M2S1 Flashcards
serves to assemble a pool of capable applicants for the organization.
Recruitment
this pool can be made up of internal and external candidates. there are pros and cons in each option.
Recruitment
is a methodical approach used to ascertain the task undertaken in a particular role. this process may involve surveying employees
Job Analysis
based on this analysis, an accurate job description and job specification can be formulated.
Job Analysis
Explain Job Description and Job Specification.
Job Descriptions outlines the job components, while job specification details the prerequisite.
Three main types of recruiters:
- Executive Search firm
- Temporary Recruitment or Staffing firm
- Corporate recruit
types of recruiter:
these firms concentrate on high level roles, including management and CEO positions.
Executive Search Firm
type of recruiter:
their fee typically ranges from 10 to 20 percent of the candidate’s first year salary, making them relatively costly.
Executive Search Firm
Type of recruiter:
they handle a substantial portion of the initial recruitment process by presenting qualified candidates who meet the required criteria.
Executive Search Firm
Type of recruiter:
When a temporary replacement is needed for a position like a receptionist due to medical leave, but a permanent hire is not desired, temporary recruitment agencies can be a solution.
Temporary Recruitment or Staffing firm
Type of Recruiter:
this firms supply capable candidates willing to work on shorter-term contracts.
Temporary Recruitment or Staffing firm.
Type of Recruiter:
If the temporary employee performs well, there may be opportunities to extend a full-time, permanent job offer.
Temporary Recruitment or staffing firm
Type of recruiter:
is an in-house employee tasked exclusively with recruiting for their organization.
Corporate Recruit
type of recruiter:
these recruiters are directly employed by the company they recruit for and may specialize in specific areas such as technical recruitment.
Corporate Recruit
Candidate Sources (7)
- Campus Recruiting
- Professional Association
- Website
- social media platforms
- special events
- SIGs (Special/specific interest groups)
- Employee referrals
Candidate sources:
is an effective method for filling entry-level positions and often involves building strong relationships with colleges and universities.
Campus Recruitment
Candidate sources:
for job postings, along with platforms like LinkedIn, Indeed, Jobstreet, etc.
Websites
Candidate sources:
posting job announcements on their websites can effectively target specific candidates.
Professional Associations
Candidate sources:
such as Twitter and Facebook, are popular for job recruitment, as they can spread information about job openings and provide insights about the company, drawing more traffic to its website.
Social Media Platforms
Candidate sources:
such as job fairs, is another option. Some organizations host their job fairs, while others participate in industry-specific or job-specific fairs to recruit particular candidates.
Special Events
Candidate sources:
are usually highly specialized and may include discussion boards for posting job announcements.
SIGs (Special/Specific interest groups)
Candidate sources:
can be an effective means of generating interest in a posted position. Often, incentives are offered to employees who refer suitable candidates, but issues like diversity and nepotism should be considered.
Employee Referrals
