CHAPTER 9 Flashcards
Recruitment
* First stage:
Applicants looking for a Job, and Companies looking for applicants.
Recruitment Goal
To attract applicants with the right qualifications.
- It consists of any practice or activity carried on by the organization with the primary purpose of identifying and attracting potential employees.
Recruitment
2 types of recruitment
internal recruitment
external recruitment
- An organization hire someone from within the organization (note: can be outside the unit/department).
- Example: Succession Plan
internal recruitment
How do we source internal applicants?
JOB POSTING, Transfer or Promotion
Advantages of Internal Recruitment:
- It is generally cheaper and faster
- It generates applicants who are wellknown to the organization
- Applicants are relatively knowledgeable about the organization’s policies
- Applicants will have a more realistic expectations about the job position.
- refers to hiring someone from outside the organization.
- External recruitment
Why is there a need for External Recruitment?
a. here are no available employees that could take on the job.
b. External recruitment can be more advantageous to the organization as it brings new perspectives and new ideas for improvement.
What are the External Sources for Recruitment?
- Direct Applicants
Examples: Walk-in applicants - Referrals
Someone in the organization prompted them to apply. - Electronic Hiring
More commonly known as Online Posting.
https://pinoyjobs.ph/
https://www.jobstreet.com.ph/
http://csc.gov.ph/career/ - Advertisements in Newspapers & Magazines
- Situation-wanted Ads
Placed by the applicants themselves - Point-of-purchase Methods
- Employment Agencies
- College & Universities
- Job Fairs
Job advertisements are placed in location where applicants are most likely to come from.
- Point-of-purchase Methods
Placed by the applicants themselves
- Situation-wanted Ads
More commonly known as Online Posting.
Electronic hiring
Someone in the organization prompted them to apply.
- Referrals
Examples: Walk-in applicants
- Direct Applicants
When to use external or internal recruitment?
- Skilled or semi-skilled workers can be recruited within organization.
- Highly specialized managerial personnel– external sources could be preferred.
Conditions necessary for a good recruitment policy
- It should be in conformity with the organization’s objectives.
- It should ensure career growth for its employees on a long term basis.
- It should be flexible enough to meet the changing needs of organization.
- It should provide Realistic Job Preview - complete job-related
information, both positive and negative. The more likely the worker will stay on the job longer and be effective.
- Deliberate effort of organizations to select a fixed number of personnel from a large number of applicants.
selection
selection aim
The primary aim of selection is to choose those persons who are most likely to perform their jobs with maximum effectiveness and remains with the company
2 categories of variables which serves a model for employee selection
preformance criteria
predictors
stages of selection
- Resume or Curriculum Vitae
- Initial Interview
- Employment Testing
- Work Samples
- Final Interview
- Physical or Medical Examinations
- Induction
Measures potential ability and ability to learn a new skill (Math, Language)
a. APTITUDE TEST
measures the emotional stability and the ability to work in a team.
personality test
- Stage when the applicant is already given the formal acceptance letter.
- It introduces the employee to the organizational culture and company policies.
- New employee is formally introduced to his/her coworkers.
- Induction
- It lists down all qualifications of position and it is a way of narrowing down the candidates.
- MULTIPLE HURDLE MODEL
takes qualification one at a time, an applicant will not proceed if one qualification is missing.
- MULTIPLE HURDLE MODEL
It ensures that the employee is put to the position where he/she is best fitted to be.
placement
Problems encountered during placement
- Expectations of the applicant may not match the reality.
- Technological changes may result in wrong placement.
- Changing Organizational Structure.
