#2.1 : Organizational Structure, Recruitment, Selection, and Hiring (pt. 1) Flashcards
It is made for people to know their level and position in the organization. It also serves to communicate what tasks they should handle.
Organizational Structure
4 importance of organizational structure
- creates specific job positions within the organization and the assignment of responsibilities
- establishes a line of communication that includes every level of the structure
- clears definition of who can manage the process of purchasing raw materials and other resources
- marketing executives may also communicate with sales personnel, owners, and others.
Without an effective structure, the effort to generate revenue will not be _________.
successful
It is a process that involves identifying, attracting, screening, shortlisting, interviewing, selecting, hiring, and onboarding employees
Recruitment
Recruitment is the core function of what department?
Human Resources
An efficient recruitment process aims to find the _______________________________.
right fit for the right job at the right time
1st phase of the recruitment process
Identifying the Hiring Needs
Why should we need to check the condition of the existing teams before identifying a hiring need?
To see if they are having a hard time with the workload and in need to ease their responsibilities.
Forecast what is needed in the near _____ and if it needs additional employees.
future
Why should we regularly supervise and analyze the performance of employees?
To list down the missing qualities, qualifications, skills, and proficiencies needed in hiring a new job.
5 Factors That Influence Recruitment
- Size of the organization
- Salary structure
- Work culture and working conditions within the organization
- The growth rate of the organization
- The current state of employment in the economy
2nd phase of the recruitment process
Preparing the Job Description
What should be contained in a job description?
It should be comprehensive and must contain what potential employees must have in order to meet the demands of the role.
Checklist for Crafting the Perfect Job Description
Company Name & Description, Core Values, Benefits Offered, Location, Job Title, Department, Industry Pay, Description of Duties, Demand (specific skill, knowledge, experience, and training needed), Qualities (nice to have and would be an added advantage)
Do’s of a perfect job description
Personalize, be specific, use the right keywords, use bullets, keep the tone conversational, provide details when you can
Dont’s of a perfect job description
Big chunks of text, jargon or metaphors, sugarcoating the challenging aspects
3rd phase of the recruitment process
Talent Search
What is the purpose of talent searching?
It aims to identify, attract, and motivate the right talent to apply.
Two sources of recruitment
Internal and External
Two sources of recruitment
Internal and External
This will motivate the existing employees to be more productive, maximize their job satisfaction and sense of security, and reduce the attrition rate along with cost and effort.
Internal Sources of Recruitment
Filling a vacancy by transferring a suitable candidate from within the organization to a different location without any changes in the job role, status, or salary.
Transfer
Filling a vacancy by offering a high-performing employee to take over a senior position and handling additional responsibilities along with a raise in salary.
Promotion
Filling the lower positions by lowering the position of underperformers.
Demotion
Filling a vacancy by asking the employees of the organization to help fill the vacancies through an employee referral program where employees are incentivized.
Existing Employees
Asking retired employees to fill a vacant position until an appropriate candidate is found.
Retired Employees
Reaching out to previous applicants on file.
Previous Applicants
This offers a wider scope for selection for it will give the organization a big number of qualified candidates to choose from.
External Sources of Recruitment
Use of print media or for better results and reduced cost, use of digital media.
Advertisements
Use of the internet, the preferred platform for job seekers.
Job Portals
Use attractive headers, compelling content, and engaging employee videos to attract potential talents.
Company’s Careers Site
Use of Facebook, Twitter, and other social networking sites to find talents.
Social Networking Platforms
These agencies employ various tools and techniques to find talents
Placement Agencies
A one-stop public event for job seekers, ideal for bulk recruitment.
Job Fairs
Partnering with universities for job vacancies.
Campus Placements
They maintain an up-to-date database of trained and qualified professionals in their respective fields and make a great resource for tapping top industry talent.
Professional Bodies
