uman Resources
(2.1)
Recruitment
Meaning of Recruitment
❖ The process used by a biz to ID certain vacancies in the biz & attract suitable
candidates for them.
❖ Biz's may choose to use an internal / external method of recruitment, depending on
the nature/requirements of the vacancy.
❖ Recruitment → an ongoing process bcs emp's leave their jobs
for other jobs/achieve promotions/retire/as new technical
skills are required.
Recruitment Procedure
1. The HRM should evaluate the job/prepare a job analysis, that incl. the job
spec/job descrip, in order to ID rec’m needs.
2. The HRM should indicate the job spec/key performance areas to attract
suitable candidates.
3. Choose the method of rec’m , e.g. int/ext rec’m, to reach/target suitable
applicants.
4. If external recruitment is chosen, the relevant recruitment sources should
be selected, e.g., recruitment agencies/newspapers/electronic media, etc.
5. Vacancies can be int advertised via int email/word of mouth/posters/office
notice boards, etc.
6. Ext rec’m should be considered if Int rec’m was unsuccessful.
7. Prepare the advert’m w/ relevant info, e.g. the name of the Comp, contact
details, contact person, etc.
8. Place the ad in selected media that will ensure the best candidates apply.
, Meaning of Job Analysis
- A job analysis is a tool used by the HR func to source & analyse info abt the
biz’s workforce. This info is then used to place/recruit the right person in the
right job.
- A job analysis consists of a job descrip & job spec.
Differences btwn Job Description & Job Specification
Job Description Job Specification
1. Describes duties/resp of specific - Describes the min acceptable
job personal qualities/skills/qualif
needed for the job
2. Written descrip of the job & its - Written descrip of specif
rqments/ a summary of the qualif/skills/exp needed for job
nature/type of job.
3. Describes key performance areas - Describes key rqrmnts for person
for a specific job, e.g., job who will fill the pos
title/duties/working conditions. Eg: Willingness 2 travel
Formal Qualifi’s
Methods of Recruitment
~ Internal ~
- Int Emails/Intranet/websites 2 staff
- Word of Mouth
- Office Notice boards
- Headhunting within Biz
Impact of Internal Recruitment
Advantages
- Current emp's understand the operations/functions of the biz.
- The biz knows the personality, strengths & weaknesses of the candidate.
- Recruitment process is faster/less expensive if cand = known to the biz.
- The biz recruits existing emp's through promotions/transfers from inside the biz.
- Opp's for promotion reward good work & motivate current emp's.
(2.1)
Recruitment
Meaning of Recruitment
❖ The process used by a biz to ID certain vacancies in the biz & attract suitable
candidates for them.
❖ Biz's may choose to use an internal / external method of recruitment, depending on
the nature/requirements of the vacancy.
❖ Recruitment → an ongoing process bcs emp's leave their jobs
for other jobs/achieve promotions/retire/as new technical
skills are required.
Recruitment Procedure
1. The HRM should evaluate the job/prepare a job analysis, that incl. the job
spec/job descrip, in order to ID rec’m needs.
2. The HRM should indicate the job spec/key performance areas to attract
suitable candidates.
3. Choose the method of rec’m , e.g. int/ext rec’m, to reach/target suitable
applicants.
4. If external recruitment is chosen, the relevant recruitment sources should
be selected, e.g., recruitment agencies/newspapers/electronic media, etc.
5. Vacancies can be int advertised via int email/word of mouth/posters/office
notice boards, etc.
6. Ext rec’m should be considered if Int rec’m was unsuccessful.
7. Prepare the advert’m w/ relevant info, e.g. the name of the Comp, contact
details, contact person, etc.
8. Place the ad in selected media that will ensure the best candidates apply.
, Meaning of Job Analysis
- A job analysis is a tool used by the HR func to source & analyse info abt the
biz’s workforce. This info is then used to place/recruit the right person in the
right job.
- A job analysis consists of a job descrip & job spec.
Differences btwn Job Description & Job Specification
Job Description Job Specification
1. Describes duties/resp of specific - Describes the min acceptable
job personal qualities/skills/qualif
needed for the job
2. Written descrip of the job & its - Written descrip of specif
rqments/ a summary of the qualif/skills/exp needed for job
nature/type of job.
3. Describes key performance areas - Describes key rqrmnts for person
for a specific job, e.g., job who will fill the pos
title/duties/working conditions. Eg: Willingness 2 travel
Formal Qualifi’s
Methods of Recruitment
~ Internal ~
- Int Emails/Intranet/websites 2 staff
- Word of Mouth
- Office Notice boards
- Headhunting within Biz
Impact of Internal Recruitment
Advantages
- Current emp's understand the operations/functions of the biz.
- The biz knows the personality, strengths & weaknesses of the candidate.
- Recruitment process is faster/less expensive if cand = known to the biz.
- The biz recruits existing emp's through promotions/transfers from inside the biz.
- Opp's for promotion reward good work & motivate current emp's.
