hrm Flashcards
(___________) is the process of finding and hiring the best person for a job. A good recruitment process includes several steps:
Recruitment
What are those steps?
- Identify Needs
- Plan Recruitment
- Create Job Description
- Advertise
- Screen Applications
- Interview and Assess
- Background Check
- Job Offer and Onboarding
Understand what skills and positions are needed by doing a job analysis.
Identify Needs
Decide on the number of people required.
Plan Recruitment
Write clear details about the job and responsibilities.
Create Job Description
Post the job vacancy to attract candidates.
Advertise
Review applications and pick initial candidates.
Screen Applications
Conduct interviews to check their suitability.
Interview and Assess
Verify references and past records.
Background Check
Offer the job to the best candidate and help them settle into their new role.
Job Offer and Onboarding
Sources of Recruitment
Recruitment can be done in two main ways:
Internal Sources (within the company)
External Sources (outside the company)
Internal Sources
• Transfers: Moving employees from one position to another.
• Promotions: Advancing employees to higher positions.
• Former Employees: Rehiring past employees.
External Sources
• Company Website: Posting jobs on the organization’s site.
• Employment Agencies: Using agencies to find candidates.
• Advertisements: Posting in newspapers or online job boards.
• Campus Recruitment: Hiring from colleges or universities.
• Social Media: Using platforms like LinkedIn to reach potential hires
Factors Affecting Recruitment
Several factors influence recruitment success:
• Organization Size: Larger companies might attract more candidates.
• Salary Structure: Competitive salaries can attract better talent.
• Working Conditions: Good work conditions appeal to candidates.
• Growth Opportunities: Companies that offer career growth are more attractive to potential hires.
Types of Interviews
There are various types of interviews, each suited for different purposes:
• Structured Interview: The employer has a set list of questions and may score the answers.
• Unstructured Interview: Follows no specific format, allowing a more free-form conversation.
• Panel Interview: Multiple people interview the candidate, often from different departments.
• Behavioral Interview: Assesses how candidates handled past situations.
• Phone Interview: Often a follow-up to collect additional information not covered in a formal interview.
The employer has a set list of questions and may score the answers.
Structured Interview
Follows no specific format, allowing a more free-form conversation.
Unstructured Interview
Multiple people interview the candidate, often from different departments.
Panel Interview
Assesses how candidates handled past situations.
Behavioral Interview
Often a follow-up to collect additional information not covered in a formal interview.
Phone Interview
How to Conduct an Interview
- Know the Job: Understand the job description and the skills you’re looking for.
- Structure the Interview: Use questions that cover job knowledge, situational or behavioral responses, and apply the same questions to all candidates.
- Prepare the Environment: Use a quiet room, review applications, and have minimal interruptions.
- Build Rapport: Make the candidate comfortable by greeting them and starting with casual questions.
- Ask Questions: Focus on your pre-written questions, especially those about behavior and job knowledge.
- Take Notes: Write down key points to refer to later.
- Close and Review: Give the candidate a chance to ask questions, end positively, and review your notes afterward to help make a decision.
Prepare Your Own Interview Questionnaire
• Include Job-Related Questions: Ask questions directly related to the tasks of the job.
• Use Behavioral and Situational Questions: Example: “Describe a time when you solved a difficult problem at work.”
• Ensure Consistency: Ask similar questions to all candidates to keep the interview fair.
• Plan for “Off-the-Wall” Questions (optional): These can test quick thinking, but use them sparingly.
Importance of Training
Training is important for several reasons:
• Boosts Productivity: Training helps employees work more effectively, improving overall productivity and quality.
• Reduces Supervision: Skilled employees need less supervision, freeing up management for other tasks.
• Increases Morale and Retention: Well-trained employees feel more confident and engaged, reducing turnover.
• Improves Safety: Safety training decreases accidents and promotes a safer work environment.
• Promotes Adaptability: Training prepares employees for changes, such as new technologies or organizational shifts.
Types and Approaches to Training
• Technical Training: Teaches the technical skills required for the job.
• Quality Training: Focuses on preventing and addressing quality issues.
• Soft Skills Training: Develops communication, teamwork, and other interpersonal skills.
• Safety Training: Ensures employees know safety procedures to reduce workplace accidents.
