Sayed Hashimi Mustafa

1. Name: Sultan Mohammad
Qualification: MBA (Peshawar University)
Work Experience: 18 Years of field work and
managerial experience in various
multinational organizations
Specialty: Human Resource Management,
Training & Development
e-mail address: sultanitp@gmail.com

2. Where---?

3. Recruiting is the process of seeking sources for
potential job candidates
Candidates can be hired from outside the
organization or if available* , can be promoted
from within the organization

4. Objectives of recruiting is to inform the job
candidates about the vacancy and to receive
as many applications as possible from
potential job candidates
The more applications received, the better the
chances for finding a suitable candidate

5. Organization Image:
Reputation of the organization, quality of the goods and
services, social standing
good reputation = more and more candidates will apply
Job Attractiveness:
People are less likely to apply for hazardous, boring, blue
collar and less paying jobs
Examples: jobs in less secure areas, mining industry,
demining programs, security companies

6. Internal Organizational Policies:
Promotion, responsiveness to employee needs.
people prefer jobs with the organizations where they feel
secure, enjoy freedom and a great deal of self respect
Government Influence
Equal Employment Opportunity and other policies.
every organization has to obey the state laws when
deciding to hire new employees or fire the older ones

7. Internal Search:
The Internal data base of the company
Employees referral and recommendations
From outside the organization:
Attracting potential job candidates through job
advertisement in the newspaper, company website and on
the internet

8. From inside the organization :
The development function enables an organization
to have the right no. of people when they are
needed
Job positions are advertised through inter office
memos, internal communication and on the
company notice board
Some organizations maintain a Human Resource
Information S ystem [HRIS ]

9. From outside the organization:
Attracting potential job candidates through job
advertisement in the newspaper, company
website and on the internet
Solicitation-306-09-37-OPPD-FSN.pdf

10. External Sources of recruiting:
Advertisement in the newspaper, company website and on
the internet
Schools, Colleges and Universities:
Professional Organizations in HR services like ACBAR in
Afghanistan
Previous applications, lay-offs, part time workers

11. Job relevant information Training and socialization
on the candidates' time reduced
performance Motivation for other
Candidate is aware of the employees
organization s culture, Tend to be more loyal
policies and procedures Faster and less expensive
Maximizes job security
9/1/2009 11

12. Internal supply of qualified No fresh blood, lack of
candidates limited new ideas, creativity.
Ripple effect---several Affirmative action goals--
promotions required difficult to meet by
Internal recruiting promoting from within.
procedures may be
cumbersome or overly
bureaucratic.
9/1/2009 12

13. New ideas and viewpoints.
Possible to meet affirmative action goals.
The demands of rapid organization growth can be
met only with external recruits.
May save in training costs by having more current
training.
A shakeup may be needed in the organization.
9/1/2009 Recruitment and Job Search 13

14. External recruiting can be expensive.
T akes longer to identify and hire a candidate.
External candidates are of unknown qualities
.
Can be discouraging to current employees
9/1/2009 Recruitment and Job Search 14

16. This document was created with Win2PDF available at http://www.daneprairie.com.
The unregistered version of Win2PDF is for evaluation or non-commercial use only.