures job factors related to performance, satisfaction ,
turnover and absenteeism
? ?Greater the compatibility between applicants preference for
job and characteristics of job perceived by jobseeker, Greater
the probability of employee effectiveness and longer the
tenure.
Job Factors under JCQ
? Task requirements
? Physical environment
? Peer characteristics
? Leadership characteristics
? Customer characteristics
? Compensation preferences
? Task variety
? Job autonomy
? Physical demands
? Work schedule
? Application pool: attract more candidates as to get the best
talents for the specific job.Applications are determined on
basis of:
? Organisation
? Kind of job
? Condition in the specific market
? Selection process: classifying applicants in order to hire those
who has more competent for the job.
? Evaluation and control: evaluation and control on over all
process help the company to get the best talent, reduce the
expenses etc..
Hiring policy
? The? process?of?finding?and? hiring?the?best-qualified?
candidate?(from?within?or?outside?of?an?organization)?for?a?
job?opening,?in?a?timely?and?cost?effective?manner.
Features:?
? The?policy?of?recruitment?should?be?compatible?with?the?
rules?and?regulations?of?government
? It?should?not?disregard?any?rules?made?for?other?
employees?working?in?the?company
? It?should?be?dynamic?and?forward-looking?to?attract?more?
talents?
? Job?securities?and?employee?development?programs
? Unbiased?and?offer?equal?opportunities?
? Flexible?to?change?
Nature of hiring
Regular hiring
? legal employment relationship
? Entitled to benefits
? Should cover minimum number of hours specified
? Legally entitled to pay,benefits and rights as workers
Benefits:
? Decreased worker turnover
? Improved worker satisfaction,morale and productivity
? Decreased costs for recruitment & hiring
? More loyal due to job security
? Boosts quality of products & services as employees improve over
time
? Afford a training and gives value for training costs.
Temporary hiring
? Temporary employment means hiring an employee for a
contracted period. These contract or temp workers fulfill all
the functions of regular employees and can help during
increases in demands, or when your full-timers take vacations
or go on maternity leave.
? scheduled to work minimum number of hours
perday,employed for atleast 3 months but less than one
year.
? Temporary or contractual staffing is a short term based
assignment , for which a talent is hired.
? This kind of a hiring decreases the liability of an organization ,
as these assignment may not include all the benefits which the
organization may offer its full time employees
Advantages:
? Less expensive
? Flexible
? Easy hire
? Generate the employment
Disadvantages:
? Lack of loyalty and motivation
? Inconsistency
? Collaboration issues
? wasted training
Full time hiring
? Is employment in which a person works a minimum
number of hours defined as such by his/her employer.
? Full-time employment?often comes with benefits that are
not typically offered to part-time, temporary, or flexible
workers, such as annual leave, sick leave, and health
insurance.
Advantages
? Full-time employees are the most likely to develop
company loyalty, and to feel a sense of ownership in the
business.
? Increase in productivity
? Develop good relationship
? Increase in the quality of ouput
? full-time employees provide a sense of security that
someone could manage things in their absence.
? Become highly skilled and familiar with your business
? Develop loyalty to your business
Disadvantage
? Costs
? It can be difficult to terminate employment if your needs
change or the employee is not working out as you
expected
? More complexity and risk to employer
? Maintain a regular cash flow to provide the salary on time
? Provide training and development activity which is time
consuming and costly
Part time hiring
? A part-time contract is a form of employment that carries
fewer hours per week than a full-time job
? Work for 30 or less hours per week.
? They work in shifts but remain on call while off duty and
during annual leave. The shifts are often rotational.
Workers are considered to be part-time if they
commonly work fewer than 30 hours per week.
advantages
? Less expensive
? Commit to set number of hours per week
? part-time employees typically do not qualify for company-
sponsored benefits.
? Flexibility
? Meets the demand
? Enthusiasm
? Availability
Disadvantages
? Higher absents rate
? Commitment to your business could be open to question
? ?need to work hard at developing their sense of belonging
? Increased risk in term of work place safety
? Administrative cost is high
? Quality issue
Apprentice hiring
? Apprenticeship is a combination of on-the-job training
(OJT) and related classroom instruction under the
supervision of a journey-level craft person or trade
professional in which workers learn the practical and
theoretical aspects of a highly skilled occupation
? Industry based learning system that combines on the
job experience with technical training to produce a
certified person.
? Agreement between a person who wants to learn a
skill an an employer who needs skilled worker
Apprentice hiring
? Data from the U.S. Department of Labor and the
Bureau of Labor Statistics, this is list of top jobs
that start with an apprenticeship:
? Elevator Installers and Repairers.
? Pile-Driver Operators.
? Plumbers, Pipefitters, and Steamfitters.
? Electricians.
? Structural Iron and Steel Workers.
? Mechanical Insulation Workers.
Apprentice option
? in house
? Job networks
? Recruitment agencies
? Recruitment websites
? Training institutes
ADVANTAGES
? Committed work force
? Bridging the skill gap
? Fresh perspective
? Improve bottom line
? Develop future work force
? Increase the loyalty
DISADVANTAGES:
? Risk
? Potential for mistake
? Required resource
Contractual hiring
? An employee who works under contract for an employer.
? A contract employee is hired for a specific job at a
specific rate of pay.
? Some employers prefer to hire contractual workers if
their workload fluctuates or if they want to test workers'
capabilities before hiring them permanently.?
? Contractual workers are often paid a lump sum upon
project completion, but some receive payments during
the course of the assignment.
Advantages
? Easy to change or remove the employee if he find un
productive
? Cost effective
? Very flexible
Disadvantages
? Lack of trust factors
? Inefficient and productivity is low
? Difficult to remove as there is agreement.
Outsourcing
? ?Recruitment Process Outsourcing is a form of business
process outsourcing (BPO) where an employer transfers
all or part of its recruitment processes to an external
service provider. An RPO provider can provide its own
or may assume the company's staff, technology,
methodologies and reporting.
? Properly managed RPO will improve a company?s time,
quality.
? The Recruitment Process Outsourcing Association
(RPOA) defines RPO as ?a form of business process
outsourcing where an employer transfers all or part of its
recruitment processes to an external provider.
Recruitment Process Outsourcing providers can manage
the entire recruiting/hiring process, or can manage one or
two aspects of the process, essentially serving as an
extension of the company?s human resources
department?.
Outsourcing Hiring
? Hiring an external provider to do the work that was previously does
internally
? When a provider acts as a company?s internal recruitment function
for a portion or all its jobs.
Why organisations opt RPO?
? Focus on Core competencies
? Lack of data or time to find for new talents
? The high cost involved
? Lack of quality in new hires
Advantages:
? Increases quality of the candidate pool
? Time saving to the company
? Provides verifiable metrics
? Reduces cost
? Improves government compliance
Disadvantage
? Little regulation of RPO
? Cost
? Lack of effectiveness
? Failure to deliver
? Engagement
? Employer branding
Problems of hiring
? Image of organisation
? Unattractive job
? Internal policies of the org.
? Rules and regulations
? Budgetary support
Existing post or new post to be created
? HR department?s work is not only to hire new employees.
? They should have a good employee relation with their current
employees .
? Recruit people within the organisation.
Creation of existing post:
Known as back filling or bench strength
Bench Strength?-- Definition: The competence and number of
employees ready to?fill?vacant leadership and other positions.?
Done through promotions
Steps to follow before setting up an effective internal posting:
1. Open Internal postings before searching for external
candidates
2. Provides clear rules of consideration
3. Follow up
Creating a new position:
? Set up a new position that has not existed in your work area
? Complete Job description-submission to HR
? Classification memo-supervisor
? Decision for selection-Internal or external
Factors:
How much to spend
How quickly positions to be filled
Careful consideration of organizational business environment
Cost Analysis in Hiring
Tangible costs:
Marketing and advertisement centres
Test materials
advertising (the time and consulting costs, writing, place and
print the ads), screening candidates, interviewing, testing,
training, orientation, new employee setup, travel expenses;
-intangible costs: Briefing consultants,less productivity for the
new employee, cost of rework for increased errors by the new
person, increased supervision to coach the new hire, cost to pay
experienced person to take on additional work during vacancy
period, lost productivity from stress of team during vacancy
period, the cost of reduced performance by the person learning,
the impact on employee
Major costs associated with recruitment
process
Cost of recruitment and replacement
1. Cost of time spent by personnel
2. Advertisement cost
3. Cost of travel
4. Medical examination
5. Administrative costs
Cost per hire= Cost of recruitment / no of recruitees
retained
? RECRUITMENT CYCLE TIME:
Time taken from commencement to completion of the recruitment
process
Measures such as:
? Clear job description
? Computerization of application blanks
? Screening procedures
Employee turnover:
Employee turnover?refers to the number or percentage of workers
who leave an organization and are replaced by new?employees
Direct costs: recruiting, training
Indirect costs: deterioration in motivation and morale
Turnover rate (%) = Number of separations/average number of
employees
? direct costs- administrative expenses, with ads included,
wages and fees to recruitment agencies, travel expenses, room
rental, medical examination costs, design costs jobs;
? indirect costs (adaptation)- costs of information, time of
learning to become fit for the job and personal contribution:
time and cost of integration of new employees, costs of
preparing the job description, personnel specification, time and
pay costs of interviewers, the cost of time spent on
administrative issues: placement announcements, collecting
records, screening applicants, arranging interviews, reference
checks, test administration, preparation ofemployment
contracts, registration of new employees for their payment,
the cost of low productivity of new employees until they reach
the level at which they become effective.
FirstRanker.com - FirstRanker's Choice
Hiring process and hiring decision
Chapter 2
Hiring / recruitment Process
? Recruitment?is the process of searching the candidates
for employment and stimulating them to apply for jobs in
the organisation.
? Hiring is the process of engaging the services of a person
either temporarily or permanently for a certain fee. It is
for the purpose of performing a certain job which is
specified before the employee is hired by a company.
Difference between Recruitment and Hiring
1) Recruitment is the process of looking for and attracting new
members or employees for a company or organization while
hiring is the process of finding and engaging the services of
the person that best suits the job.
2) .Recruitment is a long and tedious process involving several
personnel to select which candidate is best for the job while
hiring is done the moment the right employee is chosen
from among the many candidates.
3) Recruitment needs arise when there are changes in the
company such as retirements, deaths, accidents, or illnesses,
and hiring is part of the recruitment process.
4) Recruitment is the first step in the process of attracting and
finding new employees while hiring is the last step in the
process
Objectives
? Growth of the business
? Finding Skilled Employees
? Finding Employees Who Fit Your Culture
? It provides different opportunities to procure human
resource.
? Workplace Diversity
? It forecasts how many people will be required in the
company
? It enables the company to advertise itself and attract
talented people
Importance of hiring
? Determines present and future requirements
? Meets organisations obligations
? Without a core team of quality and effective employees it is
impossible for a business to stand apart, build a brand, and develop
a unique customer experience.
? Each person being hired brings something unique to the business and it?s
important to seek out those with the best qualities .?
Factors affecting hiring
Internal Factors
? Recruiting Policy
? HRP
? Size of the Organisation
? cost
? Growth and expansion
External Factors
? Supply and demand
? Unemployment rate
? Labour Market
? Political-social- Legal Considerations
? Image
Hiring process
Need
analyses
Job
analysis
Contacting
sources
Selection
process
Applicati
on pool
Identifying
recruitment
sources
Evaluation and control ? Needs analysis: Recruitments provide opportunities to
departments to align staff skill sets to initiatives and goals,
and for departmental and individual growth. Proper
planning and evaluation of the need will lead to hiring the
right person for the role and team
? An organisational strategic plan can be used as an input
for recruitment assessment process
? Job analysis: JA is a foundation of for all hiring decision. It
provide inputs in 2 ways;
Job specification
Jon description
Responsibilities in need analysis
? The productivity level of the department or company
should not be compromised
? Budget to be allocated and approved
? Appropriate training materials, physical assets to be
available for new employee to be productive on their first
day.
? A mentor or manager is available for training
? Identifying recruitment sources: Identify the various
sources such as internal sources, external sources to
attract the potential talents
? Contacting sources: Recruitment is two way procedures
and includes two parties.
Objective factor theory ? an individual choose a job by
ranking and evaluating a limited number of clearly measurable
feature of each job offer
Subjective factors- individual select a position on the basis
of what they perceived their personal and emotional needs
to be and the extent to which org. image meet their
perceived needs.
Critical factor theory ? when a candidate unable to choose
an organisation because of limited contact, insufficient data
regarding the org.
REALISTIC JOB PREVIEW
Two technique for providing information about the organisation.
? Realistic job preview (RJP) ?provide complete job related
information both positive and negative .
? RJP can result in self selection process
? Job Compatibility questionnaire- developed to determine
whether an applicant?s preference for work match the
characteristic of the job
? Measures job factors related to performance, satisfaction ,
turnover and absenteeism
? ?Greater the compatibility between applicants preference for
job and characteristics of job perceived by jobseeker, Greater
the probability of employee effectiveness and longer the
tenure.
Job Factors under JCQ
? Task requirements
? Physical environment
? Peer characteristics
? Leadership characteristics
? Customer characteristics
? Compensation preferences
? Task variety
? Job autonomy
? Physical demands
? Work schedule
? Application pool: attract more candidates as to get the best
talents for the specific job.Applications are determined on
basis of:
? Organisation
? Kind of job
? Condition in the specific market
? Selection process: classifying applicants in order to hire those
who has more competent for the job.
? Evaluation and control: evaluation and control on over all
process help the company to get the best talent, reduce the
expenses etc..
Hiring policy
? The? process?of?finding?and? hiring?the?best-qualified?
candidate?(from?within?or?outside?of?an?organization)?for?a?
job?opening,?in?a?timely?and?cost?effective?manner.
Features:?
? The?policy?of?recruitment?should?be?compatible?with?the?
rules?and?regulations?of?government
? It?should?not?disregard?any?rules?made?for?other?
employees?working?in?the?company
? It?should?be?dynamic?and?forward-looking?to?attract?more?
talents?
? Job?securities?and?employee?development?programs
? Unbiased?and?offer?equal?opportunities?
? Flexible?to?change?
Nature of hiring
Regular hiring
? legal employment relationship
? Entitled to benefits
? Should cover minimum number of hours specified
? Legally entitled to pay,benefits and rights as workers
Benefits:
? Decreased worker turnover
? Improved worker satisfaction,morale and productivity
? Decreased costs for recruitment & hiring
? More loyal due to job security
? Boosts quality of products & services as employees improve over
time
? Afford a training and gives value for training costs.
Temporary hiring
? Temporary employment means hiring an employee for a
contracted period. These contract or temp workers fulfill all
the functions of regular employees and can help during
increases in demands, or when your full-timers take vacations
or go on maternity leave.
? scheduled to work minimum number of hours
perday,employed for atleast 3 months but less than one
year.
? Temporary or contractual staffing is a short term based
assignment , for which a talent is hired.
? This kind of a hiring decreases the liability of an organization ,
as these assignment may not include all the benefits which the
organization may offer its full time employees
Advantages:
? Less expensive
? Flexible
? Easy hire
? Generate the employment
Disadvantages:
? Lack of loyalty and motivation
? Inconsistency
? Collaboration issues
? wasted training
Full time hiring
? Is employment in which a person works a minimum
number of hours defined as such by his/her employer.
? Full-time employment?often comes with benefits that are
not typically offered to part-time, temporary, or flexible
workers, such as annual leave, sick leave, and health
insurance.
Advantages
? Full-time employees are the most likely to develop
company loyalty, and to feel a sense of ownership in the
business.
? Increase in productivity
? Develop good relationship
? Increase in the quality of ouput
? full-time employees provide a sense of security that
someone could manage things in their absence.
? Become highly skilled and familiar with your business
? Develop loyalty to your business
Disadvantage
? Costs
? It can be difficult to terminate employment if your needs
change or the employee is not working out as you
expected
? More complexity and risk to employer
? Maintain a regular cash flow to provide the salary on time
? Provide training and development activity which is time
consuming and costly
Part time hiring
? A part-time contract is a form of employment that carries
fewer hours per week than a full-time job
? Work for 30 or less hours per week.
? They work in shifts but remain on call while off duty and
during annual leave. The shifts are often rotational.
Workers are considered to be part-time if they
commonly work fewer than 30 hours per week.
advantages
? Less expensive
? Commit to set number of hours per week
? part-time employees typically do not qualify for company-
sponsored benefits.
? Flexibility
? Meets the demand
? Enthusiasm
? Availability
Disadvantages
? Higher absents rate
? Commitment to your business could be open to question
? ?need to work hard at developing their sense of belonging
? Increased risk in term of work place safety
? Administrative cost is high
? Quality issue
Apprentice hiring
? Apprenticeship is a combination of on-the-job training
(OJT) and related classroom instruction under the
supervision of a journey-level craft person or trade
professional in which workers learn the practical and
theoretical aspects of a highly skilled occupation
? Industry based learning system that combines on the
job experience with technical training to produce a
certified person.
? Agreement between a person who wants to learn a
skill an an employer who needs skilled worker
Apprentice hiring
? Data from the U.S. Department of Labor and the
Bureau of Labor Statistics, this is list of top jobs
that start with an apprenticeship:
? Elevator Installers and Repairers.
? Pile-Driver Operators.
? Plumbers, Pipefitters, and Steamfitters.
? Electricians.
? Structural Iron and Steel Workers.
? Mechanical Insulation Workers.
Apprentice option
? in house
? Job networks
? Recruitment agencies
? Recruitment websites
? Training institutes
ADVANTAGES
? Committed work force
? Bridging the skill gap
? Fresh perspective
? Improve bottom line
? Develop future work force
? Increase the loyalty
DISADVANTAGES:
? Risk
? Potential for mistake
? Required resource
Contractual hiring
? An employee who works under contract for an employer.
? A contract employee is hired for a specific job at a
specific rate of pay.
? Some employers prefer to hire contractual workers if
their workload fluctuates or if they want to test workers'
capabilities before hiring them permanently.?
? Contractual workers are often paid a lump sum upon
project completion, but some receive payments during
the course of the assignment.
Advantages
? Easy to change or remove the employee if he find un
productive
? Cost effective
? Very flexible
Disadvantages
? Lack of trust factors
? Inefficient and productivity is low
? Difficult to remove as there is agreement.
Outsourcing
? ?Recruitment Process Outsourcing is a form of business
process outsourcing (BPO) where an employer transfers
all or part of its recruitment processes to an external
service provider. An RPO provider can provide its own
or may assume the company's staff, technology,
methodologies and reporting.
? Properly managed RPO will improve a company?s time,
quality.
? The Recruitment Process Outsourcing Association
(RPOA) defines RPO as ?a form of business process
outsourcing where an employer transfers all or part of its
recruitment processes to an external provider.
Recruitment Process Outsourcing providers can manage
the entire recruiting/hiring process, or can manage one or
two aspects of the process, essentially serving as an
extension of the company?s human resources
department?.
Outsourcing Hiring
? Hiring an external provider to do the work that was previously does
internally
? When a provider acts as a company?s internal recruitment function
for a portion or all its jobs.
Why organisations opt RPO?
? Focus on Core competencies
? Lack of data or time to find for new talents
? The high cost involved
? Lack of quality in new hires
Advantages:
? Increases quality of the candidate pool
? Time saving to the company
? Provides verifiable metrics
? Reduces cost
? Improves government compliance
Disadvantage
? Little regulation of RPO
? Cost
? Lack of effectiveness
? Failure to deliver
? Engagement
? Employer branding
Problems of hiring
? Image of organisation
? Unattractive job
? Internal policies of the org.
? Rules and regulations
? Budgetary support
Existing post or new post to be created
? HR department?s work is not only to hire new employees.
? They should have a good employee relation with their current
employees .
? Recruit people within the organisation.
Creation of existing post:
Known as back filling or bench strength
Bench Strength?-- Definition: The competence and number of
employees ready to?fill?vacant leadership and other positions.?
Done through promotions
Steps to follow before setting up an effective internal posting:
1. Open Internal postings before searching for external
candidates
2. Provides clear rules of consideration
3. Follow up
Creating a new position:
? Set up a new position that has not existed in your work area
? Complete Job description-submission to HR
? Classification memo-supervisor
? Decision for selection-Internal or external
Factors:
How much to spend
How quickly positions to be filled
Careful consideration of organizational business environment
Cost Analysis in Hiring
Tangible costs:
Marketing and advertisement centres
Test materials
advertising (the time and consulting costs, writing, place and
print the ads), screening candidates, interviewing, testing,
training, orientation, new employee setup, travel expenses;
-intangible costs: Briefing consultants,less productivity for the
new employee, cost of rework for increased errors by the new
person, increased supervision to coach the new hire, cost to pay
experienced person to take on additional work during vacancy
period, lost productivity from stress of team during vacancy
period, the cost of reduced performance by the person learning,
the impact on employee
Major costs associated with recruitment
process
Cost of recruitment and replacement
1. Cost of time spent by personnel
2. Advertisement cost
3. Cost of travel
4. Medical examination
5. Administrative costs
Cost per hire= Cost of recruitment / no of recruitees
retained
? RECRUITMENT CYCLE TIME:
Time taken from commencement to completion of the recruitment
process
Measures such as:
? Clear job description
? Computerization of application blanks
? Screening procedures
Employee turnover:
Employee turnover?refers to the number or percentage of workers
who leave an organization and are replaced by new?employees
Direct costs: recruiting, training
Indirect costs: deterioration in motivation and morale
Turnover rate (%) = Number of separations/average number of
employees
? direct costs- administrative expenses, with ads included,
wages and fees to recruitment agencies, travel expenses, room
rental, medical examination costs, design costs jobs;
? indirect costs (adaptation)- costs of information, time of
learning to become fit for the job and personal contribution:
time and cost of integration of new employees, costs of
preparing the job description, personnel specification, time and
pay costs of interviewers, the cost of time spent on
administrative issues: placement announcements, collecting
records, screening applicants, arranging interviews, reference
checks, test administration, preparation ofemployment
contracts, registration of new employees for their payment,
the cost of low productivity of new employees until they reach
the level at which they become effective.
? Cost of training : is an on going event, to enhance the
employee skills and competence.
? It is difficult to effectiveness of training
? Cost of training per trainee: Training costs/ No. of
employees trained
? Cost of training per employee = Training cost / no. of
employees
? Training ratio = no. of trainings / no of employees
FirstRanker.com - FirstRanker's Choice
Hiring process and hiring decision
Chapter 2
Hiring / recruitment Process
? Recruitment?is the process of searching the candidates
for employment and stimulating them to apply for jobs in
the organisation.
? Hiring is the process of engaging the services of a person
either temporarily or permanently for a certain fee. It is
for the purpose of performing a certain job which is
specified before the employee is hired by a company.
Difference between Recruitment and Hiring
1) Recruitment is the process of looking for and attracting new
members or employees for a company or organization while
hiring is the process of finding and engaging the services of
the person that best suits the job.
2) .Recruitment is a long and tedious process involving several
personnel to select which candidate is best for the job while
hiring is done the moment the right employee is chosen
from among the many candidates.
3) Recruitment needs arise when there are changes in the
company such as retirements, deaths, accidents, or illnesses,
and hiring is part of the recruitment process.
4) Recruitment is the first step in the process of attracting and
finding new employees while hiring is the last step in the
process
Objectives
? Growth of the business
? Finding Skilled Employees
? Finding Employees Who Fit Your Culture
? It provides different opportunities to procure human
resource.
? Workplace Diversity
? It forecasts how many people will be required in the
company
? It enables the company to advertise itself and attract
talented people
Importance of hiring
? Determines present and future requirements
? Meets organisations obligations
? Without a core team of quality and effective employees it is
impossible for a business to stand apart, build a brand, and develop
a unique customer experience.
? Each person being hired brings something unique to the business and it?s
important to seek out those with the best qualities .?
Factors affecting hiring
Internal Factors
? Recruiting Policy
? HRP
? Size of the Organisation
? cost
? Growth and expansion
External Factors
? Supply and demand
? Unemployment rate
? Labour Market
? Political-social- Legal Considerations
? Image
Hiring process
Need
analyses
Job
analysis
Contacting
sources
Selection
process
Applicati
on pool
Identifying
recruitment
sources
Evaluation and control ? Needs analysis: Recruitments provide opportunities to
departments to align staff skill sets to initiatives and goals,
and for departmental and individual growth. Proper
planning and evaluation of the need will lead to hiring the
right person for the role and team
? An organisational strategic plan can be used as an input
for recruitment assessment process
? Job analysis: JA is a foundation of for all hiring decision. It
provide inputs in 2 ways;
Job specification
Jon description
Responsibilities in need analysis
? The productivity level of the department or company
should not be compromised
? Budget to be allocated and approved
? Appropriate training materials, physical assets to be
available for new employee to be productive on their first
day.
? A mentor or manager is available for training
? Identifying recruitment sources: Identify the various
sources such as internal sources, external sources to
attract the potential talents
? Contacting sources: Recruitment is two way procedures
and includes two parties.
Objective factor theory ? an individual choose a job by
ranking and evaluating a limited number of clearly measurable
feature of each job offer
Subjective factors- individual select a position on the basis
of what they perceived their personal and emotional needs
to be and the extent to which org. image meet their
perceived needs.
Critical factor theory ? when a candidate unable to choose
an organisation because of limited contact, insufficient data
regarding the org.
REALISTIC JOB PREVIEW
Two technique for providing information about the organisation.
? Realistic job preview (RJP) ?provide complete job related
information both positive and negative .
? RJP can result in self selection process
? Job Compatibility questionnaire- developed to determine
whether an applicant?s preference for work match the
characteristic of the job
? Measures job factors related to performance, satisfaction ,
turnover and absenteeism
? ?Greater the compatibility between applicants preference for
job and characteristics of job perceived by jobseeker, Greater
the probability of employee effectiveness and longer the
tenure.
Job Factors under JCQ
? Task requirements
? Physical environment
? Peer characteristics
? Leadership characteristics
? Customer characteristics
? Compensation preferences
? Task variety
? Job autonomy
? Physical demands
? Work schedule
? Application pool: attract more candidates as to get the best
talents for the specific job.Applications are determined on
basis of:
? Organisation
? Kind of job
? Condition in the specific market
? Selection process: classifying applicants in order to hire those
who has more competent for the job.
? Evaluation and control: evaluation and control on over all
process help the company to get the best talent, reduce the
expenses etc..
Hiring policy
? The? process?of?finding?and? hiring?the?best-qualified?
candidate?(from?within?or?outside?of?an?organization)?for?a?
job?opening,?in?a?timely?and?cost?effective?manner.
Features:?
? The?policy?of?recruitment?should?be?compatible?with?the?
rules?and?regulations?of?government
? It?should?not?disregard?any?rules?made?for?other?
employees?working?in?the?company
? It?should?be?dynamic?and?forward-looking?to?attract?more?
talents?
? Job?securities?and?employee?development?programs
? Unbiased?and?offer?equal?opportunities?
? Flexible?to?change?
Nature of hiring
Regular hiring
? legal employment relationship
? Entitled to benefits
? Should cover minimum number of hours specified
? Legally entitled to pay,benefits and rights as workers
Benefits:
? Decreased worker turnover
? Improved worker satisfaction,morale and productivity
? Decreased costs for recruitment & hiring
? More loyal due to job security
? Boosts quality of products & services as employees improve over
time
? Afford a training and gives value for training costs.
Temporary hiring
? Temporary employment means hiring an employee for a
contracted period. These contract or temp workers fulfill all
the functions of regular employees and can help during
increases in demands, or when your full-timers take vacations
or go on maternity leave.
? scheduled to work minimum number of hours
perday,employed for atleast 3 months but less than one
year.
? Temporary or contractual staffing is a short term based
assignment , for which a talent is hired.
? This kind of a hiring decreases the liability of an organization ,
as these assignment may not include all the benefits which the
organization may offer its full time employees
Advantages:
? Less expensive
? Flexible
? Easy hire
? Generate the employment
Disadvantages:
? Lack of loyalty and motivation
? Inconsistency
? Collaboration issues
? wasted training
Full time hiring
? Is employment in which a person works a minimum
number of hours defined as such by his/her employer.
? Full-time employment?often comes with benefits that are
not typically offered to part-time, temporary, or flexible
workers, such as annual leave, sick leave, and health
insurance.
Advantages
? Full-time employees are the most likely to develop
company loyalty, and to feel a sense of ownership in the
business.
? Increase in productivity
? Develop good relationship
? Increase in the quality of ouput
? full-time employees provide a sense of security that
someone could manage things in their absence.
? Become highly skilled and familiar with your business
? Develop loyalty to your business
Disadvantage
? Costs
? It can be difficult to terminate employment if your needs
change or the employee is not working out as you
expected
? More complexity and risk to employer
? Maintain a regular cash flow to provide the salary on time
? Provide training and development activity which is time
consuming and costly
Part time hiring
? A part-time contract is a form of employment that carries
fewer hours per week than a full-time job
? Work for 30 or less hours per week.
? They work in shifts but remain on call while off duty and
during annual leave. The shifts are often rotational.
Workers are considered to be part-time if they
commonly work fewer than 30 hours per week.
advantages
? Less expensive
? Commit to set number of hours per week
? part-time employees typically do not qualify for company-
sponsored benefits.
? Flexibility
? Meets the demand
? Enthusiasm
? Availability
Disadvantages
? Higher absents rate
? Commitment to your business could be open to question
? ?need to work hard at developing their sense of belonging
? Increased risk in term of work place safety
? Administrative cost is high
? Quality issue
Apprentice hiring
? Apprenticeship is a combination of on-the-job training
(OJT) and related classroom instruction under the
supervision of a journey-level craft person or trade
professional in which workers learn the practical and
theoretical aspects of a highly skilled occupation
? Industry based learning system that combines on the
job experience with technical training to produce a
certified person.
? Agreement between a person who wants to learn a
skill an an employer who needs skilled worker
Apprentice hiring
? Data from the U.S. Department of Labor and the
Bureau of Labor Statistics, this is list of top jobs
that start with an apprenticeship:
? Elevator Installers and Repairers.
? Pile-Driver Operators.
? Plumbers, Pipefitters, and Steamfitters.
? Electricians.
? Structural Iron and Steel Workers.
? Mechanical Insulation Workers.
Apprentice option
? in house
? Job networks
? Recruitment agencies
? Recruitment websites
? Training institutes
ADVANTAGES
? Committed work force
? Bridging the skill gap
? Fresh perspective
? Improve bottom line
? Develop future work force
? Increase the loyalty
DISADVANTAGES:
? Risk
? Potential for mistake
? Required resource
Contractual hiring
? An employee who works under contract for an employer.
? A contract employee is hired for a specific job at a
specific rate of pay.
? Some employers prefer to hire contractual workers if
their workload fluctuates or if they want to test workers'
capabilities before hiring them permanently.?
? Contractual workers are often paid a lump sum upon
project completion, but some receive payments during
the course of the assignment.
Advantages
? Easy to change or remove the employee if he find un
productive
? Cost effective
? Very flexible
Disadvantages
? Lack of trust factors
? Inefficient and productivity is low
? Difficult to remove as there is agreement.
Outsourcing
? ?Recruitment Process Outsourcing is a form of business
process outsourcing (BPO) where an employer transfers
all or part of its recruitment processes to an external
service provider. An RPO provider can provide its own
or may assume the company's staff, technology,
methodologies and reporting.
? Properly managed RPO will improve a company?s time,
quality.
? The Recruitment Process Outsourcing Association
(RPOA) defines RPO as ?a form of business process
outsourcing where an employer transfers all or part of its
recruitment processes to an external provider.
Recruitment Process Outsourcing providers can manage
the entire recruiting/hiring process, or can manage one or
two aspects of the process, essentially serving as an
extension of the company?s human resources
department?.
Outsourcing Hiring
? Hiring an external provider to do the work that was previously does
internally
? When a provider acts as a company?s internal recruitment function
for a portion or all its jobs.
Why organisations opt RPO?
? Focus on Core competencies
? Lack of data or time to find for new talents
? The high cost involved
? Lack of quality in new hires
Advantages:
? Increases quality of the candidate pool
? Time saving to the company
? Provides verifiable metrics
? Reduces cost
? Improves government compliance
Disadvantage
? Little regulation of RPO
? Cost
? Lack of effectiveness
? Failure to deliver
? Engagement
? Employer branding
Problems of hiring
? Image of organisation
? Unattractive job
? Internal policies of the org.
? Rules and regulations
? Budgetary support
Existing post or new post to be created
? HR department?s work is not only to hire new employees.
? They should have a good employee relation with their current
employees .
? Recruit people within the organisation.
Creation of existing post:
Known as back filling or bench strength
Bench Strength?-- Definition: The competence and number of
employees ready to?fill?vacant leadership and other positions.?
Done through promotions
Steps to follow before setting up an effective internal posting:
1. Open Internal postings before searching for external
candidates
2. Provides clear rules of consideration
3. Follow up
Creating a new position:
? Set up a new position that has not existed in your work area
? Complete Job description-submission to HR
? Classification memo-supervisor
? Decision for selection-Internal or external
Factors:
How much to spend
How quickly positions to be filled
Careful consideration of organizational business environment
Cost Analysis in Hiring
Tangible costs:
Marketing and advertisement centres
Test materials
advertising (the time and consulting costs, writing, place and
print the ads), screening candidates, interviewing, testing,
training, orientation, new employee setup, travel expenses;
-intangible costs: Briefing consultants,less productivity for the
new employee, cost of rework for increased errors by the new
person, increased supervision to coach the new hire, cost to pay
experienced person to take on additional work during vacancy
period, lost productivity from stress of team during vacancy
period, the cost of reduced performance by the person learning,
the impact on employee
Major costs associated with recruitment
process
Cost of recruitment and replacement
1. Cost of time spent by personnel
2. Advertisement cost
3. Cost of travel
4. Medical examination
5. Administrative costs
Cost per hire= Cost of recruitment / no of recruitees
retained
? RECRUITMENT CYCLE TIME:
Time taken from commencement to completion of the recruitment
process
Measures such as:
? Clear job description
? Computerization of application blanks
? Screening procedures
Employee turnover:
Employee turnover?refers to the number or percentage of workers
who leave an organization and are replaced by new?employees
Direct costs: recruiting, training
Indirect costs: deterioration in motivation and morale
Turnover rate (%) = Number of separations/average number of
employees
? direct costs- administrative expenses, with ads included,
wages and fees to recruitment agencies, travel expenses, room
rental, medical examination costs, design costs jobs;
? indirect costs (adaptation)- costs of information, time of
learning to become fit for the job and personal contribution:
time and cost of integration of new employees, costs of
preparing the job description, personnel specification, time and
pay costs of interviewers, the cost of time spent on
administrative issues: placement announcements, collecting
records, screening applicants, arranging interviews, reference
checks, test administration, preparation ofemployment
contracts, registration of new employees for their payment,
the cost of low productivity of new employees until they reach
the level at which they become effective.
? Cost of training : is an on going event, to enhance the
employee skills and competence.
? It is difficult to effectiveness of training
? Cost of training per trainee: Training costs/ No. of
employees trained
? Cost of training per employee = Training cost / no. of
employees
? Training ratio = no. of trainings / no of employees
Methods of measuring cost benefits analyses
of recruitment
? Yield ratio - helps to determine which recruiting
method produce the most qualified applicants.
? Ratio is determined by calculating the percentage of
applicants from each recruiting source and then
compared.
? Cost of recruitment / hire- calculated by adding the
advertisement cost. i.e.. Cost of agency, incentives per
employees for referrals, divided by total of new hires.
? Quality of hire ? measure can provide with assessment
of the quality of the new employees being recruited.
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Hiring process and hiring decision
Chapter 2
Hiring / recruitment Process
? Recruitment?is the process of searching the candidates
for employment and stimulating them to apply for jobs in
the organisation.
? Hiring is the process of engaging the services of a person
either temporarily or permanently for a certain fee. It is
for the purpose of performing a certain job which is
specified before the employee is hired by a company.
Difference between Recruitment and Hiring
1) Recruitment is the process of looking for and attracting new
members or employees for a company or organization while
hiring is the process of finding and engaging the services of
the person that best suits the job.
2) .Recruitment is a long and tedious process involving several
personnel to select which candidate is best for the job while
hiring is done the moment the right employee is chosen
from among the many candidates.
3) Recruitment needs arise when there are changes in the
company such as retirements, deaths, accidents, or illnesses,
and hiring is part of the recruitment process.
4) Recruitment is the first step in the process of attracting and
finding new employees while hiring is the last step in the
process
Objectives
? Growth of the business
? Finding Skilled Employees
? Finding Employees Who Fit Your Culture
? It provides different opportunities to procure human
resource.
? Workplace Diversity
? It forecasts how many people will be required in the
company
? It enables the company to advertise itself and attract
talented people
Importance of hiring
? Determines present and future requirements
? Meets organisations obligations
? Without a core team of quality and effective employees it is
impossible for a business to stand apart, build a brand, and develop
a unique customer experience.
? Each person being hired brings something unique to the business and it?s
important to seek out those with the best qualities .?
Factors affecting hiring
Internal Factors
? Recruiting Policy
? HRP
? Size of the Organisation
? cost
? Growth and expansion
External Factors
? Supply and demand
? Unemployment rate
? Labour Market
? Political-social- Legal Considerations
? Image
Hiring process
Need
analyses
Job
analysis
Contacting
sources
Selection
process
Applicati
on pool
Identifying
recruitment
sources
Evaluation and control ? Needs analysis: Recruitments provide opportunities to
departments to align staff skill sets to initiatives and goals,
and for departmental and individual growth. Proper
planning and evaluation of the need will lead to hiring the
right person for the role and team
? An organisational strategic plan can be used as an input
for recruitment assessment process
? Job analysis: JA is a foundation of for all hiring decision. It
provide inputs in 2 ways;
Job specification
Jon description
Responsibilities in need analysis
? The productivity level of the department or company
should not be compromised
? Budget to be allocated and approved
? Appropriate training materials, physical assets to be
available for new employee to be productive on their first
day.
? A mentor or manager is available for training
? Identifying recruitment sources: Identify the various
sources such as internal sources, external sources to
attract the potential talents
? Contacting sources: Recruitment is two way procedures
and includes two parties.
Objective factor theory ? an individual choose a job by
ranking and evaluating a limited number of clearly measurable
feature of each job offer
Subjective factors- individual select a position on the basis
of what they perceived their personal and emotional needs
to be and the extent to which org. image meet their
perceived needs.
Critical factor theory ? when a candidate unable to choose
an organisation because of limited contact, insufficient data
regarding the org.
REALISTIC JOB PREVIEW
Two technique for providing information about the organisation.
? Realistic job preview (RJP) ?provide complete job related
information both positive and negative .
? RJP can result in self selection process
? Job Compatibility questionnaire- developed to determine
whether an applicant?s preference for work match the
characteristic of the job
? Measures job factors related to performance, satisfaction ,
turnover and absenteeism
? ?Greater the compatibility between applicants preference for
job and characteristics of job perceived by jobseeker, Greater
the probability of employee effectiveness and longer the
tenure.
Job Factors under JCQ
? Task requirements
? Physical environment
? Peer characteristics
? Leadership characteristics
? Customer characteristics
? Compensation preferences
? Task variety
? Job autonomy
? Physical demands
? Work schedule
? Application pool: attract more candidates as to get the best
talents for the specific job.Applications are determined on
basis of:
? Organisation
? Kind of job
? Condition in the specific market
? Selection process: classifying applicants in order to hire those
who has more competent for the job.
? Evaluation and control: evaluation and control on over all
process help the company to get the best talent, reduce the
expenses etc..
Hiring policy
? The? process?of?finding?and? hiring?the?best-qualified?
candidate?(from?within?or?outside?of?an?organization)?for?a?
job?opening,?in?a?timely?and?cost?effective?manner.
Features:?
? The?policy?of?recruitment?should?be?compatible?with?the?
rules?and?regulations?of?government
? It?should?not?disregard?any?rules?made?for?other?
employees?working?in?the?company
? It?should?be?dynamic?and?forward-looking?to?attract?more?
talents?
? Job?securities?and?employee?development?programs
? Unbiased?and?offer?equal?opportunities?
? Flexible?to?change?
Nature of hiring
Regular hiring
? legal employment relationship
? Entitled to benefits
? Should cover minimum number of hours specified
? Legally entitled to pay,benefits and rights as workers
Benefits:
? Decreased worker turnover
? Improved worker satisfaction,morale and productivity
? Decreased costs for recruitment & hiring
? More loyal due to job security
? Boosts quality of products & services as employees improve over
time
? Afford a training and gives value for training costs.
Temporary hiring
? Temporary employment means hiring an employee for a
contracted period. These contract or temp workers fulfill all
the functions of regular employees and can help during
increases in demands, or when your full-timers take vacations
or go on maternity leave.
? scheduled to work minimum number of hours
perday,employed for atleast 3 months but less than one
year.
? Temporary or contractual staffing is a short term based
assignment , for which a talent is hired.
? This kind of a hiring decreases the liability of an organization ,
as these assignment may not include all the benefits which the
organization may offer its full time employees
Advantages:
? Less expensive
? Flexible
? Easy hire
? Generate the employment
Disadvantages:
? Lack of loyalty and motivation
? Inconsistency
? Collaboration issues
? wasted training
Full time hiring
? Is employment in which a person works a minimum
number of hours defined as such by his/her employer.
? Full-time employment?often comes with benefits that are
not typically offered to part-time, temporary, or flexible
workers, such as annual leave, sick leave, and health
insurance.
Advantages
? Full-time employees are the most likely to develop
company loyalty, and to feel a sense of ownership in the
business.
? Increase in productivity
? Develop good relationship
? Increase in the quality of ouput
? full-time employees provide a sense of security that
someone could manage things in their absence.
? Become highly skilled and familiar with your business
? Develop loyalty to your business
Disadvantage
? Costs
? It can be difficult to terminate employment if your needs
change or the employee is not working out as you
expected
? More complexity and risk to employer
? Maintain a regular cash flow to provide the salary on time
? Provide training and development activity which is time
consuming and costly
Part time hiring
? A part-time contract is a form of employment that carries
fewer hours per week than a full-time job
? Work for 30 or less hours per week.
? They work in shifts but remain on call while off duty and
during annual leave. The shifts are often rotational.
Workers are considered to be part-time if they
commonly work fewer than 30 hours per week.
advantages
? Less expensive
? Commit to set number of hours per week
? part-time employees typically do not qualify for company-
sponsored benefits.
? Flexibility
? Meets the demand
? Enthusiasm
? Availability
Disadvantages
? Higher absents rate
? Commitment to your business could be open to question
? ?need to work hard at developing their sense of belonging
? Increased risk in term of work place safety
? Administrative cost is high
? Quality issue
Apprentice hiring
? Apprenticeship is a combination of on-the-job training
(OJT) and related classroom instruction under the
supervision of a journey-level craft person or trade
professional in which workers learn the practical and
theoretical aspects of a highly skilled occupation
? Industry based learning system that combines on the
job experience with technical training to produce a
certified person.
? Agreement between a person who wants to learn a
skill an an employer who needs skilled worker
Apprentice hiring
? Data from the U.S. Department of Labor and the
Bureau of Labor Statistics, this is list of top jobs
that start with an apprenticeship:
? Elevator Installers and Repairers.
? Pile-Driver Operators.
? Plumbers, Pipefitters, and Steamfitters.
? Electricians.
? Structural Iron and Steel Workers.
? Mechanical Insulation Workers.
Apprentice option
? in house
? Job networks
? Recruitment agencies
? Recruitment websites
? Training institutes
ADVANTAGES
? Committed work force
? Bridging the skill gap
? Fresh perspective
? Improve bottom line
? Develop future work force
? Increase the loyalty
DISADVANTAGES:
? Risk
? Potential for mistake
? Required resource
Contractual hiring
? An employee who works under contract for an employer.
? A contract employee is hired for a specific job at a
specific rate of pay.
? Some employers prefer to hire contractual workers if
their workload fluctuates or if they want to test workers'
capabilities before hiring them permanently.?
? Contractual workers are often paid a lump sum upon
project completion, but some receive payments during
the course of the assignment.
Advantages
? Easy to change or remove the employee if he find un
productive
? Cost effective
? Very flexible
Disadvantages
? Lack of trust factors
? Inefficient and productivity is low
? Difficult to remove as there is agreement.
Outsourcing
? ?Recruitment Process Outsourcing is a form of business
process outsourcing (BPO) where an employer transfers
all or part of its recruitment processes to an external
service provider. An RPO provider can provide its own
or may assume the company's staff, technology,
methodologies and reporting.
? Properly managed RPO will improve a company?s time,
quality.
? The Recruitment Process Outsourcing Association
(RPOA) defines RPO as ?a form of business process
outsourcing where an employer transfers all or part of its
recruitment processes to an external provider.
Recruitment Process Outsourcing providers can manage
the entire recruiting/hiring process, or can manage one or
two aspects of the process, essentially serving as an
extension of the company?s human resources
department?.
Outsourcing Hiring
? Hiring an external provider to do the work that was previously does
internally
? When a provider acts as a company?s internal recruitment function
for a portion or all its jobs.
Why organisations opt RPO?
? Focus on Core competencies
? Lack of data or time to find for new talents
? The high cost involved
? Lack of quality in new hires
Advantages:
? Increases quality of the candidate pool
? Time saving to the company
? Provides verifiable metrics
? Reduces cost
? Improves government compliance
Disadvantage
? Little regulation of RPO
? Cost
? Lack of effectiveness
? Failure to deliver
? Engagement
? Employer branding
Problems of hiring
? Image of organisation
? Unattractive job
? Internal policies of the org.
? Rules and regulations
? Budgetary support
Existing post or new post to be created
? HR department?s work is not only to hire new employees.
? They should have a good employee relation with their current
employees .
? Recruit people within the organisation.
Creation of existing post:
Known as back filling or bench strength
Bench Strength?-- Definition: The competence and number of
employees ready to?fill?vacant leadership and other positions.?
Done through promotions
Steps to follow before setting up an effective internal posting:
1. Open Internal postings before searching for external
candidates
2. Provides clear rules of consideration
3. Follow up
Creating a new position:
? Set up a new position that has not existed in your work area
? Complete Job description-submission to HR
? Classification memo-supervisor
? Decision for selection-Internal or external
Factors:
How much to spend
How quickly positions to be filled
Careful consideration of organizational business environment
Cost Analysis in Hiring
Tangible costs:
Marketing and advertisement centres
Test materials
advertising (the time and consulting costs, writing, place and
print the ads), screening candidates, interviewing, testing,
training, orientation, new employee setup, travel expenses;
-intangible costs: Briefing consultants,less productivity for the
new employee, cost of rework for increased errors by the new
person, increased supervision to coach the new hire, cost to pay
experienced person to take on additional work during vacancy
period, lost productivity from stress of team during vacancy
period, the cost of reduced performance by the person learning,
the impact on employee
Major costs associated with recruitment
process
Cost of recruitment and replacement
1. Cost of time spent by personnel
2. Advertisement cost
3. Cost of travel
4. Medical examination
5. Administrative costs
Cost per hire= Cost of recruitment / no of recruitees
retained
? RECRUITMENT CYCLE TIME:
Time taken from commencement to completion of the recruitment
process
Measures such as:
? Clear job description
? Computerization of application blanks
? Screening procedures
Employee turnover:
Employee turnover?refers to the number or percentage of workers
who leave an organization and are replaced by new?employees
Direct costs: recruiting, training
Indirect costs: deterioration in motivation and morale
Turnover rate (%) = Number of separations/average number of
employees
? direct costs- administrative expenses, with ads included,
wages and fees to recruitment agencies, travel expenses, room
rental, medical examination costs, design costs jobs;
? indirect costs (adaptation)- costs of information, time of
learning to become fit for the job and personal contribution:
time and cost of integration of new employees, costs of
preparing the job description, personnel specification, time and
pay costs of interviewers, the cost of time spent on
administrative issues: placement announcements, collecting
records, screening applicants, arranging interviews, reference
checks, test administration, preparation ofemployment
contracts, registration of new employees for their payment,
the cost of low productivity of new employees until they reach
the level at which they become effective.
? Cost of training : is an on going event, to enhance the
employee skills and competence.
? It is difficult to effectiveness of training
? Cost of training per trainee: Training costs/ No. of
employees trained
? Cost of training per employee = Training cost / no. of
employees
? Training ratio = no. of trainings / no of employees
Methods of measuring cost benefits analyses
of recruitment
? Yield ratio - helps to determine which recruiting
method produce the most qualified applicants.
? Ratio is determined by calculating the percentage of
applicants from each recruiting source and then
compared.
? Cost of recruitment / hire- calculated by adding the
advertisement cost. i.e.. Cost of agency, incentives per
employees for referrals, divided by total of new hires.
? Quality of hire ? measure can provide with assessment
of the quality of the new employees being recruited.
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This post was last modified on 18 February 2020