Transcript HRM (RECRUITMENT & SELECTION)

HRM
(RECRUITMENT&SELECTION)
Prepared by
Grace Amin,S.Psi, M.Psi, Psikolog
Learning outcomes
 List the steps in recruitment and selection process
 Explain the main techniques used in employment planning and
forecasting
 Explain the internal and outside sources of candidates
 Develop a wanted ad
The recruitment and selection process
Personnel
planning and
forecasting
Recruiting
(internal&eksternal)
Candidates
complete
application
forms
Use
selection
tools to
screen out
candidates
Interview
by
supervisor
Candidate
becomes
employee
Planning and forecasting
Strategic
plans
The process of deciding
what position the firm
will have to fill and how
to fill them
Forecasting
Personnel needs
The supply of
outside
candidates
The supply of
inside candidates
#1 Personnel needs
Trend analysis
study of a firm’s past employment needs over a period of years to
predict future needs
Ratio analysis
making forecast based on the historical ratio between some causal
factor and the number of employees required
The scatter plot
a graphical method used to help identify the relationship
between two variables
#2 The supply of inside candidates
Determining which current employees might be
qualified for the projected openings – employees’
qualifications inventories
Manual systems and replacement charts
Computerized skills inventories
Keeping the information private
#3 The supply of outside
candidates
What should we
prepare?
Budget
Source of
candidates
Ad
Recruiting
Finding and attracting applicants for
the employer’s open positions
 Organizing - centralize
 Easier to apply the company’s strategic priorities company – wide
 Reduces duplication
 Easier to ensure that recruitment experts who know EEO (equal
employment opportunity) law are doing the recruiting
Recruiting
New hires
ex: 50
Offers made
(2:1) ex: 100
Candidates interviewed
(3:2) ex
: 150
Candidates invited (4:3) ex : 200
Leads generated ( 6: 1) ex :1200
Sources of candidates
Internal
Promotion
Mutation
Rehiring
External
Internet
Advertising – AIDA
(attention,interest,desire,action)
Employment agencies
Temporary agencies and
alternative staffing
Outsourcing
Executive recruiters
On demand recruiting
College recruiting
Referrals and walk ins
Application form’s purpose
 Make judgments on substantive matters
 Draw conclusion about their previous progress
 Draw tentative conclusions about their
stability based on previous work record
 Predict which candidates will succeed on the
job
Application guidelines
o Education
o Arrest record
o Notify in case of emergency
o Membership in organization
o Physical handicaps
o Marital status
o Housing
o Reference checking
o Medical examination (drug screening)