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Preetiagrawal
New member
Sources of recruitment
Internal (from within the company)
Advertisements
Unsolicited applications and resumes
Internet
Employee referrals
Executive search firms
Educational institutions
Walk ins (gate hires)
Professional organizations
Labor Unions
Employment consultants/ agencies
Temporaries Agencies
Employee Leasing
Innovative methods of recruitment
Tele-recruiting
Direct mail
Point-of sale recruiting messages
Talent scout cards
Posters
Door hangers/flyers
Radio
Bill boards
Job Fairs and seminars
Making Recruitment effective: e.g. referrals
Incentives referrals
Pay for performance(longevity)
Increase visibility
Measure results
Improving Effectiveness of external recruitment
Track Yield ratios: percentage of applicants from a particular source that make it to the next round of selection
Compute and analyze costs of recruitment
Internal organizational recruitment specialists have an impact on effectiveness of recruitment
Realistic job Previews
Resume tracking systems
Measures of Recruitment Effectiveness
Cost per hire
Contacts per hire
Offers per hire
Days from first contact to first day on job
Turnover in the first year
Mean first year performance ( on a common scale)
Effectiveness (Mean Rated) from survey of HR Executives (AMA)
Attractiveness from an applicants’ point of view
Organizational Strategy issues in Recruiting
When recruitment becomes difficult
Confidential search (no Ads)
Technically complex positions where qualified candidates are hard to find
Competition in market place for the type of candidate
Poor industry, company or division reputation
When recruitment becomes difficult
Low pay relative to what other firms are offering to similarly qualified candidates
Unclear job descriptions or confusing reporting relationships
No housing or relocation costs paid by the company
Undesirable location
Exercise
Plan a recruitment strategy for the position you have studied (3) for a organization of your choice which have the following differences in strategy:
Attract large no of applicants
Attract highly qualified applicants
Fill vacancies quickly
Hire people who perform well
Hire people who will stay
Generate positive PR “spillover”
Internal (from within the company)
Advertisements
Unsolicited applications and resumes
Internet
Employee referrals
Executive search firms
Educational institutions
Walk ins (gate hires)
Professional organizations
Labor Unions
Employment consultants/ agencies
Temporaries Agencies
Employee Leasing
Innovative methods of recruitment
Tele-recruiting
Direct mail
Point-of sale recruiting messages
Talent scout cards
Posters
Door hangers/flyers
Radio
Bill boards
Job Fairs and seminars
Making Recruitment effective: e.g. referrals
Incentives referrals
Pay for performance(longevity)
Increase visibility
Measure results
Improving Effectiveness of external recruitment
Track Yield ratios: percentage of applicants from a particular source that make it to the next round of selection
Compute and analyze costs of recruitment
Internal organizational recruitment specialists have an impact on effectiveness of recruitment
Realistic job Previews
Resume tracking systems
Measures of Recruitment Effectiveness
Cost per hire
Contacts per hire
Offers per hire
Days from first contact to first day on job
Turnover in the first year
Mean first year performance ( on a common scale)
Effectiveness (Mean Rated) from survey of HR Executives (AMA)
Attractiveness from an applicants’ point of view
Organizational Strategy issues in Recruiting
When recruitment becomes difficult
Confidential search (no Ads)
Technically complex positions where qualified candidates are hard to find
Competition in market place for the type of candidate
Poor industry, company or division reputation
When recruitment becomes difficult
Low pay relative to what other firms are offering to similarly qualified candidates
Unclear job descriptions or confusing reporting relationships
No housing or relocation costs paid by the company
Undesirable location
Exercise
Plan a recruitment strategy for the position you have studied (3) for a organization of your choice which have the following differences in strategy:
Attract large no of applicants
Attract highly qualified applicants
Fill vacancies quickly
Hire people who perform well
Hire people who will stay
Generate positive PR “spillover”
vijaykkashyap
New member
Thanks for the information. However, since i am new to this; can anyone help me in getting the project report.
friend4u59
New member
hi friends.
am gonna do project in this booming nd burning topic.can u plz suggest someguidelines.need it urgently.on which matters should i focus.waiting.........
hi...even i'm tring 2 find sumthing on this.....
please guys help us....
Plz casn someone forward me a quesrtionnaire on attrition and retention....plz its urgent for my project.....forwrd me on [email protected]...
jitendra05
Banned
hi friends.
am gonna do project in this booming nd burning topic.can u plz suggest someguidelines.need it urgently.on which matters should i focus.waiting.........
Hey friend, you do not need to worry a lot about the project because i am going to provide you the required document and hope it would help you. So i am sharing a document on attrition rate and i would like you to check it.