2. Administrative Issues
Requisitions
Timing
Number of Contacts
Types of Contacts
Recruitment Budget
Development of Recruitment Guide
Process Flow & Record Keeping
3. REQUISITION
A formal document that authorizes the
filing of a job opening, indicated by the
signatures of top management.
Ensures that staffing activities are
consistent with the business plan of the
organization.
Ensures that the qualifications of the job are
clearly detailed so that a good person/job
match is made.
4.
5. Components of a Requisition Form
Date filed
Position
Date position is needed
Department
Salary/Grade Level
Replacement/Additional
Position Overview
KSAOs needed
Approvals
HR Summary
6. TIMING
Factors that affect timing:
Lead Time Concerns
Time Sequence Concerns
Lead Time Concerns
Availability of labor in marketplace
Knowledgeable about print deadlines
for ads
7. Time Sequence Concerns
Statistics
Data-time between various phases
NUMBER OF CONTACTS
How many applicants submitted their
intentions
How many are qualified
How many are contacted and came for
testing/interviews
Ratio
8. TYPES OF CONTACTS
Depends on 2 factors:
Qualifications needed to perform job
are clearly established which is done
through job analysis.
Job search and choice used by
applicants where they search
opportunities, what attracts the
applicants relies on advertisements.
9. RECRUITMENT BUDGET
Top-down or Bottom-up procedure
Where to charge recruitment costs
Top-down Approach
set by Top management on the basis of
business plan for organization and on
the basis of projected revenues.
Bottom-up Approach
set-up on the basis of specific needs of
each business unit.
10.
11. DEVELOPMENT OF A
RECRUITMENT GUIDE
Formal document that details the
process to be followed to attract
applicants to the job.
Safeguards the interest of the
employer, applicant and recruiter.
12. PROCESS FLOW AND RECORD
KEEPING
Record keeping should be a process
done in every step.
Haphazard record keeping may lose
well qualified applicant.
Importance of HRIS and filing.
13. EXTERNAL RECRUITMENT SOURCES
Employment at factory level
Advertisements
Radio
Television
News paper
Online posting
Employment Agencies
Educational Institutions
Job Fairs
Recommendations/Referrals
Labor Contractors
14. COMMUNICATION MEDIUM
Recruitment Brochures
Videos and Videoconferencing
Advertisements
Classified advertisements
Classified display ads
Display ads
Online ads
Radio and television ads
Organizational Websites
15. EMPLOYMENT BRAND
is a company tag that places the
image of being a “great place to work”
or “employer of choice” in the minds of
the candidates.
organizations must be well known to
the applicants
orgs can highlight their awards and
achievements
16. CHOICE OF INFORMATION APPLICANT POTENTIAL BEST FOR
MESSAGE CONVEYED REACTIONS DRAWBACK
REALISTIC Both positive and Some applicants self- The best potential Loose labour
negative aspects of select out, those who applicants may be markets or
a job and will remain will have a more likely to leave when
organization are better understanding turnover is
described of the job and be less costly
likely to leave
BRANDED An appealing Positive view of the Overly positive Tight labour
description is org , increased message may result markets or for
developed based on intention to apply for in employee higher-value
marketing jobs and better dissatisfaction after jobs
principles, prehire information hire
emphasizing about the benefits of
unique features of the job
the org
TARGETED Advertising themes Better fit between May dissuade Specific
are designed to application message applicants who KSAOs or
attract a specific set and specific aren’t interested in seeking a
of employees application groups the work attributes specific type
featured in the of applicant
message from
applying
17. FAMOUS COMPANY SLOGANS
Disneyland The happiest place on earth
Hallmark When you care enough to send the very best
Nike Just do it
L’Oréal Because I’m worth it
M&Ms Melts in your mouth, not in your hands
Kentucky Fried Chicken Finger-lickin’ good!
FedEx When it absolutely, positively has to be there overnight