Strategic Recruitment

Recruitment
Policy
Recruitment Policy
Recruitment
Policy
An organization’s
recruitment policy
provides the
framework for
recruiting action and
reflect the
organization’s
recruiting objectives
and cultures
Recruitment Policy

Recruitment
Policy
It details the
overriding
principle to be
followed by
management in
general and the
HR manager in
particular.
Recruitment Policy
Recruitment
Policy
Will EEO policies
be applied only
where legally
required or
universally (for
example even in
countries which
have no, or only
limited, EEO
requirement)?
Recruitment Policy

Recruitment
Policy
Promotion from
within – Will
internal or
external
candidates will be
preferred?
Recruitment Policy

Recruitment
Policy
Recruiting
personnel from
local,
interprovincial or
international
sources
Recruitment Policy

Recruitment
Policy
Permanent, part
time and casual
employment
Recruitment Policy

Recruitment
Policy
Hiring people
with disabilities
Recruitment Policy

Recruitment
Policy
Hiring woman
and member of
minorities group
Recruitment Policy

Recruitment
Policy
Employees taking
early or normal
retirements
Recruitment Policy

Recruitment
Policy
Employing
relative and
friends of existing
employees
Recruitment Policy

Recruitment
Policy
Employing
children
domestically and
internationally
Recruitment Policy

Recruitment
Policy
Employing
union and/or
non-union
members
Recruitment Policy 2

Recruitment
Policy 2
Recruitment Policy 2

Recruitment
Policy 2
The balance of the
emphasis on
technical skills and
formal
qualification and
emphasis on the
values held by the
applicant.
Recruitment Policy 2
Recruitment
Policy 2
The selection of the
methods and media
to recruit personnel.
Which positions will
be advertised?
Which will be
placed with
executive search
frim?
Recruitment Policy 2
Recruitment
Policy 2
The decision about
to what extent to
inform applicants
about the position,
career
opportunities, the
company, its
products and so on.
Recruitment Policy 2

Recruitment
Policy 2
Will the
information be
realistic (Will a
realistic job
preview be
provided)?
Or will some
subjects be glossed
over.
Recruitment Policy 2
Recruitment
Policy 2
Realistic Job
Preview is a
method of
conveying job
information to an
applicant in an
unbiased manner,
including both
positive and
negative factors.
Recruitment Policy 2

Recruitment
Policy 2
The decision about
how and when to
inform applicants
about the job, the
company, and
so on.
Recruitment Policy 2
Recruitment
Policy 2
These fundamental
decision must be
articulated and
checked to ensure
that they are
consistent with
organization’s HR
strategic objectives,
cultures and all legal
requirements.
Strategic Recruitment

Recruitment
Activities
Recruitment Activities

Recruitment
Activities
Determine and
categorize the
organizations long
range and short
range HR needs.
Recruitment Activities

Recruitment
Activities
Keep alert to
changing
conditions in the
labor market.
Recruitment Activities

Recruitment
Activities
Develop
appropriate
recruitment
advertisement and
literature.
Recruitment Activities

Recruitment
Activities
Select the
recruitment
methods to be
used.
Recruitment Activities

Recruitment
Activities
Record the number
and quality of
application from
each recruiting
source.
Recruitment Activities

Recruitment
Activities
Follow up on
application to
evaluate the
effectiveness of the
recruiting efforts.
Recruitment Activities 2

Recruitment
Activities 2
Recruitment Activities 2
Recruitment
Activities 2
Recruitment is a
form of economic
competition.
Organization
compete with each
other to identify,
attract and employ
qualified human
resource.
Recruitment Activities 2
Recruitment
Activities 2
The proposition that
“people make the
difference” means
that recruitment is the
key marketing tool
for organization
seeking a competitive
edge.
Recruitment Activities 2
Recruitment
Activities 2
The way in which
the recruitment
process is handled,
affects the
organization image
as an employer, and
in turn, its ability to
attract qualified
people.
Recruitment Activities 2

Recruitment
Activities 2
Given that there is
often pressure to
promote both the
job and the
organization in the
most favorable
way…..
Recruitment Activities 2

Recruitment
Activities 2
…….the HR
manager must
ensure that
applicants do not
receive misleading
or inaccurate
information
Recruitment Activities 2

Recruitment
Activities 2
Failure in this task
can create unrealistic
expectation among
candidates, in turn,
this may produce job
dissatisfaction, lower
commitment and
higher turnover
Recruitment Activities 2
Recruitment
Activities 2
Unfortunately,
although research
indicates that
truthfulness is a key
characteristic
preferred by many
applicants, recruiters
still give
general…………
Recruitment Activities 2

Recruitment
Activities 2
…………Glowing
description of the
company rather
than a balanced or
honest
presentation.
Recruitment Activities 2
Recruitment
Activities 2
But to be effective,
recruitment must
satisfy the needs of
the candidate as
well as the needs of
the organization,
this is best done
honestly.
Recruitment Activities 2

Recruitment
Activities 2
The HR manager
may risks both the
integrity of the
organization and
their own status as
an HR
professional.
Employment Checklist

Employment
Checklist
Employment Checklist
Employment
Checklist
Before beginning
the hiring process,
the HR manager
should review and
receive agreement
from all involved
managers on the
following issues:-
Employment Checklist
Employment
Checklist
Is there a genuine
need for this job to
be filled? Could the
work be
reallocated? Is the
work really
necessary? Would
the work be better
outsourced?
Employment Checklist

Employment
Checklist
Should the job be
filled internally or
externally?
Employment Checklist

Employment
Checklist
What is the budget
for filling the
position? Which
department will be
charged the
recruitment costs?
Employment Checklist
Employment
Checklist
What are the
duties,
responsibilities,
reporting
relationships,
qualifications,
experiences, skills
and personal
qualities required
Employment Checklist

Employment
Checklist
An agreed job
description and job
specification are
essential.
Employment Checklist

Employment
Checklist
What is the job
size?
Employment Checklist
Employment
Checklist
What pay and
fringe benefits will
the position attract?
What are the
conditions of the
employment?
Which departments
will the payroll cost
be charged to?
Employment Checklist 2

Employment
Checklist 2
Employment Checklist 2
Employment
Checklist 2
How will candidates
be recruited job
posting? Newspaper
advertisement?
Executive search
consultant?
Personnel agency?
Employment Checklist 2

Employment
Checklist 2
What advertisement
copy, layout, style
will be used? Will
the advertisement
be prepared in-
house or by an
advertising agency?
Employment Checklist 2

Employment
Checklist 2
Who will approve
the final version?
Who will be
responsible for
placing the
advertisement?
Employment Checklist 2
Employment
Checklist 2
Which newspaper
magazine and other
communication
media will be used
to relay the
advertisement to
potential
applicants?
Employment Checklist 2

Employment
Checklist 2
Who will be
involved in the
recruitment and
selection process?
Who will conduct
the interview?
Employment Checklist 2

Employment
Checklist 2
Who will make the
hire or reject
decision? Will
psychological test
be used? Will a
medical
examination be
required?
Employment Checklist 2

Employment
Checklist 2
Who will handle the
induction? Who will
be responsible for
placing the new hire
on the payroll?
Employment Checklist 2

Employment
Checklist 2
Who will give the
job instruction?
Who will arrange
for any special
training required?
Employment Checklist 2

Employment
Checklist 2
Who will review the
new hire’s
performance during
the probation
period?
Employment Checklist 2

Employment
Checklist 2
Who will be
involved in the
decision to
confirm or
terminate
employment?
Who will make
the decision?