Job Analysis
CORE ACTIVITIES :
External Recruitment
Class-3
HR-302
Staffing Organizations Model
Organization
Mission
Goals and Objectives
Organization Strategy
HR and Staffing Strategy
Staffing Policies and Programs
Support Activities
Core Staffing Activities
Legal compliance
Planning
Recruitment:
Selection:
Job analysis
Employment:
External, internal
Measurement, external, internal
Decision making, final match
Staffing System and Retention Management
4-2
Job analysis
• Jobs are always growing
• The traditional way of designing a job
– Identify and define its elements and tasks exactly and then
incorporate them into a job description.
• Job analysis
is the process of studying jobs in order to
gather, analyze, form, and report information
about job.
External recruitment
• It is the process of identifying and attracting
job applicant from outside the organization.
• External recruitment process:
1. Recruitment planning.
2. Strategy development.
3. Searching.
Recruitment planning
• Before identifying and attracting applicants to the
organization some issues must be resolved.
1- Organizational issues:
 In-house versus external recruitment agency:
• Small organization rely on external recruitment.
• Large organization rely on in-house recruitment
 Centralized versus decentralized recruitment:
• Centralized: one central group coordinates the recruitment
activities.
• Decentralized: individual units or managers coordinates the
recruitment activities.
Recruitment planning
2- Administrative issues:
 Requisitions: A requisition is a formal document that authorizes
the filling of a job opening indicated by signatures of top
managements.
 Timing: when the applicant will be found, and the amount of time
needed to fill the job vacancies.
 Number of contacts: the pool of applicants always needs to
be larger the number of vacant position.
 Types of contacts: qualification needed to perform the job.
 Recruitment budget: the recruitment process is a very
expensive component of organization staffing.
Recruitment planning
3- recruiters
 Select recruiters:
• Desirable characteristics of recruiters
– Strong interpersonal skills
– Knowledge about company, jobs,
and career-related issues
– Technology skills
– Enthusiasm
Recruitment planning
 Training recruiters:
– Traditional areas of training
• Interviewing skills, job analysis, interpersonal skills,
laws, forms and reports, company and job
characteristics, and recruitment targets
– Nontraditional areas of training
• Technology skills, marketing skills, working with other
departments, and ethics
Strategy development.
1- Open vs. targeted recruitment
• Open recruitment: every one has the
opportunity to apply.
• Targeted recruitment: to find applicant with
specific characteristics.
Strategy development
• 2- Recruitment sources:
Advertisements: convenient way to attract job
applicant is to place ad in newspaper.
Employee referrals: employees can refer
people they know.
Collage and placement offices: the source of
people with specialized skills.
Employee agency: find applicant to employers
for a fee.
Searching
1- Communication Message: there are many
types of message:
• Realistic recruitment message: represents the
organization and the job as they really are.
• Employment brand message: it is a “company
tag” that places the image of “being a good
place to work”.
• Target message: to attract particular audience.
Searching
• Choice of messages
– Vacancy characteristics
– Applicant characteristics
• 2- Communication medium: it is an important
part of the recruitment process.
Ex: brochures, advertisement, organization
website.