Recruitments Definition Process of seeking and attracting a

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 HUMAN RESOURCE PLANNING JOB ANALYSIS Nature and Requirements of specific jobs JOB DESCRIPTION RECRUITMENT Pool of qualified candidates SELECTION Number of specific jobs to be filled Sources ?

�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 employment@mdc. edu. 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:

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 hrcompensation@mdc. edu 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