Recuitment and
employer branding
, Labour market the Natio
tightness =
of vacancies to
and describes the balance between the
unemployment
demand for labor
and the
supply of
Cow
unemployment increase + in #
of vacancies
-fight labour market
>
Organisate must compete to attract talented personnel
-
Recuitment
-actions and activities then
individuals the
by organisation
an
who have the
identify to
and attract to
the
organisation its
capabilities to help organization realise strategic
objectives
applicant pod of desirable candidates
>
-
goal :
generate an
·
peak interest
·
probability that applicant accept job offr
might
tract candidate capabilities
> a that have
right
-
Applicant >
- Applicant >
- Qualified
populati pool applicants
·
identify potential ·
persuade to persuade to accept
applicants and remain in
job offer (R)
persuade to applicant pool (R)
(R)
apply and Select procedure : Decide
Defining whom to
.
·
Assess and the
communicating (s) offer -
job .
(s)
job requirements select
apprs)
-
, Internal vs external recruitment
Internal recruitment
---------
Pros understand
:
organizati
-
and its culture + drp shills
specific to
:
erganizat
known the
·
organizat applicant
/lower un
certainty
sends
message to employees
·
that it values its ppl
Imotivation
belter)
to
perform
less less time
costly
·
,
Come :· Smaller
#of applicants
average quality of applicant
·
Populate lower
need
jobs specific
more
·
Skills
training
lead to internal
may
·
competition +
conflicts
may
result in
stagnant
·
organisational
hold
culture +
on
creativity /immovati
·
miss
opportunity to bring
in new perspective
·
Peter principle : rish that
will be promoted
employees
into positions which
for they
are incompetent and remain
in these positi cuz do not
demonstrate
further competence
employer branding
, Labour market the Natio
tightness =
of vacancies to
and describes the balance between the
unemployment
demand for labor
and the
supply of
Cow
unemployment increase + in #
of vacancies
-fight labour market
>
Organisate must compete to attract talented personnel
-
Recuitment
-actions and activities then
individuals the
by organisation
an
who have the
identify to
and attract to
the
organisation its
capabilities to help organization realise strategic
objectives
applicant pod of desirable candidates
>
-
goal :
generate an
·
peak interest
·
probability that applicant accept job offr
might
tract candidate capabilities
> a that have
right
-
Applicant >
- Applicant >
- Qualified
populati pool applicants
·
identify potential ·
persuade to persuade to accept
applicants and remain in
job offer (R)
persuade to applicant pool (R)
(R)
apply and Select procedure : Decide
Defining whom to
.
·
Assess and the
communicating (s) offer -
job .
(s)
job requirements select
apprs)
-
, Internal vs external recruitment
Internal recruitment
---------
Pros understand
:
organizati
-
and its culture + drp shills
specific to
:
erganizat
known the
·
organizat applicant
/lower un
certainty
sends
message to employees
·
that it values its ppl
Imotivation
belter)
to
perform
less less time
costly
·
,
Come :· Smaller
#of applicants
average quality of applicant
·
Populate lower
need
jobs specific
more
·
Skills
training
lead to internal
may
·
competition +
conflicts
may
result in
stagnant
·
organisational
hold
culture +
on
creativity /immovati
·
miss
opportunity to bring
in new perspective
·
Peter principle : rish that
will be promoted
employees
into positions which
for they
are incompetent and remain
in these positi cuz do not
demonstrate
further competence
