Prepared by: Safaa S.Y. Dalloul
E-HRM | Staffing | Unit 3
http://safaadalloul.wordpress.com
2013-2014
Recruitment
Selection
Electronic
Recruitment
Hiring
RECRUITMENT
What is Recruitment?
Recruitment is the process of attracting individuals and
encouraging them to apply for jobs with an organization:
on a timely basis, in sufficient numbers and with
suitable qualifications
Recruitment Process
 A manager notifies that an opening needs to be filled, and
initiates an employee requisition.
 Determine whether qualified employees are available
within the firm (internal source) or to use external sources.
 Determine the best recruitment method to be used.
What is Employee Requisition?
ER is a document that specifies:
 Job Title
 Department
 The date of the employee is needed for work
 Other Details
What the difference between Job Description and Employee Requisition?
Recruitment Sources
Recruitment
Sources
Internal
• Present Employee
• Friend
• Previous EMP
External
•
•
•
•
•
•
•
•
High schools and Vocational schools
Community Colleges
Colleges and Universities
Competitors in the labor market
Former employees
Persons with disabilities
Older individuals
Self-employed workers
Recruitment Methods
Internal Recruitment Methods
Job Posting and Bidding
Job Posting, Promotions, and Transfers
Current Employee Referrals
Recruiting Former Employees and Applicants
External Recruitment Methods
Internal Recruitment Methods
Job Posting and Bidding
Job Posting: is a procedure for informing employees
that job openings exist.
Job Bidding: is a procedure that permits employees
who believe that they possess the required qualifications
to apply for a posted job.
Recruitment Methods
Internal Recruitment Methods
Job Posting and Bidding
Job Posting, Promotions, and Transfers
Current Employee Referrals
Recruiting Former Employees and Applicants
External Recruitment Methods
Internal Recruitment Methods
Job Posting, Promotions, and Transfers
Many employers use job postings as a way to identify
candidates interested in changing jobs within the
organization. Review the issues associated with job
postings, promotions, and transfers.
Recruitment Methods
Internal Recruitment Methods
Job Posting and Bidding
Job Posting, Promotions, and Transfers
Current Employee Referrals
Recruiting Former Employees and Applicants
External Recruitment Methods
Internal Recruitment Methods
Current Employee Referrals
A reliable source of people to fill vacancies is composed of
friends and/or family members of current employees.
 Employees can acquaint potential applicants with the
advantages of a job with the company, furnish letters of
introduction, and encourage them to apply. These are external
applicants recruited using an internal information source.
Recruitment Methods
Internal Recruitment Methods
Job Posting and Bidding
Job Posting, Promotions, and Transfers
Current Employee Referrals
Recruiting Former Employees and Applicants
External Recruitment Methods
Internal Recruitment Methods
Recruiting Former Employees and Applicants
Former employees and former applicants are also good
internal sources for recruitment. In both cases, there is a time-
saving advantage because something is already known about
the potential employee.
Recruitment Methods
Internal Recruitment Methods
External Recruitment Methods
Advertising
Employment Agencies
Recruiters
Job Fairs
Internships
Executive Search Firms
Walk-In Applicants
External Recruitment Methods
Advertising: it is a way of communication the firm's
employment needs to the public through media such as
radio, newspaper or industry publications.
Recruitment Methods
Internal Recruitment Methods
External Recruitment Methods
Advertising
Employment Agencies
Recruiters
Job Fairs
Internships
Executive Search Firms
Walk-In Applicants
External Recruitment Methods
Employment Agencies: employment agency is an
organization that helps firms recruit employees and at the
same time aids individuals in their attempt to locate jobs.
Recruitment Methods
Internal Recruitment Methods
External Recruitment Methods
Advertising
Employment Agencies
Recruiters
Job Fairs
Internships
Executive Search Firms
Walk-In Applicants
External Recruitment Methods
Recruiters
Recruiters most commonly focus on technical and vocational
schools, community college, colleges and universities.
Employers rank on-campus recruiting as the number one
method for recruiting students.
External Recruitment Methods
Recruiters
The student placement directors arrange interviews with
students possessing the required qualifications.
Internet recruiter (cyber recruiter): is a person who primary
responsibility is to use the internet in the recruitment process.
Recruitment Methods
Internal Recruitment Methods
External Recruitment Methods
Advertising
Employment Agencies
Recruiters
Job Fairs
Internships
Executive Search Firms
Walk-In Applicants
External Recruitment Methods
Job Fairs
A recruiting method is engaged in by a single employer or
group of employers to attract a large number of applicants for
interviews.
External Recruitment Methods
Job Fairs
Their advantage (from the viewpoint of the employer) is the
opportunity to meet a large number of candidates in a short
time.
For the applicants: they have convenient access to a number
of employers.
Recruitment Methods
Internal Recruitment Methods
External Recruitment Methods
Advertising
Employment Agencies
Recruiters
Job Fairs
Internships
Executive Search Firms
Walk-In Applicants
External Recruitment Methods
Internships
It is a special form of recruitment that involves placing a
student in a temporary job with no obligation either by the
company to hire the student permanently or by the student to
accept a permanent position with the firm following
graduations.
Recruitment Methods
Internal Recruitment Methods
External Recruitment Methods
Advertising
Employment Agencies
Recruiters
Job Fairs
Internships
Executive Search Firms
Walk-In Applicants
External Recruitment Methods
Executive Search Firms
Organizations are used by some firms to locate experienced
professionals and executives when other sources prove
inadequate.
Contingency firms: is a search firm that receives fees only
upon successful placement of a candidate in a job opening.
External Recruitment Methods
Executive Search Firms
Retained search firms: are search firms that are considered
as consultants to their client organizations, serve on an
exclusive contract basis, and typically recruit top business
executives.
Recruitment Methods
Internal Recruitment Methods
External Recruitment Methods
Advertising
Employment Agencies
Recruiters
Job Fairs
Internships
Executive Search Firms
Walk-In Applicants
External Recruitment Methods
Walk-In Applicant: the organization attracts qualified
applicant even without recruitment efforts depending on its
good reputation
Applicant Tracking Systems
A system that automates online recruiting and selection
processes.
It enables human resource and line managers to oversee the
entire process.
ATS reduces costs, speed up the hiring process and find
people who fit an organization's success profile.
Internet Recruitment
What is the Internet and WWW?
What is the Internet Recruitment Sources and
Methods?
SELECTION
What is Selection?
 It is the process of choosing from a group of
applicants those individuals best suited for a
particular position and organization.
The Significance of Employee Selection
 Making
the
right
hiring
decision
will
improve
productivity.
 Poor selection decision can cause irreparable damage and
bad hire can affect the morale of the entire staff,
especially in a position where teamwork in critical.
The Selection Process
External Environment
Internal Environment
Recruited
Candidate
 Recruited Candidate
 Preliminary Interview
 Review of Applications and Resumes
Interview
Review of Applications
and Resumes
Selection
Tests
 Employment Interviews
Employment
 Personal Reference Checks
 Selection Decision
 Medical Examination
 Notification of Candidates
Interviews
Reference and
Background Checks
Selection
Decision
Medical
Examination
New
Employee
Rejected Applicants
 Selection Test
Preliminary
HIRING
Hiring
 Hiring is the resulting decision, where the selected
candidate is hired to actually starts his normal duties.
 Hiring may be referred to as the end result.
Electronic
Recruitment
E-RECRUITMENT
E-Recruitment
 E-recruitment has grown rapidly over the past ten
years and is now widely used by both recruiters and
job seekers across the world.
 In terms of human resource management, the
internet has changed the way of recruitment from
both perspectives i.e. organizations and job seekers
E-Recruitment
 E-recruitment has been defined as the use of the
internet to identify and attract potential employees.
It refers to the practice of advertising job vacancies
online, and the formal sourcing of information about
the jobs online
Why E-Recruitment??
 Two trends which make it mandatory for small and
medium sized businesses to invest in the tools for a
successful e-recruiting strategy are demographic
trends and financial scarcity
E-Recruitment Benefits
 On one hand, better technology and easier access
to information produced between workers and firms
is increasing the probability of finding the best
match for a given opening.
 On the other, reduced application costs also
encouraged increased applications from under
qualified job seekers, triggering increased effort by
firms to improve screening mechanisms
E-Recruitment Benefits
 It makes the process of finding candidates and new
business opportunities quicker, cheaper and more
efficient.
E-recruitment Revolution
HRIS and E-Recruitment: A Linkage
 HRIS is used as a computer system that acquires
stores,
manipulates,
distributes
the
analyses,
information
retrieves,
regarding
and
human
resources.
 It has become an important tool as it collects,
manages
decisions.
and
reports
information
to
make
HRIS and E-Recruitment: A Linkage
 HRIS help organizations to organize most of the HR
planning
functions
including
employees in an organization
recruitment
of
E-Recruitment Market
 E-recruitment market is one of the vital aspects in
the process of recruiting the talent. Internet has
completely changed the role of the traditional
recruiter.
E-Recruitment Market
 In a candidate-starved market, organizations are
facing a continuous challenge to bridge the gap
between the recruitment processes and decrease in
the numbers of resources to administer the
recruitment process.
E-Recruitment Market
 The e-recruitment has come up with valuable
method for finding potential candidates who are not
necessarily looking for a change in their current jobs
but would be open to the right opportunity.
Players In The Recruitment Market
E-Recruitment Market
 The e-recruitment has come up with valuable
method for finding potential candidates who are not
necessarily looking for a change in their current jobs
but would be open to the right opportunity.
Methods of E-Recruitment
 Commercial Job Boards: Commercial job boards
most common form of online recruiting. Job boards
work like classified ads in the newspaper.
 Monster.com
Commercial Job Boards Advantage
 Many people post resumes and that most job
boards provide a search mechanism so that
recruiters can search for applicants with the relevant
skills and experience.
 Organization can provide extensive information, as
well as a link to the company's web site for further
information on both i.e. the job as well as the
organizations.
Methods of E-Recruitment
 Corporate websites: Company's websites represent
one of the first web based approaches to recruiting.
Many of these websites also provide useful
information about an organization, as well as the
mechanism to apply for these jobs with minimal
cost.
 Jobs.unrwa.ps
Advantage of E-Recruitment
Shorter recruiting cycle time
Attracts the passive job-seeker
Provides global coverage at a constant basis
Opportunity to address specific labour market niches
Reaches a wider range of applicants
Gives the company a more up-to-date image
Better quality of response
Low cost
Advantage of E-Recruitment
Easier to apply for job
Reduction of unqualified candidates
More opportunities for smaller companies
Less intrusive
Candidates are young, educated andcomputer literate
Disadvantage of E-Recruitment
Discrimination between internet user and internet
non-user
Disparate impact on ethnic minorities groups leading
to limited demographic scope
Not appropriate and suitable for top management
profiles
Proves more effective for the company already known
Disadvantage of E-Recruitment
Huge
volume
of
unqualified
candidates
Outdated resumes
Transparency of data
User-unfriendly tools
Lack of personal touch
and
low
quality
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