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Human Resource
                    Management (HRM)
                                         Recruitment Process for
                                    Bedazzled enterprise Limited
                                             December 2010
                                           Group Presentation




Lecturer: Mr. Tom Downey
Group Members: Stream – 2 Syndicate 13

o   Muzni Miftha    - 2010005729
o   Kawaljit Kaur - 2010005104
o   Aditi Shreshtha - 2010004267
o   Sweta James - 2010005112
o   Jasprit Kaur    - 2010005796
What is Recruitment?

“Recruitment is the war of talents says McKinsey & Company” finding the right talent will be very challenging for
enterprises.

Recruitment is all about attracting more applicants in to the gene pool performing some kind of a filtration process and
selecting the right person(s) with right qualifications and aspirations in to the organisation.

Globalization of knowledge has increased the strength of recruitment and internet has transformed the traditional human
resource practices in to a new era.

There are 3 things prepared by our HR department for a job role and the applicants generally should match the following
main 3 categories before he/she apply for the Job.

 Job Analysis (JA)

 Job Description (JD)

Person Specification (PS)

Every organisation small or big will carry out this process and every organisation will have a recruitment policy which is to
make sure the recruitment process will be performed systematically and the recruited employees all of these should be
matched and linked with the overall organisation goal/strategy.



                         Purpose of recruitment

                         The general purpose of recruitment to

                          provide the organisation with a pool of aspirants from which to select people to fill specific position
                         and not only that but also

                         To attract ad engage people it needs to achieve its overall organisational objectives

                          Build positive impression of the recruitment process

                          Recruit right people who will fit in to organisations culture and contribute to the organisations
                         goals
Job Analysis (JA)

Job analysis is the foundation for almost all HRM
activities and it is linked to all the activities.
                                                              Example:
“Is a process of gathering, assessing and recording
information”                                                                                     Job Analysis
                                                                                             Production Assistant
Things to remember when carrying out JA
                                                              Job specification of Production Assistant include job requirements:
 That the job description and person specification
                                                              1. Professional certificate or a Diploma in production is an advantage.
is matching and accurate
                                                              2. Good knowledge of regulatory requirements, housekeeping, health and
 Remember focus of the job analysis is the job               safety.
itself not the person doing the job.
                                                              3. 3 to 5 years plus experience in a similar capacity is an advantage.
 Job analysis provides a foundation for many HR
activities, including                                         4. Excellent interpersonal and communication skills and ability to liaise with
                                                              various support groups.
 Writing job descriptions and person profiles for
                                                              5. Able to perform stamping die adjustment and troubleshooting.
recruitment and selection;
                                                              6. Willing to take up challenge, mature and independent character.
 Defining job responsibilities and performance
criteria for performance planning                             7. Able to work overtime and under pressure, good written and
                                                              communication skills.
 Designing training and development programmes
                                                              8. Previous experience of people-management and demonstrated ability in
                             T. Downey, (HRM: Nov. 2010)      people motivation, organizing and team building is required.

                                                              9. Solid record of attention to detail and strict adherence to procedures.

                                                              10. Suitable candidates must be open to working shifts
Different ways of conducting a Job Analysis
                                                                         source: http://www.humanresources.hrvinet.com/production-supervisor-job-specification/

Interviews
Questionnaires
checklists
observation
technical conferences


                               Rudman, JA checklist (p.254)
Job Description (JD)

As the heading says the brief detail
about the job itself what need to be       Example:
performed not the job holder.
                                                                                JOB DESCRIPTION
                                                                            Bedazzeled Production Worker
It specifies
                                       DIVISION: Manufacturing                               JOB TITLE: Production Worker
The general descriptive of around      JOB NUMBER:INNNB6700
the job                                REPORTS TO: Supervisor/ Manager
The responsibilities                   JOB PURPOSE: To perform a variety of operational functions that constitutes the production,
whom to report                         inspection and distribution of products or services for commercial customers.
where to perform
what to perform                        ESSENTIAL DUTIES AND RESPONSIBILITIES
Remuneration                           • Performs assignments in accordance with established safety policies and procedures.
work hours, etc.
                                       • Adheres to the Quality Policy, including all items assigned to this position in accordance with ISO
 Job description should be simple     policies.

                                       • Complies with the work rules and standards set forth in the Production Worker Handbook.
 Job description should not
overstate or exaggerate                • Refers to work order or procedural instructions appropriate for each job, function or assignment
                                       before commencing work.
 Job description should be            • Maintains good housekeeping and clean work areas in assigned work sites.
produced jointly and agreed            • Assures that all work assigned to position is performed in accordance with specifications, instructions
                                       and requirements.

                                       •Demonstrates ability to meet production standards on specific assignments within a reasonable time,
                                       depending on the degree of difficulty of their job functions.

                                       QUALIFICATIONS

                                       Experience, Competencies and Education
                                       Must possess an education or experience level that permits the employee to effectively communicate
                                       and perform duties, assignments and responsibilities of the job.

                                       Language Skills
                                       Ability to read, analyze and interpret the most documents relating to the job, function or assignment.

                                       Reasoning Ability
                                       Ability to make decisions when identifying in-process problems. Ability to deal with a variety of job
                                       assignments and meet targets.

                                       Salary: $15.00 - $20.00 Hourly Depend On Experience (Mon - Fri)
Example:

                                                                  Production Manager

Person Specification (PS)

PS is a statement of skills, knowledge
and attitudes needed to effectively
perform a job and together with any
specific qualifications, experience or
other job related attributes which a
person might reasonably expected
before appointed for a position.

Example:

Typing skill – 60 words per minute

Computer literacy – good in Microsoft
Office Application (Word, Excel, Power
Point, Access)

Having Clean heavy truck and forklift
Driving licence will be an advantage


        Rudman, Person Profile, (p.252)




                                                     Source: http://www.alt.ac.uk/docs/projects_manager_web_info_may2006.pdf
Recruitment policy for Bedazzled Enterprise Limited



Introduction

In order to avoid child labour it is compulsory that applicant should have reached 16 year s old at the time of
application

It is a compulsory requirement that employees follow & obey these recruitment guidelines and follow the steps
in recruiting new employees or in processing the internal applicants.

Every application processed by the HR department should match the Job Description, Job Specification and
Person Specification created for each vacancies.

Every recruitment process should be carried out following these policies.

Every applicant should be local resident of the job vacant country or should hold a legal work permit.


Ensure Equal opportunity

According to the Human Rights Act 1993 we make sure that we treat with respect every single applicant and
employees.

We treat everybody equally and promote equal opportunity despite the age, sex, race, colour, religion, social
status or wealth.

We want be biased under any circumstances to anyone

We prohibit discrimination in employments and take serious action again discriminators and in the worst case they
could be sacked under the Human Rights Act 1993

Procedure

The line manager/operation manger should identify the job need, write the job description and should submit
to the Human Resource manager.

       The Human resource department will carefully prepare the Job description, Job specification and
       person specification, the company and the Terms & condition of the employment and the remuneration.
Policies continued..

Human Resource department will get the approval from the Administration department and if necessary from
the board of directors.


HR Department will Consider the most suitable way of obtaining the right candidate. The common methods
we will follow are


Internal

   Employees should have been in the current position minimum for 12 months
   Internal advert within the company notice boards and intranet
   Discuss in minutes of meeting
   Examination of previous application on file or the company database


External (we will use all the possible channels to widen the gene pool)

   Advert within the job centre
   Advert in the local and national press
   Advert in the monthly technical or professional journals
   Adverts in the Internet, Social media, or in our own career website


Probation period

We have assigned a probation period for 6 months for employee we recruit. This is to make sure further that
the candidate is fitting in to our culture and contributing to our organizations goals.

We will analyse the employee’s performance after 1st 3 months following with the training and we analyse again on
2nd 3 months and we will keep the employee if he/she is performing to our minimum contribution level and we may
dismiss the employee if the contribution is below the considerable level.




                                                                  Source: http://www.human-resource-solutions.co.uk
Recruitment process (the
Job Applications
                   hopper)


                   Recruitment process is all about widening the
                   gene pool or attracting more applicants in to the
                   hopper .

                   The diagram below will give you a brief idea of
                   the process which is being followed by most of
                   the enterprises.




                                                  Designed by: Muzni
Recruitment Sources and Method of Recruiting



                           Recruitment Sources




Internal Recruitment                             External Recruitment

Methods                                          Methods

Transfers                                        Graduate Programmes
Promotions                                       Media Advertisement
Demotion                                         Job agencies / Outsourcing
Upgrading                                        Employment Exchanges
Retired Employees                                Labour Contractors
                                                 Employee Referrals
                                                 Recruitment open days
                                                 Personal Recommendation
                                                 Internships
Internal Recruitment                                             External Recruitment
           Pros                             Cons                            Pros                             Cons
                                                                Fresh blood provides fresh        External recruitment is
It is a lot cheaper               IR doesn’t bring new          innovative ideas and              expensive and takes a lot
Organisations will save           knowledge, skills or          talents                           of energy and time of the
huge amount of time,              competencies in to the                                          HRM Department to
money and energy in               enterprise.                                                     handle all the job
terms of advertising,                                                                             candidates in the selection
recruitment, selection and                                                                        process.
induction process.
                                                                Brings good knowledge’s           HR department can be
                                                                from the previous company         scrutinised or criticised
                                                                which we might not have           badly if the new recruit
                                                                                                  didn’t fit the organisation
Offers good opportunities         Failure could de-promote
for current staffs to             you to the previous           organization can select the
progress further in their         position                      best candidate, who fulfils
careers                                                         the requirements and suits
                                                                the organization best
Possibility of failure want       As the position increases
be a big issue for the            the amount of negative
                                                                Increase diversity
organisation                      impacts can be higher
                                  (can take legal actions)
                                                                Can increase the
                                                                popularity of the
                                                                organisation in the job
Internal applicants               Managers might not back       market
abilities and skills are well     up or they fail to identify   Being specialised in the
known                             the skills of current         relevant skill could straight
                                  employees.                    away contribute to the
                                                                overall organisations goal.


                                                                Very less harm for refusal
                                                                or rejection of the
                                                                application
                                                                                                 Source: http://www.helium.com/
Most common job advertisement methods
                                                       Career pages on company websites
                                                       Telecome.co.nz
Newspaper advertisements
 Southlandtimes.co.nz           Job Posters/ Banners




                                                                 Subscribe in Job Portals
                                                                 Seek.co.nz, trademe.co.nz

Recruitment advertising videos

HireClix - Interactive Recruitment
Marketing



Social Recruiting - Is Your Company
Using the Power That Is Social
Media.mp4
Why Recruitment is so Important ?


Recruitment is vital

 In order to attract and choose people who can do their job well

 create good organizational citizens and to engage people in to achieve its overall organisational goals.

 It also plays significant part in building team players and shaping, maintaining and organisation of employees to fit in to
organisations culture.

              How bad recruitment can affect overall performance

              Poor decision at the recruitment stage and failure to have this process correctly and accurately could cause
              you a lot of grief and potentially be very damaging for years to your enterprise and will eventually affect our
              overall organizational goal. The average calculated cost of this loss is 15,000 NZD.
Wrong person in your organisation may
cause the business following costs:


 Advertising cost

 Administrative costs to process the candidate

 Interview costs

 Manager's time (a significant amount of time away from
their normal duties)

 Lost opportunities (eg incomplete projects, disruption)   Approximate
 Training and development                                  Cost $15,000
 Turnover                                                      NZD
 Low morale amongst existing staff

 Existing staff may lose motivation

 Occupational Health and Safety (OHS) related costs (eg
staff not being able to cope with the demands of a
particular role)


             Source: https://fac.dhs.vic.gov.au/home.aspx
Recruitment Styles in Few Countries

Indian Recruitment process

Mainly from Job Agencies (Placementindia.com, Monsterjobs.com, manpowerindia.net)

The job recruitment agencies in India involves identifying those posts, preparing the job description
and person specification, advertising, management of the response, the prequalification
process, organizing meetings, conducting interviews, making decisions, the appointment and action.


Most recruitment agencies in India follow these stages in the recruitment process, which are
essentially short list of application, preliminary assessment, written test to judge the work efficiency
of the applicant and final interview and selection.




                           Chinese recruitment process

                           Recruitment in China is now more systematic than few decades ago


                                   Involving diverse channels (Internet, Job agencies)

                                    Including newspaper advertising

                                   Headhunting

                                    Visits to universities

                                   Internal appointments


                           as one of the highest populated country in the world the most common way of recruitment in
                           China specially in manufacturing plants and major factories are just but word of mouth or
                           referrals by friends or family members.
New Zealand Recruitment Process

Some major companies for example banks follow following recruitment processes

           In house Advertising                            Employee referrals



           Graduate Programmes (warehouse, Telecom)        Recruitment Agencies (Alliance & SPM meat factories)



           Executive search consultants (for specialised   Other Media Advertising (TV, Radio, Social Media,
           roles)                                          Internet)



      However each and every company has their own strategy of recruitment

      For example:
      Telecom New Zealand

      •When choosing people for the Leadership Development Programme we use a mix of CV and application review,
      •Ability and personality testing,
      •Some phone and face-to-face interviews, and a
      •Handful of tasks and discussions on assessment days
      •It's a robust process that allows us to look at people in many different circumstances

                                                                                                  Source: http://www.telecom.co.nz/




Best Recruiting video Tips (Worth Watching.. !)

http://www.youtube.com/watch?v=vP8tgGScmNY&NR=1

http://www.youtube.com/watch?v=tZmI4ZsNogQ&feature=related
Bedazzled Enterprise Limited - Our best practice of recruitment Flow Chart


                                                                               I’ve got 10
                                                                                 years of
                                                                             industry skills




                                                 What Skills
                                                  do you
                                                  have..!




                                                                               Designed by: Muzni
Recruitment issues and problems we have


 Maintaining the equal opportunity throughout the process of recruitment including in the job advertisement

 Lack of English knowledge among many Chinese employees could cause miss interpretations

Finding the right talent and suitable person(s) to the organisation

 Maintaining the confidentiality and privacy of the applicants by the enterprise at all times during the
recruitment process

 Protecting the huge amount of data and storage in our system

 We might not be able to make the recruitment process fast if we get a huge amount of applications and
employees might secure jobs elsewhere by the time we call for interviews.




                      Conclusion


                      If there's a position vacant the HR Department should identify and design the Job Description, Job
                      Specification and Person Specification.

                      The person applying for the job and the HR department should comply/match with these three vital
                      concepts before hiring the right employee.

                      The employee hired should contribute to the overall organisations goals/strategy and if the HR
                      department failed to hire the right person the organisation could have serious implications and could
                      cause possible long term big damages to organisation.


                       And it has been calculated that hiring a wrong employee could cause about NZD 15,000 for
                      organisations.
References:

  Source            Author/ website                        Title/ Link                           Remarks


  Text Book


  Tutors notes      GBE805 Human Resource                  Postgraduate Diploma in Business
                    Management in Innovation , Tom         Enterprise, Southern Institute of
                    Downey                                 Technology, Invercargill

  Website           Department of Human Services,          https://fac.dhs.vic.gov.au/home.asp   Retrieved on: 29th Nov 2010
                    What is recruitment?                   x?TabID=content&type=4&contentID
                                                           =4259



  Website           Pros and cons of external recruiting   http://www.helium.com/items/17486     Retrieved on   1st Dec 2010
                                                           09-pros-and-cons-of-external-
                                                           recruiting

  Website           Importance of recruitment              http://recruitment.naukrihub.com/im   Retrieved on   1st Dec 2010
                                                           portance-of-recruitment.html


  Website           recruitment                            http://www.human-resource-            Retrieved on   1st Dec 2010
                                                           solutions.co.uk/Areas%20of%20Inte
                                                           rest/Recruitment.htm




                 Thank you very much
                          &
                 Any Questions Please!

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Human Resources - Recruitment Process

  • 1. Human Resource Management (HRM) Recruitment Process for Bedazzled enterprise Limited December 2010 Group Presentation Lecturer: Mr. Tom Downey Group Members: Stream – 2 Syndicate 13 o Muzni Miftha - 2010005729 o Kawaljit Kaur - 2010005104 o Aditi Shreshtha - 2010004267 o Sweta James - 2010005112 o Jasprit Kaur - 2010005796
  • 2. What is Recruitment? “Recruitment is the war of talents says McKinsey & Company” finding the right talent will be very challenging for enterprises. Recruitment is all about attracting more applicants in to the gene pool performing some kind of a filtration process and selecting the right person(s) with right qualifications and aspirations in to the organisation. Globalization of knowledge has increased the strength of recruitment and internet has transformed the traditional human resource practices in to a new era. There are 3 things prepared by our HR department for a job role and the applicants generally should match the following main 3 categories before he/she apply for the Job.  Job Analysis (JA)  Job Description (JD) Person Specification (PS) Every organisation small or big will carry out this process and every organisation will have a recruitment policy which is to make sure the recruitment process will be performed systematically and the recruited employees all of these should be matched and linked with the overall organisation goal/strategy. Purpose of recruitment The general purpose of recruitment to  provide the organisation with a pool of aspirants from which to select people to fill specific position and not only that but also To attract ad engage people it needs to achieve its overall organisational objectives  Build positive impression of the recruitment process  Recruit right people who will fit in to organisations culture and contribute to the organisations goals
  • 3. Job Analysis (JA) Job analysis is the foundation for almost all HRM activities and it is linked to all the activities. Example: “Is a process of gathering, assessing and recording information” Job Analysis Production Assistant Things to remember when carrying out JA Job specification of Production Assistant include job requirements:  That the job description and person specification 1. Professional certificate or a Diploma in production is an advantage. is matching and accurate 2. Good knowledge of regulatory requirements, housekeeping, health and  Remember focus of the job analysis is the job safety. itself not the person doing the job. 3. 3 to 5 years plus experience in a similar capacity is an advantage.  Job analysis provides a foundation for many HR activities, including 4. Excellent interpersonal and communication skills and ability to liaise with various support groups.  Writing job descriptions and person profiles for 5. Able to perform stamping die adjustment and troubleshooting. recruitment and selection; 6. Willing to take up challenge, mature and independent character.  Defining job responsibilities and performance criteria for performance planning 7. Able to work overtime and under pressure, good written and communication skills.  Designing training and development programmes 8. Previous experience of people-management and demonstrated ability in T. Downey, (HRM: Nov. 2010) people motivation, organizing and team building is required. 9. Solid record of attention to detail and strict adherence to procedures. 10. Suitable candidates must be open to working shifts Different ways of conducting a Job Analysis source: http://www.humanresources.hrvinet.com/production-supervisor-job-specification/ Interviews Questionnaires checklists observation technical conferences Rudman, JA checklist (p.254)
  • 4. Job Description (JD) As the heading says the brief detail about the job itself what need to be Example: performed not the job holder. JOB DESCRIPTION Bedazzeled Production Worker It specifies DIVISION: Manufacturing JOB TITLE: Production Worker The general descriptive of around JOB NUMBER:INNNB6700 the job REPORTS TO: Supervisor/ Manager The responsibilities JOB PURPOSE: To perform a variety of operational functions that constitutes the production, whom to report inspection and distribution of products or services for commercial customers. where to perform what to perform ESSENTIAL DUTIES AND RESPONSIBILITIES Remuneration • Performs assignments in accordance with established safety policies and procedures. work hours, etc. • Adheres to the Quality Policy, including all items assigned to this position in accordance with ISO  Job description should be simple policies. • Complies with the work rules and standards set forth in the Production Worker Handbook.  Job description should not overstate or exaggerate • Refers to work order or procedural instructions appropriate for each job, function or assignment before commencing work.  Job description should be • Maintains good housekeeping and clean work areas in assigned work sites. produced jointly and agreed • Assures that all work assigned to position is performed in accordance with specifications, instructions and requirements. •Demonstrates ability to meet production standards on specific assignments within a reasonable time, depending on the degree of difficulty of their job functions. QUALIFICATIONS Experience, Competencies and Education Must possess an education or experience level that permits the employee to effectively communicate and perform duties, assignments and responsibilities of the job. Language Skills Ability to read, analyze and interpret the most documents relating to the job, function or assignment. Reasoning Ability Ability to make decisions when identifying in-process problems. Ability to deal with a variety of job assignments and meet targets. Salary: $15.00 - $20.00 Hourly Depend On Experience (Mon - Fri)
  • 5. Example: Production Manager Person Specification (PS) PS is a statement of skills, knowledge and attitudes needed to effectively perform a job and together with any specific qualifications, experience or other job related attributes which a person might reasonably expected before appointed for a position. Example: Typing skill – 60 words per minute Computer literacy – good in Microsoft Office Application (Word, Excel, Power Point, Access) Having Clean heavy truck and forklift Driving licence will be an advantage Rudman, Person Profile, (p.252) Source: http://www.alt.ac.uk/docs/projects_manager_web_info_may2006.pdf
  • 6. Recruitment policy for Bedazzled Enterprise Limited Introduction In order to avoid child labour it is compulsory that applicant should have reached 16 year s old at the time of application It is a compulsory requirement that employees follow & obey these recruitment guidelines and follow the steps in recruiting new employees or in processing the internal applicants. Every application processed by the HR department should match the Job Description, Job Specification and Person Specification created for each vacancies. Every recruitment process should be carried out following these policies. Every applicant should be local resident of the job vacant country or should hold a legal work permit. Ensure Equal opportunity According to the Human Rights Act 1993 we make sure that we treat with respect every single applicant and employees. We treat everybody equally and promote equal opportunity despite the age, sex, race, colour, religion, social status or wealth. We want be biased under any circumstances to anyone We prohibit discrimination in employments and take serious action again discriminators and in the worst case they could be sacked under the Human Rights Act 1993 Procedure The line manager/operation manger should identify the job need, write the job description and should submit to the Human Resource manager. The Human resource department will carefully prepare the Job description, Job specification and person specification, the company and the Terms & condition of the employment and the remuneration.
  • 7. Policies continued.. Human Resource department will get the approval from the Administration department and if necessary from the board of directors. HR Department will Consider the most suitable way of obtaining the right candidate. The common methods we will follow are Internal  Employees should have been in the current position minimum for 12 months  Internal advert within the company notice boards and intranet  Discuss in minutes of meeting  Examination of previous application on file or the company database External (we will use all the possible channels to widen the gene pool)  Advert within the job centre  Advert in the local and national press  Advert in the monthly technical or professional journals  Adverts in the Internet, Social media, or in our own career website Probation period We have assigned a probation period for 6 months for employee we recruit. This is to make sure further that the candidate is fitting in to our culture and contributing to our organizations goals. We will analyse the employee’s performance after 1st 3 months following with the training and we analyse again on 2nd 3 months and we will keep the employee if he/she is performing to our minimum contribution level and we may dismiss the employee if the contribution is below the considerable level. Source: http://www.human-resource-solutions.co.uk
  • 8. Recruitment process (the Job Applications hopper) Recruitment process is all about widening the gene pool or attracting more applicants in to the hopper . The diagram below will give you a brief idea of the process which is being followed by most of the enterprises. Designed by: Muzni
  • 9. Recruitment Sources and Method of Recruiting Recruitment Sources Internal Recruitment External Recruitment Methods Methods Transfers Graduate Programmes Promotions Media Advertisement Demotion Job agencies / Outsourcing Upgrading Employment Exchanges Retired Employees Labour Contractors Employee Referrals Recruitment open days Personal Recommendation Internships
  • 10. Internal Recruitment External Recruitment Pros Cons Pros Cons Fresh blood provides fresh External recruitment is It is a lot cheaper IR doesn’t bring new innovative ideas and expensive and takes a lot Organisations will save knowledge, skills or talents of energy and time of the huge amount of time, competencies in to the HRM Department to money and energy in enterprise. handle all the job terms of advertising, candidates in the selection recruitment, selection and process. induction process. Brings good knowledge’s HR department can be from the previous company scrutinised or criticised which we might not have badly if the new recruit didn’t fit the organisation Offers good opportunities Failure could de-promote for current staffs to you to the previous organization can select the progress further in their position best candidate, who fulfils careers the requirements and suits the organization best Possibility of failure want As the position increases be a big issue for the the amount of negative Increase diversity organisation impacts can be higher (can take legal actions) Can increase the popularity of the organisation in the job Internal applicants Managers might not back market abilities and skills are well up or they fail to identify Being specialised in the known the skills of current relevant skill could straight employees. away contribute to the overall organisations goal. Very less harm for refusal or rejection of the application Source: http://www.helium.com/
  • 11. Most common job advertisement methods Career pages on company websites Telecome.co.nz Newspaper advertisements Southlandtimes.co.nz Job Posters/ Banners Subscribe in Job Portals Seek.co.nz, trademe.co.nz Recruitment advertising videos HireClix - Interactive Recruitment Marketing Social Recruiting - Is Your Company Using the Power That Is Social Media.mp4
  • 12. Why Recruitment is so Important ? Recruitment is vital  In order to attract and choose people who can do their job well  create good organizational citizens and to engage people in to achieve its overall organisational goals.  It also plays significant part in building team players and shaping, maintaining and organisation of employees to fit in to organisations culture. How bad recruitment can affect overall performance Poor decision at the recruitment stage and failure to have this process correctly and accurately could cause you a lot of grief and potentially be very damaging for years to your enterprise and will eventually affect our overall organizational goal. The average calculated cost of this loss is 15,000 NZD.
  • 13. Wrong person in your organisation may cause the business following costs:  Advertising cost  Administrative costs to process the candidate  Interview costs  Manager's time (a significant amount of time away from their normal duties)  Lost opportunities (eg incomplete projects, disruption) Approximate  Training and development Cost $15,000  Turnover NZD  Low morale amongst existing staff  Existing staff may lose motivation  Occupational Health and Safety (OHS) related costs (eg staff not being able to cope with the demands of a particular role) Source: https://fac.dhs.vic.gov.au/home.aspx
  • 14. Recruitment Styles in Few Countries Indian Recruitment process Mainly from Job Agencies (Placementindia.com, Monsterjobs.com, manpowerindia.net) The job recruitment agencies in India involves identifying those posts, preparing the job description and person specification, advertising, management of the response, the prequalification process, organizing meetings, conducting interviews, making decisions, the appointment and action. Most recruitment agencies in India follow these stages in the recruitment process, which are essentially short list of application, preliminary assessment, written test to judge the work efficiency of the applicant and final interview and selection. Chinese recruitment process Recruitment in China is now more systematic than few decades ago Involving diverse channels (Internet, Job agencies)  Including newspaper advertising Headhunting  Visits to universities Internal appointments as one of the highest populated country in the world the most common way of recruitment in China specially in manufacturing plants and major factories are just but word of mouth or referrals by friends or family members.
  • 15. New Zealand Recruitment Process Some major companies for example banks follow following recruitment processes In house Advertising Employee referrals Graduate Programmes (warehouse, Telecom) Recruitment Agencies (Alliance & SPM meat factories) Executive search consultants (for specialised Other Media Advertising (TV, Radio, Social Media, roles) Internet) However each and every company has their own strategy of recruitment For example: Telecom New Zealand •When choosing people for the Leadership Development Programme we use a mix of CV and application review, •Ability and personality testing, •Some phone and face-to-face interviews, and a •Handful of tasks and discussions on assessment days •It's a robust process that allows us to look at people in many different circumstances Source: http://www.telecom.co.nz/ Best Recruiting video Tips (Worth Watching.. !) http://www.youtube.com/watch?v=vP8tgGScmNY&NR=1 http://www.youtube.com/watch?v=tZmI4ZsNogQ&feature=related
  • 16. Bedazzled Enterprise Limited - Our best practice of recruitment Flow Chart I’ve got 10 years of industry skills What Skills do you have..! Designed by: Muzni
  • 17. Recruitment issues and problems we have  Maintaining the equal opportunity throughout the process of recruitment including in the job advertisement  Lack of English knowledge among many Chinese employees could cause miss interpretations Finding the right talent and suitable person(s) to the organisation  Maintaining the confidentiality and privacy of the applicants by the enterprise at all times during the recruitment process  Protecting the huge amount of data and storage in our system  We might not be able to make the recruitment process fast if we get a huge amount of applications and employees might secure jobs elsewhere by the time we call for interviews. Conclusion If there's a position vacant the HR Department should identify and design the Job Description, Job Specification and Person Specification. The person applying for the job and the HR department should comply/match with these three vital concepts before hiring the right employee. The employee hired should contribute to the overall organisations goals/strategy and if the HR department failed to hire the right person the organisation could have serious implications and could cause possible long term big damages to organisation. And it has been calculated that hiring a wrong employee could cause about NZD 15,000 for organisations.
  • 18. References: Source Author/ website Title/ Link Remarks Text Book Tutors notes GBE805 Human Resource Postgraduate Diploma in Business Management in Innovation , Tom Enterprise, Southern Institute of Downey Technology, Invercargill Website Department of Human Services, https://fac.dhs.vic.gov.au/home.asp Retrieved on: 29th Nov 2010 What is recruitment? x?TabID=content&type=4&contentID =4259 Website Pros and cons of external recruiting http://www.helium.com/items/17486 Retrieved on 1st Dec 2010 09-pros-and-cons-of-external- recruiting Website Importance of recruitment http://recruitment.naukrihub.com/im Retrieved on 1st Dec 2010 portance-of-recruitment.html Website recruitment http://www.human-resource- Retrieved on 1st Dec 2010 solutions.co.uk/Areas%20of%20Inte rest/Recruitment.htm Thank you very much & Any Questions Please!