Susana Rosario B. Perlas, MD, FPOGS

1. Definition 2. Strategic recruiting components 3. Components of Labor Market 4. Strategic recruiting decision 5. Sources of recruitment 6. Stages of recruitment 7. Competency based VS job description 8. Recruiting Measurement Areas

At the end of the report, we’ll be able to:

RECRUITMENT Strategic process that connects

candidates who need what you have to offer and who possess the skills and aptitude to accomplish your goals and objectives

Ranulfo Payos, Human Resource Management from the Practioner’s Point of View

Activity concerned with searching and attracting qualified applicants for positions that are vacant or will be vacant

Integrative

Recruiting

Success

Labor Markets

Recruiting Responsibil

ities and Goals

Recruiting Sources, including Internet

Strategic Recruiting Components

Labor Force Population

Applicant Population

Applicant PoolIndividually

Selected

Components of Labor Market

Industry & Occupational Labor Market

Educational & Technical Labor Market

Geographic Labor Market

Global Labor Market

Different Labor Market

1. Recruiting presence and imageA . PresenceB. Branding or image2. Organization based VS Outsource

Recruiting3. Regular VS Flexible staffing

Strategic Recruiting Decision

1. External SourcesA. AdvertisingB. Employment AgenciesC. Campus RecruitingD. Executive Search FirmE. Professional OrganizationF. Walk in ApplicantsG. Electronic Recruiting

Sources of Recruitment

1. New sources bring new perspectives

2. Training new hires may be cheaper and faster.

3. New hires may bring new industry insights and expertise.

4. New hires are likely to have fewer internal political supporters in the firm.

Advantages of External Recruiting

Disadvantages of External Recruiting

1. The firm may not select someone who will fit well with the job and the organization.

2. The process may cause morale problems for internal candidates not selected.

3. New employees may require longer adjustment periods as well as orientation efforts.

2. Internal SourcesA. Organizational databasesB. Job postingsC. Promotions and transferD. Current employee referralsE. Rerecruiting of former employees and

applicants

Sources of Recruitment

1. The morale of a promotee is usually high.

2. The firm can better assess a candidate’s abilities due to prior work actions.

3. Recruiting costs are lower for some jobs.

4. The process is a motivator for good performances by employees.

5. The process can aid succession planning, future promotions and career development.

6. The firm may have to hire only at the entry level and then move employees up based on experience and performance.

Advantages of Internal Sources

Disadvantages of Internal Sources

1. “Inbreeding” of employees may result in a less diverse workforce as well as a lack of new ideas.

2. Those persons not promoted may experience morale problems.

3. Employees may engage in “political” infighting for promotions.

4. A development program often is needed to transfer employees into supervisory and management jobs.

5. Some managers may resist having employees promoted into their departments.

Preparation of the HR plan

Keeping contact

with recruitme

nt sources inside and

outside the

organization.

Manager notifies

HR department about

a job opening

that needs to be filled.

The recruitment officer and the

manager review the job

description and job specification of the job to be

filled.

Internal sources

are checked.

External sources

are contacte

d.Candidat

es are selected

Evaluation of the

effectiveness of the recruitment efforts.

Stages of RecruitmentSTART

END

Competency based VS Job description

Recruiting Measurement Areas

Recruiting Measureme

nt Metric Areas

Recruits: Quantity

and quality

Time to fill openings

Success base rates

Process metrics yield

ratios; selection

rates, acceptance

rates

Recruitment

satisfaction analysis

Costs per recruiting method

1. Use evaluation data to target different applicant pool

2. Tap broader labor markets3. Change recruiting methods4. Improve internal handling and

interviewing applicants5. Train recruiter and managers

Increasing recruiting effectiveness

1. Definition of recruitment 2. Strategic recruiting components 3. Components of Labor Market 4. Strategic recruiting decision 5. Sources of recruitment 6. Stages of recruitment 7. Competency based VS job description 8. Recruiting Measurement Areas

In summary:

Thank you