Recruitments
Definition…
Process of seeking and attracting a
pool of people from which qualified
candidates for job vacancies can be
chosen
Edward B Flippo:
Recruitment is the process of
searching the candidates for
employment and stimulating
them to apply for jobs in the
organisation
Meaning
Recruitment is the activity that links the employers and the job seekers
A process of finding and attracting
capable applicants for employment
Relation between job Analysis, HRP, & Recruitment
JOB ANALYSIS HUMAN RESOURCE PLANNING
JOB
DESCRIPTION
RECRUITMENT
SELECTION
Nature and Requirements of
specific jobs Number of specific
jobs to be filled
Sources ?
Pool of qualified candidates
Job Analysis gives the nature and requirements of jobs
Hrp determines the specific number of jobs to be filled
Recruitment provides a pool of people qualified to fill these vacancies
PERSONNEL REQUISITION FORM
Describes the reason for the need to hire a new
person and the
requirements of the job
SOURCES OF RECRUITMENT
INTERNAL
EXTERNAL
INTERNAL SOURCES
TRANSFERS
PROMOTIONS
UPGRADING
DEMOTION
RETIRED EMPLOYEES
RETRENCHED EMPLOYEES
DEPENDENTS AND RELATIVES OF THE DECEASED
EXTERNAL SOURCES
ADVERTISING
-MEDIA (PRINT AND BROADCAST)
EMPLOYMENT AGENCIES
PLACEMENT AGENCIES
CAMPUS RECRUITMENTS
EMPLOYEE REFERRALS
WALK-INS OR UNSOLICITED APPLICATIONS
INTERNET RECRUITING
Personnel Requisition Form
Detailed information on recruiting new employees is in Procedures 2100. Complete, print, sign and forward this form to the DIVISION OF HUMAN
RESOURCES, EMPLOYMENT DEPARTMENT. For
more information contact [email protected].
TO BE COMPLETED BY DEPARTMENT:
Full Time Job Group Essential Position for Emergency Purposes
Pay Grade: Job Code-Job Title (FLSA); Minimum;
Midpoint
Part Time Job Group Essential Position for Emergency Purposes
Job Code-Job Title (FLSA); Minimum - Maximum Working Title: Department:
Days/Hours of Work: Org Unit: Qual: GLC Code:
Refer Applicants to: Room #: Phone #:
Status: Give Dates if Temporary: From: To:
Campus: District: New Position Line #:
Position #:
Replacement for: MDID #: Desired Appointment Date:
Reason for Incumbent leaving: Date: If Grant Funded Position/Give C.P.N.#:
ON-LINE APPLICANT TRACKING ACCESS DELEGATION (Full-Time Positions Only) Access Delegator: Committee Member:
Hiring Manager:
Committee Chair:
POSITION REQUIREMENTS: EXISTING Yes No - Attach approved job description
If job description already exists, and you would like to add to the
description, enter the information below.
* New positions - Please complete a Job Description Questionnaire and submit to the Compensation
department at
[email protected]
for review and approval, two weeks
prior to posting.
POSTING INFORMATION: INTERNAL EXTERNAL
Recruitment Source Desired: For Other, Please specify:
SIGNED: PRINT NAME: (Hiring Supervisor) DATE:
APPROVED: PRINT NAME: (Provost/Vice
Provost or Designee/Campus President or Dean) DATE:
FOR HUMAN RESOURCES USE ONLY
Pos #: ________________ Qual: _________________ GLC Code: ____________ Calendar: _____________ Job Class Code: ________
Pay Grade: ____________ _____ Upgrade _____
Downgrade Position Title:
_____________________________________________
HR Approval:
__________________________________________________________
_ Date: ________________
Employment Use: Date Posted: __________________
Reposted: __________________ Position ID #:
________________________
Advertising Dates: Printed Media: _________________
Websites: ___________________ Other Publication:
_____________________
FOR BUDGET USE ONLY
Funding Source: ____________________________________
Fund: _____________________ Status: _____ Temporary _
INTERNAL SOURCES: ADVANTAGES
Company has better knowledge of strengths and weaknesses of job candidate
Job candidate has a better knowledge of the company
Morale and motivation of the employees are improved
cheaper
INTERNAL SOURCES: DISADVANTAGES
People might not be able to handle the new position and may not be successful in the new job
Inside fighting among internal candidates may affect morale
Inbreeding can stop new ideas and innovation
EXTERNAL : ADVANTAGES
Talent pool is much larger
New ideas and fresh insights can be brought in the company
More unbiased and fair
EXTERNAL : DISADVANTAGES
More expensive
Adjustment or orientation time of new employee is more
Morale and political problems can develop among employees inside the company who missed out the position
REALISTIC JOB PREVIEWS
A METHOD OF PROVIDING COMPLETE JOB INFORMATION
BOTH POSITIVE AND NEGATIVE ASPECTS
----TO THE JOB APPLICANT
AN EXAMPLE
JOB OF SALES EXECUTIVE
JOB PROBILE: MBA, WITH 3 YEARS OF EXPERIENCE
ATTRACTIVE SALARY, PERKS AND FACILITIES
FAMILY MEDICAL AND OTHER FACILITIES -JOB WILL INCLUDE 40% OF TOURING
-ABILITY TO TAKE HIGH PRESSURE -LONG WORK HOURS
ORGANIZATIONAL INDUCEMENTS
POSITIVE FEATURES AND BENEFITS OFFERED BY THE ORGANIZATION TO ATTRACT JOB APPLICANTS
