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Recruitments

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Definition Process of seeking and attracting a pool of people from which qualified candidates for job vacancies can be chosen Process of seeking and attracting a pool of people from which qualified candidates for job vacancies can be chosen

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Edward B Flippo: Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation

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Meaning Recruitment is the activity that links the employers and the job seekers Recruitment is the activity that links the employers and the job seekers A process of finding and attracting capable applicants for employment A process of finding and attracting capable applicants for employment

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Relation between job Analysis, HRP, & Recruitment JOB ANALYSIS HUMAN RESOURCE PLANNING JOB DESCRIPTION RECRUITMENT SELECTION Nature and Requirements of specific jobs Number of specific jobs to be filled Sources ? Pool of qualified candidates

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Job Analysis gives the nature and requirements of jobs Hrp determines the specific number of jobs to be filled Recruitment provides a pool of people qualified to fill these vacancies

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PERSONNEL REQUISITION FORM Describes the reason for the need to hire a new person and the requirements of the job Describes the reason for the need to hire a new person and the requirements of the job

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SOURCES OF RECRUITMENT INTERNAL INTERNAL EXTERNAL EXTERNAL

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INTERNAL SOURCES TRANSFERS PROMOTIONS UPGRADING DEMOTION

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RETIRED EMPLOYEES RETRENCHED EMPLOYEES DEPENDENTS AND RELATIVES OF THE DECEASED

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EXTERNAL SOURCES ADVERTISING ADVERTISING -MEDIA (PRINT AND BROADCAST) EMPLOYMENT AGENCIES EMPLOYMENT AGENCIES PLACEMENT AGENCIES PLACEMENT AGENCIES

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CAMPUS RECRUITMENTS CAMPUS RECRUITMENTS EMPLOYEE REFERRALS EMPLOYEE REFERRALS WALK-INS OR UNSOLICITED APPLICATIONS WALK-INS OR UNSOLICITED APPLICATIONS INTERNET RECRUITING INTERNET RECRUITING

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Personnel Requisition Form Detailed information on recruiting new employees is in Procedures 2100. Complete, print, sign and forward this form to the DIVISION OF HUMAN RESOURCES, EMPLOYMENT DEPARTMENT. For more information contact employment@mdc.edu. TO BE COMPLETED BY DEPARTMENT: Full Time Job Group Essential Position for Emergency Purposes Pay Grade: Job Code-Job Title (FLSA); Minimum; Midpoint Part Time Job Group Essential Position for Emergency Purposes Job Code-Job Title (FLSA); Minimum - Maximum Working Title: Department: Days/Hours of Work: Org Unit: Qual: GLC Code:

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Refer Applicants to: Room #: Phone #: Status: Give Dates if Temporary: From: To: Campus: District: New Position Line #: Position #: Replacement for: MDID #: Desired Appointment Date: Reason for Incumbent leaving: Date: If Grant Funded Position/Give C.P.N.#: ON-LINE APPLICANT TRACKING ACCESS DELEGATION (Full-Time Positions Only) Access Delegator: Committee Member: Hiring Manager: Committee Chair: POSITION REQUIREMENTS: EXISTING Yes No - Attach approved job description

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If job description already exists, and you would like to add to the description, enter the information below. * New positions - Please complete a Job Description Questionnaire and submit to the Compensation department at hrcompensation@mdc.edu for review and approval, two weeks prior to posting.

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POSTING INFORMATION: INTERNAL EXTERNAL Recruitment Source Desired: For Other, Please specify: SIGNED: PRINT NAME: (Hiring Supervisor) DATE: APPROVED: PRINT NAME: (Provost/Vice Provost or Designee/Campus President or Dean) DATE: FOR HUMAN RESOURCES USE ONLY

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Pos #: ________________ Qual: _________________ GLC Code: ____________ Calendar: _____________ Job Class Code: ________ Pay Grade: ____________ _____ Upgrade _____ Downgrade Position Title: _____________________________________________ HR Approval: __________________________________________________________ _ Date: ________________ Employment Use: Date Posted: __________________ Reposted: __________________ Position ID #: ________________________ Advertising Dates: Printed Media: _________________ Websites: ___________________ Other Publication: _____________________ FOR BUDGET USE ONLY Funding Source: ____________________________________ Fund: _____________________ Status: _____ Temporary _

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INTERNAL SOURCES: ADVANTAGES Company has better knowledge of strengths and weaknesses of job candidate Company has better knowledge of strengths and weaknesses of job candidate Job candidate has a better knowledge of the company Job candidate has a better knowledge of the company Morale and motivation of the employees are improved Morale and motivation of the employees are improved cheaper cheaper

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INTERNAL SOURCES: DISADVANTAGES People might not be able to handle the new position and may not be successful in the new job People might not be able to handle the new position and may not be successful in the new job Inside fighting among internal candidates may affect morale Inside fighting among internal candidates may affect morale Inbreeding can stop new ideas and innovation Inbreeding can stop new ideas and innovation

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EXTERNAL : ADVANTAGES Talent pool is much larger New ideas and fresh insights can be brought in the company More unbiased and fair

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EXTERNAL : DISADVANTAGES More expensive Adjustment or orientation time of new employee is more Morale and political problems can develop among employees inside the company who missed out the position

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REALISTIC JOB PREVIEWS A METHOD OF PROVIDING COMPLETE JOB INFORMATION BOTH POSITIVE AND NEGATIVE ASPECTS ----TO THE JOB APPLICANT

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AN EXAMPLE JOB OF SALES EXECUTIVE JOB PROBILE: MBA, WITH 3 YEARS OF EXPERIENCE ATTRACTIVE SALARY, PERKS AND FACILITIES FAMILY MEDICAL AND OTHER FACILITIES -JOB WILL INCLUDE 40% OF TOURING -ABILITY TO TAKE HIGH PRESSURE -LONG WORK HOURS

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ORGANIZATIONAL INDUCEMENTS POSITIVE FEATURES AND BENEFITS OFFERED BY THE ORGANIZATION TO ATTRACT JOB APPLICANTS