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Recruitment

Recruitment. Wanted Best person for the job. The Recruitment Process. Recruitment. Review previous lessons The job analysis process When a job analysis & job specification is developed, the recruitment process can begin

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Recruitment

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  1. Recruitment Wanted Best person for the job The Recruitment Process

  2. Recruitment • Review previous lessons • The job analysis process • When a job analysis & job specification is developed, the recruitment process can begin • Reference is made to legal & anti-discriminatory aspects of the position • An overview of the process from here

  3. The Recruitment and Selection Process Human Resource Planning and staff turnover Job Analysis Job description Job specification Decision to recruit Recruitment Procedure Applicants Selection Procedure Hiring Induction

  4. The purpose of recruitment • Increase the pool of job applicants • Help reduce the number of under-qualified job applicants • Help keep new recruits • Meet the organisations responsibility for EEO programs • Increase the organisational effectiveness in the short and long term

  5. Controlling the recruitment process • Is the proposed employee necessary? • What about costs and budgets? • Is there high turnover in the department? • Is there someone in the organisation who can do the job? • Is the job necessary?

  6. Issues to consider before recruiting • What is really the job? • Is its purpose clear? • What sort of person should do it? • How can it be improved? • Does the previous incumbent’s work record offer any lessons? • Results of exit interview

  7. Newspapers Consultants Professional Bodies Professional journals Universities & Colleges Job Network Immigration Direct Mail Campaign Unions Internet Referral from Existing employees Word of Mouth The sign on the ‘front gate’ Skills audits Sources of Recruits

  8. What makes a good job ad? It should: • Enable the applicant to recognise what the job is, especially its basic functions • Attract and maintain the readers interest • Present a favorable image of the company • Be clear about what the requirements are so unsuitable applicants do not apply

  9. What should advertisements contain? • Job Title • Location (if possible) • A job summary • Description of the organisation • Minimum experience, knowledge and qualifications required • Any unusual features of the job • Clear instructions on how to apply

  10. Discrimination in advertising • The Act does not cover job ads for • Employment in private homes (babysitter) or employment in private education authorities (except race) • Jobs where the person’s race or gender is a genuine occupational qualification • Modeling, dramatic performance, • People employed in ethnic restaurants such as Japanese Waiter in a Japanese Restaurant • Where privacy is involved (saleswoman required for lingerie department • Community worker or other worker for a particular ethnic group

  11. Seek candidates that really exist Write attractive advertising copy Place in the most suitable media Choose the best time Decide who will handle the first stage Make contact easy Choose a style that will appeal to the applicant group Use short sentences Use plain language Be accurate & honest Use positive sounding words Balance the layout Tips for successful advertising

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