Fundamental Principles and Best Practices of Recruitment and Selection

good morning in today's session we will explore the fundamental principles and best practices of Recruitment and selection and as we know in our previous discussion we already have uh tackled this one and agreed as a group that the success of the the success of the organization heavily relies on the people who work for it therefore the process of attracting selecting and even hiring the right Talent is a crucial activity for any organization recruitment and selection are critical Asia functions that ensures that the right people with the necessary skills and qualifications are hired for the job so in here we will be uh discussing here the key Concepts strategies and tools required effective Recruitment and selection processes can explore the world of Recruitment and selection together okay so uh we have seen here that hiring talented individuals is critical to one organization success okay okay so it is a really recognized that the success of any business is great influenced by the caliber and attitude of people who work for it for it so hiring talented individuals is a crucial uh part of the organization uh desire to succeed as they bring vulnerable skills expertise and innovative ideas that contribute to the growth and development of a certain company or organization employees not only help organizations achieve their goals and objectives but they also bring a positive impact on the organizational culture and employee furthermore and more talented individuals can play a significant role in building a competitive Advantage for the organization therefore for organizations need to have an effective Recruitment and selection process in place to attract access and hire the best talent available in the market but this step of acquiry Italian or acquiring the red Talent can also be challenging okay so we all know that apparent the right Talent is essential for the success of the organization but it's not always an easy task many factors can make it challenging to find and hire the right people and one of the primary reasons that that the job market is highly competitive and talented individuals are in high demand as a result organizations must compete with other companies to attract moreover the recruitment process itself can be time consuming and costly organizations need to invest in creating effective job postings screening resumes interviewing candidates and even conducting background checks and even after all the steps there is no guarantee that the right candidate will be hard hence uh this process can be frustrating and time consuming for HR managers recruiters and even for the organizational so another challenge is uh uh many talented individuals may already be employed and may not be actively looking for new job opportunities so in such cases recruiters need to uh use creative strategies such as the use of social media and networking to reach out to potentials and candidates in addition some organizations May struggle to track a diverse Talent this can be due to the lack of diversity in the existing Workforce uh bias recruitment processes or even a lack of effort to reach out to the underrepresented groups therefore having a sound and effective Recruitment and selection policies procedures and systems can help organizations overcome the challenges of so a well-designed recruitment and selection process can help organizations attract assess and hire the best talent available in the market okay so we always have to uh put this into our minds that our recruitment is is a crucial strategic activity for organizations because uh is organizational activities for the sake of having Recruitment and selection process but but strategic value you always remember that can help organizations identify and higher top talent which can bring significant benefits to the organization innovative ideas vulnerable skills and even experts that contribute to the organizations growth and development therefore organization needs to our organizations need to establish a good Recruitment and selection process to ensure that they are hiring the best candidates for the for the job okay okay and also whether you are a small business large organizations the the value of recruiting is an essential uh is essential to your business so uh recruiting is essential for businesses regardless of your size or whatever industry you are into because every organization or businesses needs to concern itself with recruiting whether you are failing a job vacancy so when business have a vacancy it can lead to a gap in productivity and revenue which can have a long lasting impacts on the organization therefore uh it is crucial for you to have a recruitment process that is in place already to quickly fill the job vacancy with the right candidate and uh this will ensure that the organization continues to function at optimal levels furthermore when you are expanding or growing your your business yes there will be a need to recruit new staff to support these changes good recruitment process in place uh you will not struggle anymore to attract and hire the right talent talent that you need to succeed process that is in place uh you might struggle and this could lead to delayed growth plans Miss opportunities and even uh advantage another thing if you will pick up in a succession plan this this also a crucial aspect of recruitment because especially for large organizations uh they need to have a plan in place to ensure that they have the right people to fill key leadership positions when they become available so without your succession plan businesses May struggle to find suitable candidates when senior leaders retires or leaves the organization okay okay so uh the the recruitment process is not just the concern of of large organizations but regardless of your size and whatever industry you're into you need to have a good uh equipment and selection policies procedures and even uh activities okay and also as a manager part of your job is to conduct a recruitment and selection on activities because uh this is a part of the starting function of management this focuses more on making selections of the right candidates for the for the right judge so uh it constitutes really disturbing function of management because you will be uh conducting here scientific selection to ensure that the right man is selected for the right side okay okay properly develop Recruitment and selection teams uh properly individuals to fill in job vacancies in your organization okay and uh next uh the Recruitment and selection uh procedure or function is usually delegated to human resource management department and uh somehow this is being performed by malaking organization Recruitment and selection especially so uh selection is essentially uh delegated or uh primary primarily or usually delegated to the human resource management department so they are now responsible for overseeing the Recruitment and selection process ensuring that it is carried out effectively and efficiently is responsible for the performance of the day-to-day tasks related to Recruitment and selection and also this specialist uh they have the expertise and knowledge to identify the right talent for the organization and they are familiar with the best practices in Recruitment and selection okay okay so we will be looking uh later on [Music] activities recruitment and selection especially along Recruitment and selection okay so uh all HR managers and recruitment teams strive to hire the best talent of course every organization that is just the managers or HR managers and their equipment teams if all business owners CEOs wants to uh because they understand that hiring the right candidate can make a significant difference in organization success while uh having uh or hiring or having a bad hire can lead to costly mistakes and loss productivity okay so in trying to attract and hire the best qualified candidates the whole activity is usually uh called recruitment selection and placement or onboarding of newly hard employees so we will be looking into this uh various stages of this uh process that we are discussing right now okay so let's look at the definition so Recruitment and selection and onboarding are interconnected and uh uh crucial stages in the hiring process of organization so here are the definitions of this uh three uh stages in the hiring process of any organization so recruitment involves recruitment involves attracting a potential candidates to apply for a job so once we are able to attract the right number of people to apply for those jobs you will now be conducting your selection process you will be choosing from this group of applicants by using some uh selection methods we will be discussing that later and then we have here onboarding once you're able to choose among these applicants in uh the the applicant uh has already accepted the job offer then this new employee needs to properly be integrated to your culture and to your systems okay so that's how these three uh stages are connected with one another okay so first recruitment uh potential candidates to apply and then once the applicant is established the selection process starts which involves now evaluating the candidates qualification skills and experiences and of course even their uh suitability for the position finally finally uh on boarding The Chosen candidate is on boarded which involves introducing them to the organization's culture policies procedures and even providing them with necessary tools resources and training to excel in their role so the connection between these three stages that they all contribute to finding the right fit for the job and setting the new employee for success so the recruitment stays is essential in identifying a full of qualified candidates and the selection process ensures that the most suitable suitable candidate is is two cents yeah and then onboarding on the other hand it will now set the tone for the employees experience within the organization and ensure that they are adequately equipped to fulfill their role and Achieve success in their new position so if these three uh stages are properly executed it will ensure that the organization hires the right candidate for the job and sets them up for their success in their new role in your organization okay okay so uh let's uh discuss also the benefit of hiring the right person okay so the advantages of employing the suitable candidate or suitable individual is not just about uh as simply as a feeling those job vacancies with your family members or even uh your friends and colleagues that sometimes may not meet all of the requirements so it is crucial for organizations to devote effort and resources to recruit employees who are committed to the long-term success of a business to ensure its sustainability uh distinct benefits to the company and it is essential to look for those with the finest characteristics so employing the right people can provide various benefits for your organization number one benefit number one we have here exceptional work or output okay okay so if you choose to hire people who have the right skills but ernests are available in your company you will see the work output increase not only that this all this employees also are better in in what they do and also they find ways to make things faster easier and even better than before okay number two we have here lower training costs so uh when you uh have a new hire okay um or The Talented employee they may not need as much training time allowing you to save training or to save on training course okay number three we have here more ideas yes so if you had the right person the talented person the most skilled person uh they will be the one who can and will contribute new ideas to the company so uh organization if you recruit someone who is talented and match the job can you compensate him or her for his or her Talent you will be hiring a lawyer employees this means that they will be staying in your company for years to come and grow with the company and then lastly where we are happier team members so the more talented uh people you have the happier everyone in the company will be why why because this talented individuals know how to perform the jobs effectively and efficiently and also uh uh with this one uh conflict and also the time to uh tell them or to provide Guidance with this or to supervise talented newly hard individuals okay okay so so yeah so therefore uh by hiring the right person the business will move in a positive direction and will become a more successful in the future future so managers and businesses owners needs to be aware of the impact that employee can have and consider their impact throughout the hiring process okay of course no business owners wants to hire the wrong person for the job uh not only because they'll need to find a replacement candidate sooner than did like but also by making a bad hire it will also drain their energy and time and uh somehow can cause a business in a number of ways okay let's uh statistics so 70 supervisors time or about one day per week will be spent managing a bad bar uh based on some statistics uh 34 percent of business uh owners estimated that they weighs over 50 hours candidate instead of focusing on their main job as managers you know dealing with this uh bad higher in terms of Guru and others uh Indonesia effective 37 of extra trading was they need more time to adjust to the pace of the of the workplace okay and uh another thing uh another thing is number one it could have a negative impact on the workforce performance so a bad hire can negatively affect the performance of an entirety or Department because uh they may not have the necessary skills or experience to perform their job effectively causing you know you know unusual among errors delays mistakes and even reduce level of productivity number two we have your Recruitment and advertising fees and stuff time right okay when a bad heart is made the company may need to restart the recruitment process which can incur additional costs for advertising job vacancies dedicating staff time to review resumes and conduct that interviews number three is adult disruption if a bad hair is made for a critical role it can lead to project delays or even a project failure and this can be very costly in terms of time it also reduces uh uh resources or yeah costing your resources and even your potential uh loss of Revenue number four is relocation training pieces so so if a bad hire needs to be replaced the company maker additional costs for relocating them and training the replacement part number five five uh in some cases the company may need to provide outplacement services for the terminated employee you can also add to the cost of a bad number six lost customers is in a position where uh they are dealing daily with the customer they may negatively impact customer satisfaction and lead to loss business which can result in costly litigation fees for the for the company so it's important for organizations to prioritize effective Recruitment and selection practices to minimize this risk so the average cost of a bad heart can be astronomical so business factors with all the costs associated with the buggers lost productivity Recruitment and 10 expenses dedication is damaged employees the cost can be significantly high high so it's crucial for companies to invest in or to create an effective Recruitment and selection process to ensure they hire the right person for the job which can ultimately save them money in the long run okay all right right let's proceed the difference between Recruitment and selection okay so we have uh mentioned a while back that the success of the organization depends on its people so uh recruitment selection help the organization choose the right candidates for the right position so therefore understanding the difference between a recruitment and selection is essential to reduce any losses for the organization okay okay so just like what we have uh mentioned uh in our previous uh slides um note that uh when we say recruitment is the art of discovering and procuring potential applicants for actual and anticipated vacancies within the organizations and selection now we will now be screening those candidates who were discovered and procured and applied to the actual and anticipated vacancies of the organization so basically what we are choosing are the ones who are most suitable for the jobs taking in consideration the needs and requirements of the of the job okay so uh recruitment it's more of uh uh uh recruiting locating maintaining contacting sources of Human Resources so uh it connotes the memory type connotation of placing the right person in the right job okay so it's a process of employing virus strategies to help recruiters decide which applicant is best suited for the for the job so let's try to look into these specific activities of these uh stages so specific tasks involved in the process of recruitment or analyzing job requirements advertising the vacancy attracting candidates to apply managing responses of these applicants scrutinizing applications and of course for shortlisted candidates in the selections activities or tasks number one is screening eliminating unsuitable candidates conduct the examination and mock interviews or interviews rather checking references and medical tests checking references and yeah your medicality so uh the selection process is largely time consuming step in an employee higher experience because uh you will now be choosing and evaluating uh qualified HR managers must uh carefully identify the eligibility of every candidate for the post and being careful not to disregard important factors such as educational qualifications background and competencies so as a summary differences between recruitment so you are searching for potential and encouraging them to apply selection uh you will now be selecting the best candidates and offering them the job is positive because you want to increase the number of applicants and selection is negative because you want to reduce okay the number of applicants can choose only human ideal candidates an objective is to invite more for the recruitment so selection number is rejecting uh those who are not uh suitable okay and choosing the best among these uh uh top caliber candidates for that position in terms of contractual relations established because you're just encouraging them to apply but in the selection it would result from to a contractual agreement especially if you will not be providing job offer to the uh the one who were being selected to that position so unprocessed recruitment is vacancies are notified and then application form is made available to the candidates uh would undergo different levels of evaluation or selection methods to determine if they are appropriate for that position and on key factors recruitment is advertising the job job and uh so selection it's more of a job opening or a point appointing the candidate right so I hope you were able to look into the the difference between recruitment and selection okay okay so uh the summary so this is now the main purposes of recruitment okay increase the pull of qualified job applicants help increase success rate selection process help reduce the probability the applicants will leave the organization meet the organizations responsibilities legal and social implications regarding the composition of the workforce increase organizational and visual Effectiveness in short term and long-term evaluate the effectiveness of virus techniques and location of recruiting types it's all about helping organization they make decisions about individuals uh who will closely match the requirements of vehicles is typical and of course a part of the selection is you have to provide also adequate information to those candidates who are uh applying for the job so that they could uh properly decide decide if they really want the job and also to ensure that the candidates feel that they have been courteously and fairly treated during the selection process again uh acceleration process has been just about uh you know for for the applicant to to get the job but also for organizations to establish also you've got an employer brand it's basically a two-way process the the organization gets to know the applicant and the applicant get to know the people that organization and the overall uh procedure or brand employer brand of this organization okay so there you have it the difference between uh Recruitment and selection right right so let's try to discuss the role of HR in Recruitment and selection it's like we have mentioned Manina uh the main actors of this uh uh recruitment and selection activity human resource department okay so it's a key responsibility of the HR department candidates for the organization recruitment and selection depends on the size of organization okay and then we have here HR must only ensure does not only ensure that recruiting process but they must act as a business partner in the Strategic Talent acquisition approach all right right okay so that's uh the short introduction of recruitment selection along definition and the difference between the two terms now let's try to discussion steps or procedures in Recruitment and selection okay so ideally Recruitment and selection starts with human resources planning or workforce planning in our in our previous discussion uh we uh mentioned that in the HR planning exercise uh we have really possible uh outcomes Labor uh shortage labor Surplus or labor equilibrium so basically the human resource planning process determines if the organization will hire or or not so when the HR planning exercise indicates the need for additional labor or organizations uh will now step in into recruitment and selection sure okay so don't know um recruitment and selection depending on the result now HR HR planning must uh start first before you conduct your Recruitment and selection right right so let me show you to you to you this uh this diagram okay so the Recruitment and selection activities of the organizations being Guided by the employment planning and strategic planning process okay so as you can see in the in the diagram here the organizational mission is the guide for organizational strategy then HR would come into the picture by analyzing the task to be done and figures out how to organize those tasks into jobs so this was discussed in our job analysis and job design okay then after that the next step is to determine how many workers artists are to fill those jobs and the skills they will need so uh if the supply of the workers exceeds the number of necessary uh workers needed HR must recruit or reduce the number of workers okay if the supply of workers is less than the number sorry HR must recruit more workers to fulfill the organizational Nations so uh HR planning therefore is one of the most important elements in the successful HR program because it determines that you have the right number and kind of people at the right place at the right time capable of effectively and efficiently completing those tasks that will help the organization achieve its overall strategic objectives and then based on the outcomes of our employment planning and strategic planning process uh there will be a decision if you will be conducting Recruitment and selection but let's say uh that uh you know labor shortage so there is a need for organization to conduct so let's try to look into the typical steps Recruitment and selection process so there is a structure of recruiting and selecting employees so let me show you know the typical steps in Recruitment and selection process so this is a fairly standard approach and organizations may use something similar already method or steps okay so every step is important in giving you the best opportunity to attract the best people with ability and potential number one we have here determines whether recruitment is necessary it may be that uh that the vacancy can be filled in some other way we have discussed this hiring temporary workers through overtime we tackle this in our HR planning discussion information can be obtained by conducting exit interview with the person who is living you can also look at how the post could be filled could be filled within or uh internal recruitment flexible working or through redeployment okay then number two if you deem that the recruitment is sorry sorry the next step is to analyze the job uh Young Job analysis uh process that we discussed in our previous discussion so that uh the HR department or or the the hiring manager could provide you information you will in order to specify the job and the person best suited to fill the job and also description and competency profile or person specifications number three right right okay the job description and personal specification but if there is already uh step step okay then number four we have here decision on the most appropriate application and selection methods so you will be you will not be uh deciding here application forms and selection method so basically you will be uh determining here if you will be using a resume application forms determining here selection test or background check number five we have here uh decide how to attract candidates so this this is the process where you will not be uh making decisions about how to Market a vacancy so it ensures uh you will be reaching potential records and mistakes because because recruitment sources or methods we will be discussing this individually later on number six we have here Market the job once you decided okay and where to Market has been taken you also have to decide how to Market Market this ensures that any advertisement that you will be uh floating is fair and representative of both the job in your organization and then after that we have your number seven and you are now ready so once you were able to solicit applicants you will not be filtering in short listing applications this means uh reducing the number of applicants to a manageable number for selection if you're uh dealing with hundreds of applications so it's important for you to filter and shortlist okay okay remember that if too few people are carried forward to the next stage it Retreats your it restricts your choices it wastes time and leads to confusion so uh you must filter and shortly uh the selection method should should have been agreed earlier and event itself must be well managed not only to analyze the match between the candidate and the job but also to give good impression of the organization they may be joining and then based on the uh step step number eight in the previous uh steps you are now ready to make the decision and offer okay so the decision about who to a point must be based on facts and evidence not gut reaction or Instinct so once the decision has been taken the successful candidate can be informed face to face or by phone or I mean it must be always be in in writing could be by email or a physical letter the number 10 you also have to conduct some verification in background check okay uh there must be some form of validation of those uh stated references especially among academic references uh prior work references law enforcement records are crucial okay to determine the validity of those uh illegality of those data provided during the uh previous steps in the Recruitment and selection process then number 11. I don't know um Financial records work experiences you will be providing job offer and giving them giving them this list of pre-employment requirements okay so once they are able to submit this one you might transcript of Records birth certificate SSS the number memberships and very clearances medical certificate okay you will not be uh uh providing them the first day of work and provide them onboarding and training so recruitment and selection process all right so there you have it the typical Recruitment and selection process so it is a long contiguous process that aims to select only the best in culture field candidates okay next is the typical distribution of recruiting responsibilities between the HR department and managers in large organizations okay okay so uh the Recruitment and selection process is a partnership and collaboration between the HR unit and the various life managers full requisition for the job so depending on the size of the organization recruitment is the responsibility of the range of workers so larger organizations recruiters while uh others okay and in small businesses the hiring manager may be responsible for recruiting for the business owners or is responsible for the recruiters the table in the screen shows you the typical distribution of equipment responsibilities between the HR department and managers in larger organizations okay okay next up is we have here the uh the recruitment so the recruitment process starts with after considering there's a need for uh recruitment based on the HR planning exercise uh the specific manager okay will provide by the HR department this document employee requisition yeah so employee requisition so this is a document that specifies job title department the day uh the date the employees needed for work and other details okay so normally when employees resigns retire dies discharge from service or number two what the new position is created as a result of expansion or restructuring or reorganization so with this information managers can refer the uh appropriate job vacancy and also provide the Asia Department with the job description and job specification next is to determine also you know nothing recruitment sources recruitment sources uh this is uh uh yeah yeah if you're a work qualified candidates are located such as colleges or competitors okay yeah organization then we have here equipment methods specific means to attract our potential employees to The Firm okay [Music] do it the identification of source and the identification of methods so later on we will be looking into uh some sources and methods in recruitment now let's look into the different recruitment terms that are usually being identified before the actual recruitment efforts is being carried out uh it's important for every recruiters to become aware of the labor markets okay because recruitment takes place in a different labor markets that can vary a great deal learning some Basics about the labor market that aids in understanding recruitment Market these are the external Supply pool from which employer attract employees the prospective employees the labor market is the place where workers and employees interact with each other so in the labor market employers compete to hire the best and the workers compete for the best satisfying job okay so labor market analysis is an integral part of the organization's recruitment process because it not only helped it find the most qualified workers for the jobs that it offers but also ensures that it provides a competitive compensation package to each workers so this is important in order for organization to be able to keep its competent workers and thus continue its productivity okay labor market these are the external sources from which organizations you can attract employees so this includes all potential employees in particular area whether they are actively seeking employment or or not so there are uh key terms here number one is the labor force uh population this includes all individuals who are available for selection if all possible recruitment strategies are used so this population includes both employed and unemployed individuals who are willing and able to to work for example the labor board population in a particular City may include college graduates experienced professionals and retirees who are interested in working part-time okay number two we have here the applicant population that's why subset labor force population that is available for selection using particular recruiting approach for example a company may use a specific job board or equipment agency to attract potential candidates and applicants who respond to these efforts would be considered the applicant population okay so this includes individuals who have submitted an application or resume and have been screened by the company recruitment team for example if a company receives 100 resumes in response to a job posting this 100 individuals would make up the applicant pool then lastly the individual selected consists of those who made it through the screening process and have been hired for the jobs received individuals who have successfully completed the interview process and any required assessments so for example if a government decides to hire three people out of the 100 applicants who applied for a job those three individuals would be considered the individuals selected all right right so another terms recruitment terms okay so normally at least four recruiting decisions affect the nature of applicant population number one is the recruiting method so the method of recruiting affects the nature of African population as it determines the type of candidates who will be attracted to the job opening let's say for example if an organization choose to advertise job openings on social media platforms it is more likely not uh uh are younger candidates whereas job posting when you are when you will be posting job openings on industry specific examples attract more experience professionals number two recruiting methods so the message conveyed during the recruitment process affects also the nature of the applicant population as it shapes the perceptions of the potential applicants for example if a job description emphasize High salary and benefits it may attract applicants who are primarily motivated by compensation rather than the job number three we have here applicant qualifications required the qualifications required for for a job opening can also greatly affect the nature of applicant pool okay so for example if a job requires a college degree and several years of experience it will only attract applicants who meet those specific qualifications this can result in a smaller applicant pool but may lead to a more qualified group of candidates requirements but there is a tendency that you will be uh you know receiving a more qualified group of applicants or candidates the number four we appear administrative procedures procedures of recruiting process can also affect the nature of applicant population for example if an organization only accepts applications during a specific time of year it may miss out one potential candidates who are looking for a job at a different brand timeline and additionally if an organization does not follow up with applicants or use previous applicant files it may miss out on qualified candidates who have previously applied like okay all right in the in recruitment now let's proceed to recruitment efforts the decisions that are made about recruiting help dictate not only the kinds and numbers of applicants but also how difficult or successful recruiting efforts maybe maybe so uh for example if an organization use an effective or inefficient recruiting method it may attract a smaller pool of applicants or applicants who do not possess the necessary qualifications for the for the job applicants so similarly if organization does not clearly Define the applicant qualification required it may Attract it may attract a wide range of applicants and some of you may not be well suited for that for the geology and ultimately the decisions made about recruiting can have a significant impact on the success or failure of recruiting process so therefore our recruiting strategy details in identifying where to recruit who to recruit and what the job requirements will be and one of the key considerations deciding whether you will be using internal or internal or external searches okay so let's discuss this to uh sources or methods okay okay so most employers combine the use of internal and external recruiting sources so this means uh that are both promoting from within an organization within the organization and hiring from outside the organizations comes with advantages and and disadvantages so let us discuss this uh advantages and disadvantages internal recruitment this is usually the first choice of recruitment which focuses on filling job positions within the organization by promoting existing employees so this type of recruitment looks into getting internal sources to fill positions and encourages promotions from within so an organization's uh promotion policy will have a significant effect on the recruitment process if the open position is above entry level it may be appropriate to promote someone already working for the organization so many organizations use a promotion plan within as a way of motivating individuals so it's a motivational tool and a reward for good work or longevity with the organization because uh when employees see that their co-workers being promoted they become more aware of their own career opportunities so management should be able to identify current employees who are capable of filling positions as they become available so some of the tools uh being used for internal for internal recruitment or HR databases job postings and job buildings and event employee referrals so here are the advantages of using internal recruitment number one it is usually cheaper in terms of starting pay so when uh failing an internal vacancy the company already has established base structure so there is no need to negotiate for a new salary so for example if a company promotes a system employee to higher position they will uh receive slightly Higher One based on the company based structure number two uh uh there will also be savings because uh there is a uh it will be faster to fill internal vacancies so internal recruitment can be faster than external recruitment because the company already has information about the skills experience and performance of internal candidates so this means that uh there's no need to spend time and money advertising recruiting and even screening candidates so for example if a company is a position that needs to be filled urgently they may look internally first before opening the position up to external candidates internal recruitment can boost employee moral as it shows that the company values their current employees and they are willing to invest in their development this can increase employee loyalty and motivation which can lead to higher job satisfaction and productivity so for example if an employee sees that there are opportunities for career progression within the company they'd be more likely to stay with the company long term are already known so when feeling opposition internally the company has already assessed the skills and experience of the employee as well as their strengths and weaknesses so this can lead to a better success rate since the company has a better understanding of the employee's capabilities and how they fit into the company culture it's a great example if a company promotes an employee a management position they already have an understanding of their leadership and interpersonal skills which can make the transition to the new position more the motor um okay another thing is uh cultural fit internal candidates or already familiar with the company value work processes and culture so they are more likely to fit in seamlessly with the team and require less time to adjust the new role okay smooth transitions since they are working already within the organization there is a less risk of disruption or uncertainty in the team and uh they may also require less orientation or onboarding since they are already familiar with the company policies procedures and systems and also Maritime data retention of propriety knowledge so by promoting from within the organization can retain available industry knowledge institutional memory and relationships.internal candidates have built with clients Partners or suppliers so this can help the company maintain its competitive version avoidable losing valuable assets to competitors okay so those are the uh advantages let's look into the disadvantages when an employee is promoted it creates a vacancy in their previous position that needs to be filled this can result in a series of job openings and movements within the organization which can be disruptive and time consuming for management when some employees are promoted and others are not it can lead to resentment and lower moral among those who were not selected this can have a negative impact on teamwork and overall job satisfaction number three lack of fresh perspectives by promoting from within the company may miss out on the opportunity to bring in new employees with the fresh ideas and perspective this can lead to stagnation and lack of innovation the promotion process can create a sense of competition among employees which can be somehow sometimes could be counterproductive it if it becomes uh you know control and very divisive then lastly we appear less security system unemployed has been with the company for a long time may be less likely to to challenge the start of school or offer constructive criticism that could help the company improve and the effect could be or it could lead to complacency and persistence to to change all right so yeah advantages and disadvantages of using internal recruitment is a external recruitment so many employers prefer to conduct a internal recruitment first and then they will turn to external recruitment only if internal efforts are unsuccessful so external recruitment is hiring someone from outside the organization so if no current employees has the desired qualifications candidates may be attracted from a number of outside sources so normally employers use uh external recruitment to attract individuals with the necessary skill sets that are not found in-house or when seeking to grow your business or take it in a different direction so yeah you will now be looking outside the organization to build job job openings okay and we have here uh three resources why external recruitment is needed number one number one to fill and reliable job so this is the first reason why external recruitment is needed okay especially for organizations that have uh you know a high number or or a higher over rate or required large number of employees examples um uh call center industry Manufacturing okay so they may they might or they may need to hire a large number of entry level of workers to stop its for example passport this stuff you know restaurants number two the second reason why external recruitment is needed is to acquire skills not possessed by Guardians and boys this is particularly important when organization is funding is expanding into new areas or when new technologies or processes are introduced let's say for example a software company may need to recruit employees with specialized skills in artificial intelligence or machine learning number three lastly uh uh there is a need to obtain employees with different backgrounds to provide diversity of ideas so hiring employees from a diverse background can bring New Perspective and ideas to the organization and help create a more inclusive workplace so let's say for example uh a multinational corporation may need to recruit employees from different countries to better understand the needs and preferences of its Global customer base external recruitment so we have your number one access to larger talents of course external recruitment enables the organization to attract a larger pool of candidates with diverse skills experiences and perspective let's say for example if a company wants expands operations to a new geographical location it will need to recruit new employees from the local labor market uh to ensure that the company's staff with people who understand the local culture and customs next is uh new ideas and perspectives so the external recruitment provides the opportunity to bring in fresh perspective and ideas into the organization enhancing the creativity and innovation so let's say uh for example if a company wants to implement a marketing strategy it can hire a marketing professional from a different industry who has a proven track record of success in that area acquire new skills in competencies external recruitment you will be bringing an employee who possesses skills and competencies not found within the organization okay especially if you will be expanding into a new area of Technology uh you connect to the skills and experience employee from another organization who has expertise in that area so connections uh next Advantage which is the competitive intelligence gathering okay external recruitment can also provide you opportunity to to hire people with knowledge of competitors secret which can help the company gain competitive Advantage so example it is you you will be hiring a former employee of a competitor who has knowledge of competitor strategies and business practices it is typically more expensive to hard hard external candidate because of the need for advertising recruiting peace and relocation goes among others okay sample the company needs to hire a senior executive from another organization to bring English skills and experiences so the company has to spend a significant amount of money on the Headhunters job advertisement and even relocation expenses uh virtual cultural pit for internal recruitment so external recruitment cultural mismatch so so in here here external hires may have difficulty fitting into the organization's culture which could lead to low moral poor performance and even high turnover okay example detail is executive or CEO from a competitor to a new project however foreign targets from another industry example okay excuse and qualifications for them to get the job but uh actual work uh resume another is Young longer acclimation period may take longer to adjust to the job and organizations culture which could delay productivity and impact business operations then lastly we have here uh employee morale uh internal employees May uh feel uh or maybe demoralized because they are not considered for the position leading to lower commitment levels and higher than over so they made the uh telling to themselves so they might be demoralized employees when they are considered for the position for example in some company outside instead of promoting employee from within a qualified so this decision leads to resentment among current employees and some may Liberty organization all right so yeah uh recruitment and selection okay so next uh discussion we will be highlighting recruitment sources internal and internal and external recruitment sources methods and techniques okay so uh that's it thank you for listening

good morning in today&#39;s session we will explore the fundamental principles and best practices of Recruitment and selection and as we know in our previous discussion we already have uh tackled this one and agreed as a group that the success of the the success of the organization heavily relies on the people who work for it therefore the process of attracting selecting and even hiring the right Talent is a crucial activity for any organization recruitment and selection are critical Asia functions that ensures that the right people with the necessary skills and qualifications are hired for the job so in here we will be uh discussing here the key Concepts strategies and tools required effective Recruitment and selection processes can explore the world of Recruitment and selection together okay so uh we have seen here that hiring talented individuals is critical to one organization success okay okay so it is a really recognized that the success of any business is great influenced by the caliber and attitude of people who work for it for it so hiring talented individuals is a crucial uh part of the organization uh desire to succeed as they bring vulnerable skills expertise and innovative ideas that contribute to the growth and development of a certain company or organization employees not only help organizations achieve their goals and objectives but they also bring a positive impact on the organizational culture and employee furthermore and more talented individuals can play a significant role in building a competitive Advantage for the organization therefore for organizations need to have an effective Recruitment and selection process in place to attract access and hire the best talent available in the market but this step of acquiry Italian or acquiring the red Talent can also be challenging okay so we all know that apparent the right Talent is essential for the success of the organization but it&#39;s not always an easy task many factors can make it challenging to find and hire the right people and one of the primary reasons that that the job market is highly competitive and talented individuals are in high demand as a result organizations must compete with other companies to attract moreover the recruitment process itself can be time consuming and costly organizations need to invest in creating effective job postings screening resumes interviewing candidates and even conducting background checks and even after all the steps there is no guarantee that the right candidate will be hard hence uh this process can be frustrating and time consuming for HR managers recruiters and even for the organizational so another challenge is uh uh many talented individuals may already be employed and may not be actively looking for new job opportunities so in such cases recruiters need to uh use creative strategies such as the use of social media and networking to reach out to potentials and candidates in addition some organizations May struggle to track a diverse Talent this can be due to the lack of diversity in the existing Workforce uh bias recruitment processes or even a lack of effort to reach out to the underrepresented groups therefore having a sound and effective Recruitment and selection policies procedures and systems can help organizations overcome the challenges of so a well-designed recruitment and selection process can help organizations attract assess and hire the best talent available in the market okay so we always have to uh put this into our minds that our recruitment is is a crucial strategic activity for organizations because uh is organizational activities for the sake of having Recruitment and selection process but but strategic value you always remember that can help organizations identify and higher top talent which can bring significant benefits to the organization innovative ideas vulnerable skills and even experts that contribute to the organizations growth and development therefore organization needs to our organizations need to establish a good Recruitment and selection process to ensure that they are hiring the best candidates for the for the job okay okay and also whether you are a small business large organizations the the value of recruiting is an essential uh is essential to your business so uh recruiting is essential for businesses regardless of your size or whatever industry you are into because every organization or businesses needs to concern itself with recruiting whether you are failing a job vacancy so when business have a vacancy it can lead to a gap in productivity and revenue which can have a long lasting impacts on the organization therefore uh it is crucial for you to have a recruitment process that is in place already to quickly fill the job vacancy with the right candidate and uh this will ensure that the organization continues to function at optimal levels furthermore when you are expanding or growing your your business yes there will be a need to recruit new staff to support these changes good recruitment process in place uh you will not struggle anymore to attract and hire the right talent talent that you need to succeed process that is in place uh you might struggle and this could lead to delayed growth plans Miss opportunities and even uh advantage another thing if you will pick up in a succession plan this this also a crucial aspect of recruitment because especially for large organizations uh they need to have a plan in place to ensure that they have the right people to fill key leadership positions when they become available so without your succession plan businesses May struggle to find suitable candidates when senior leaders retires or leaves the organization okay okay so uh the the recruitment process is not just the concern of of large organizations but regardless of your size and whatever industry you&#39;re into you need to have a good uh equipment and selection policies procedures and even uh activities okay and also as a manager part of your job is to conduct a recruitment and selection on activities because uh this is a part of the starting function of management this focuses more on making selections of the right candidates for the for the right judge so uh it constitutes really disturbing function of management because you will be uh conducting here scientific selection to ensure that the right man is selected for the right side okay okay properly develop Recruitment and selection teams uh properly individuals to fill in job vacancies in your organization okay and uh next uh the Recruitment and selection uh procedure or function is usually delegated to human resource management department and uh somehow this is being performed by malaking organization Recruitment and selection especially so uh selection is essentially uh delegated or uh primary primarily or usually delegated to the human resource management department so they are now responsible for overseeing the Recruitment and selection process ensuring that it is carried out effectively and efficiently is responsible for the performance of the day-to-day tasks related to Recruitment and selection and also this specialist uh they have the expertise and knowledge to identify the right talent for the organization and they are familiar with the best practices in Recruitment and selection okay okay so we will be looking uh later on [Music] activities recruitment and selection especially along Recruitment and selection okay so uh all HR managers and recruitment teams strive to hire the best talent of course every organization that is just the managers or HR managers and their equipment teams if all business owners CEOs wants to uh because they understand that hiring the right candidate can make a significant difference in organization success while uh having uh or hiring or having a bad hire can lead to costly mistakes and loss productivity okay so in trying to attract and hire the best qualified candidates the whole activity is usually uh called recruitment selection and placement or onboarding of newly hard employees so we will be looking into this uh various stages of this uh process that we are discussing right now okay so let&#39;s look at the definition so Recruitment and selection and onboarding are interconnected and uh uh crucial stages in the hiring process of organization so here are the definitions of this uh three uh stages in the hiring process of any organization so recruitment involves recruitment involves attracting a potential candidates to apply for a job so once we are able to attract the right number of people to apply for those jobs you will now be conducting your selection process you will be choosing from this group of applicants by using some uh selection methods we will be discussing that later and then we have here onboarding once you&#39;re able to choose among these applicants in uh the the applicant uh has already accepted the job offer then this new employee needs to properly be integrated to your culture and to your systems okay so that&#39;s how these three uh stages are connected with one another okay so first recruitment uh potential candidates to apply and then once the applicant is established the selection process starts which involves now evaluating the candidates qualification skills and experiences and of course even their uh suitability for the position finally finally uh on boarding The Chosen candidate is on boarded which involves introducing them to the organization&#39;s culture policies procedures and even providing them with necessary tools resources and training to excel in their role so the connection between these three stages that they all contribute to finding the right fit for the job and setting the new employee for success so the recruitment stays is essential in identifying a full of qualified candidates and the selection process ensures that the most suitable suitable candidate is is two cents yeah and then onboarding on the other hand it will now set the tone for the employees experience within the organization and ensure that they are adequately equipped to fulfill their role and Achieve success in their new position so if these three uh stages are properly executed it will ensure that the organization hires the right candidate for the job and sets them up for their success in their new role in your organization okay okay so uh let&#39;s uh discuss also the benefit of hiring the right person okay so the advantages of employing the suitable candidate or suitable individual is not just about uh as simply as a feeling those job vacancies with your family members or even uh your friends and colleagues that sometimes may not meet all of the requirements so it is crucial for organizations to devote effort and resources to recruit employees who are committed to the long-term success of a business to ensure its sustainability uh distinct benefits to the company and it is essential to look for those with the finest characteristics so employing the right people can provide various benefits for your organization number one benefit number one we have here exceptional work or output okay okay so if you choose to hire people who have the right skills but ernests are available in your company you will see the work output increase not only that this all this employees also are better in in what they do and also they find ways to make things faster easier and even better than before okay number two we have here lower training costs so uh when you uh have a new hire okay um or The Talented employee they may not need as much training time allowing you to save training or to save on training course okay number three we have here more ideas yes so if you had the right person the talented person the most skilled person uh they will be the one who can and will contribute new ideas to the company so uh organization if you recruit someone who is talented and match the job can you compensate him or her for his or her Talent you will be hiring a lawyer employees this means that they will be staying in your company for years to come and grow with the company and then lastly where we are happier team members so the more talented uh people you have the happier everyone in the company will be why why because this talented individuals know how to perform the jobs effectively and efficiently and also uh uh with this one uh conflict and also the time to uh tell them or to provide Guidance with this or to supervise talented newly hard individuals okay okay so so yeah so therefore uh by hiring the right person the business will move in a positive direction and will become a more successful in the future future so managers and businesses owners needs to be aware of the impact that employee can have and consider their impact throughout the hiring process okay of course no business owners wants to hire the wrong person for the job uh not only because they&#39;ll need to find a replacement candidate sooner than did like but also by making a bad hire it will also drain their energy and time and uh somehow can cause a business in a number of ways okay let&#39;s uh statistics so 70 supervisors time or about one day per week will be spent managing a bad bar uh based on some statistics uh 34 percent of business uh owners estimated that they weighs over 50 hours candidate instead of focusing on their main job as managers you know dealing with this uh bad higher in terms of Guru and others uh Indonesia effective 37 of extra trading was they need more time to adjust to the pace of the of the workplace okay and uh another thing uh another thing is number one it could have a negative impact on the workforce performance so a bad hire can negatively affect the performance of an entirety or Department because uh they may not have the necessary skills or experience to perform their job effectively causing you know you know unusual among errors delays mistakes and even reduce level of productivity number two we have your Recruitment and advertising fees and stuff time right okay when a bad heart is made the company may need to restart the recruitment process which can incur additional costs for advertising job vacancies dedicating staff time to review resumes and conduct that interviews number three is adult disruption if a bad hair is made for a critical role it can lead to project delays or even a project failure and this can be very costly in terms of time it also reduces uh uh resources or yeah costing your resources and even your potential uh loss of Revenue number four is relocation training pieces so so if a bad hire needs to be replaced the company maker additional costs for relocating them and training the replacement part number five five uh in some cases the company may need to provide outplacement services for the terminated employee you can also add to the cost of a bad number six lost customers is in a position where uh they are dealing daily with the customer they may negatively impact customer satisfaction and lead to loss business which can result in costly litigation fees for the for the company so it&#39;s important for organizations to prioritize effective Recruitment and selection practices to minimize this risk so the average cost of a bad heart can be astronomical so business factors with all the costs associated with the buggers lost productivity Recruitment and 10 expenses dedication is damaged employees the cost can be significantly high high so it&#39;s crucial for companies to invest in or to create an effective Recruitment and selection process to ensure they hire the right person for the job which can ultimately save them money in the long run okay all right right let&#39;s proceed the difference between Recruitment and selection okay so we have uh mentioned a while back that the success of the organization depends on its people so uh recruitment selection help the organization choose the right candidates for the right position so therefore understanding the difference between a recruitment and selection is essential to reduce any losses for the organization okay okay so just like what we have uh mentioned uh in our previous uh slides um note that uh when we say recruitment is the art of discovering and procuring potential applicants for actual and anticipated vacancies within the organizations and selection now we will now be screening those candidates who were discovered and procured and applied to the actual and anticipated vacancies of the organization so basically what we are choosing are the ones who are most suitable for the jobs taking in consideration the needs and requirements of the of the job okay so uh recruitment it&#39;s more of uh uh uh recruiting locating maintaining contacting sources of Human Resources so uh it connotes the memory type connotation of placing the right person in the right job okay so it&#39;s a process of employing virus strategies to help recruiters decide which applicant is best suited for the for the job so let&#39;s try to look into these specific activities of these uh stages so specific tasks involved in the process of recruitment or analyzing job requirements advertising the vacancy attracting candidates to apply managing responses of these applicants scrutinizing applications and of course for shortlisted candidates in the selections activities or tasks number one is screening eliminating unsuitable candidates conduct the examination and mock interviews or interviews rather checking references and medical tests checking references and yeah your medicality so uh the selection process is largely time consuming step in an employee higher experience because uh you will now be choosing and evaluating uh qualified HR managers must uh carefully identify the eligibility of every candidate for the post and being careful not to disregard important factors such as educational qualifications background and competencies so as a summary differences between recruitment so you are searching for potential and encouraging them to apply selection uh you will now be selecting the best candidates and offering them the job is positive because you want to increase the number of applicants and selection is negative because you want to reduce okay the number of applicants can choose only human ideal candidates an objective is to invite more for the recruitment so selection number is rejecting uh those who are not uh suitable okay and choosing the best among these uh uh top caliber candidates for that position in terms of contractual relations established because you&#39;re just encouraging them to apply but in the selection it would result from to a contractual agreement especially if you will not be providing job offer to the uh the one who were being selected to that position so unprocessed recruitment is vacancies are notified and then application form is made available to the candidates uh would undergo different levels of evaluation or selection methods to determine if they are appropriate for that position and on key factors recruitment is advertising the job job and uh so selection it&#39;s more of a job opening or a point appointing the candidate right so I hope you were able to look into the the difference between recruitment and selection okay okay so uh the summary so this is now the main purposes of recruitment okay increase the pull of qualified job applicants help increase success rate selection process help reduce the probability the applicants will leave the organization meet the organizations responsibilities legal and social implications regarding the composition of the workforce increase organizational and visual Effectiveness in short term and long-term evaluate the effectiveness of virus techniques and location of recruiting types it&#39;s all about helping organization they make decisions about individuals uh who will closely match the requirements of vehicles is typical and of course a part of the selection is you have to provide also adequate information to those candidates who are uh applying for the job so that they could uh properly decide decide if they really want the job and also to ensure that the candidates feel that they have been courteously and fairly treated during the selection process again uh acceleration process has been just about uh you know for for the applicant to to get the job but also for organizations to establish also you&#39;ve got an employer brand it&#39;s basically a two-way process the the organization gets to know the applicant and the applicant get to know the people that organization and the overall uh procedure or brand employer brand of this organization okay so there you have it the difference between uh Recruitment and selection right right so let&#39;s try to discuss the role of HR in Recruitment and selection it&#39;s like we have mentioned Manina uh the main actors of this uh uh recruitment and selection activity human resource department okay so it&#39;s a key responsibility of the HR department candidates for the organization recruitment and selection depends on the size of organization okay and then we have here HR must only ensure does not only ensure that recruiting process but they must act as a business partner in the Strategic Talent acquisition approach all right right okay so that&#39;s uh the short introduction of recruitment selection along definition and the difference between the two terms now let&#39;s try to discussion steps or procedures in Recruitment and selection okay so ideally Recruitment and selection starts with human resources planning or workforce planning in our in our previous discussion uh we uh mentioned that in the HR planning exercise uh we have really possible uh outcomes Labor uh shortage labor Surplus or labor equilibrium so basically the human resource planning process determines if the organization will hire or or not so when the HR planning exercise indicates the need for additional labor or organizations uh will now step in into recruitment and selection sure okay so don&#39;t know um recruitment and selection depending on the result now HR HR planning must uh start first before you conduct your Recruitment and selection right right so let me show you to you to you this uh this diagram okay so the Recruitment and selection activities of the organizations being Guided by the employment planning and strategic planning process okay so as you can see in the in the diagram here the organizational mission is the guide for organizational strategy then HR would come into the picture by analyzing the task to be done and figures out how to organize those tasks into jobs so this was discussed in our job analysis and job design okay then after that the next step is to determine how many workers artists are to fill those jobs and the skills they will need so uh if the supply of the workers exceeds the number of necessary uh workers needed HR must recruit or reduce the number of workers okay if the supply of workers is less than the number sorry HR must recruit more workers to fulfill the organizational Nations so uh HR planning therefore is one of the most important elements in the successful HR program because it determines that you have the right number and kind of people at the right place at the right time capable of effectively and efficiently completing those tasks that will help the organization achieve its overall strategic objectives and then based on the outcomes of our employment planning and strategic planning process uh there will be a decision if you will be conducting Recruitment and selection but let&#39;s say uh that uh you know labor shortage so there is a need for organization to conduct so let&#39;s try to look into the typical steps Recruitment and selection process so there is a structure of recruiting and selecting employees so let me show you know the typical steps in Recruitment and selection process so this is a fairly standard approach and organizations may use something similar already method or steps okay so every step is important in giving you the best opportunity to attract the best people with ability and potential number one we have here determines whether recruitment is necessary it may be that uh that the vacancy can be filled in some other way we have discussed this hiring temporary workers through overtime we tackle this in our HR planning discussion information can be obtained by conducting exit interview with the person who is living you can also look at how the post could be filled could be filled within or uh internal recruitment flexible working or through redeployment okay then number two if you deem that the recruitment is sorry sorry the next step is to analyze the job uh Young Job analysis uh process that we discussed in our previous discussion so that uh the HR department or or the the hiring manager could provide you information you will in order to specify the job and the person best suited to fill the job and also description and competency profile or person specifications number three right right okay the job description and personal specification but if there is already uh step step okay then number four we have here decision on the most appropriate application and selection methods so you will be you will not be uh deciding here application forms and selection method so basically you will be uh determining here if you will be using a resume application forms determining here selection test or background check number five we have here uh decide how to attract candidates so this this is the process where you will not be uh making decisions about how to Market a vacancy so it ensures uh you will be reaching potential records and mistakes because because recruitment sources or methods we will be discussing this individually later on number six we have here Market the job once you decided okay and where to Market has been taken you also have to decide how to Market Market this ensures that any advertisement that you will be uh floating is fair and representative of both the job in your organization and then after that we have your number seven and you are now ready so once you were able to solicit applicants you will not be filtering in short listing applications this means uh reducing the number of applicants to a manageable number for selection if you&#39;re uh dealing with hundreds of applications so it&#39;s important for you to filter and shortlist okay okay remember that if too few people are carried forward to the next stage it Retreats your it restricts your choices it wastes time and leads to confusion so uh you must filter and shortly uh the selection method should should have been agreed earlier and event itself must be well managed not only to analyze the match between the candidate and the job but also to give good impression of the organization they may be joining and then based on the uh step step number eight in the previous uh steps you are now ready to make the decision and offer okay so the decision about who to a point must be based on facts and evidence not gut reaction or Instinct so once the decision has been taken the successful candidate can be informed face to face or by phone or I mean it must be always be in in writing could be by email or a physical letter the number 10 you also have to conduct some verification in background check okay uh there must be some form of validation of those uh stated references especially among academic references uh prior work references law enforcement records are crucial okay to determine the validity of those uh illegality of those data provided during the uh previous steps in the Recruitment and selection process then number 11. I don&#39;t know um Financial records work experiences you will be providing job offer and giving them giving them this list of pre-employment requirements okay so once they are able to submit this one you might transcript of Records birth certificate SSS the number memberships and very clearances medical certificate okay you will not be uh uh providing them the first day of work and provide them onboarding and training so recruitment and selection process all right so there you have it the typical Recruitment and selection process so it is a long contiguous process that aims to select only the best in culture field candidates okay next is the typical distribution of recruiting responsibilities between the HR department and managers in large organizations okay okay so uh the Recruitment and selection process is a partnership and collaboration between the HR unit and the various life managers full requisition for the job so depending on the size of the organization recruitment is the responsibility of the range of workers so larger organizations recruiters while uh others okay and in small businesses the hiring manager may be responsible for recruiting for the business owners or is responsible for the recruiters the table in the screen shows you the typical distribution of equipment responsibilities between the HR department and managers in larger organizations okay okay next up is we have here the uh the recruitment so the recruitment process starts with after considering there&#39;s a need for uh recruitment based on the HR planning exercise uh the specific manager okay will provide by the HR department this document employee requisition yeah so employee requisition so this is a document that specifies job title department the day uh the date the employees needed for work and other details okay so normally when employees resigns retire dies discharge from service or number two what the new position is created as a result of expansion or restructuring or reorganization so with this information managers can refer the uh appropriate job vacancy and also provide the Asia Department with the job description and job specification next is to determine also you know nothing recruitment sources recruitment sources uh this is uh uh yeah yeah if you&#39;re a work qualified candidates are located such as colleges or competitors okay yeah organization then we have here equipment methods specific means to attract our potential employees to The Firm okay [Music] do it the identification of source and the identification of methods so later on we will be looking into uh some sources and methods in recruitment now let&#39;s look into the different recruitment terms that are usually being identified before the actual recruitment efforts is being carried out uh it&#39;s important for every recruiters to become aware of the labor markets okay because recruitment takes place in a different labor markets that can vary a great deal learning some Basics about the labor market that aids in understanding recruitment Market these are the external Supply pool from which employer attract employees the prospective employees the labor market is the place where workers and employees interact with each other so in the labor market employers compete to hire the best and the workers compete for the best satisfying job okay so labor market analysis is an integral part of the organization&#39;s recruitment process because it not only helped it find the most qualified workers for the jobs that it offers but also ensures that it provides a competitive compensation package to each workers so this is important in order for organization to be able to keep its competent workers and thus continue its productivity okay labor market these are the external sources from which organizations you can attract employees so this includes all potential employees in particular area whether they are actively seeking employment or or not so there are uh key terms here number one is the labor force uh population this includes all individuals who are available for selection if all possible recruitment strategies are used so this population includes both employed and unemployed individuals who are willing and able to to work for example the labor board population in a particular City may include college graduates experienced professionals and retirees who are interested in working part-time okay number two we have here the applicant population that&#39;s why subset labor force population that is available for selection using particular recruiting approach for example a company may use a specific job board or equipment agency to attract potential candidates and applicants who respond to these efforts would be considered the applicant population okay so this includes individuals who have submitted an application or resume and have been screened by the company recruitment team for example if a company receives 100 resumes in response to a job posting this 100 individuals would make up the applicant pool then lastly the individual selected consists of those who made it through the screening process and have been hired for the jobs received individuals who have successfully completed the interview process and any required assessments so for example if a government decides to hire three people out of the 100 applicants who applied for a job those three individuals would be considered the individuals selected all right right so another terms recruitment terms okay so normally at least four recruiting decisions affect the nature of applicant population number one is the recruiting method so the method of recruiting affects the nature of African population as it determines the type of candidates who will be attracted to the job opening let&#39;s say for example if an organization choose to advertise job openings on social media platforms it is more likely not uh uh are younger candidates whereas job posting when you are when you will be posting job openings on industry specific examples attract more experience professionals number two recruiting methods so the message conveyed during the recruitment process affects also the nature of the applicant population as it shapes the perceptions of the potential applicants for example if a job description emphasize High salary and benefits it may attract applicants who are primarily motivated by compensation rather than the job number three we have here applicant qualifications required the qualifications required for for a job opening can also greatly affect the nature of applicant pool okay so for example if a job requires a college degree and several years of experience it will only attract applicants who meet those specific qualifications this can result in a smaller applicant pool but may lead to a more qualified group of candidates requirements but there is a tendency that you will be uh you know receiving a more qualified group of applicants or candidates the number four we appear administrative procedures procedures of recruiting process can also affect the nature of applicant population for example if an organization only accepts applications during a specific time of year it may miss out one potential candidates who are looking for a job at a different brand timeline and additionally if an organization does not follow up with applicants or use previous applicant files it may miss out on qualified candidates who have previously applied like okay all right in the in recruitment now let&#39;s proceed to recruitment efforts the decisions that are made about recruiting help dictate not only the kinds and numbers of applicants but also how difficult or successful recruiting efforts maybe maybe so uh for example if an organization use an effective or inefficient recruiting method it may attract a smaller pool of applicants or applicants who do not possess the necessary qualifications for the for the job applicants so similarly if organization does not clearly Define the applicant qualification required it may Attract it may attract a wide range of applicants and some of you may not be well suited for that for the geology and ultimately the decisions made about recruiting can have a significant impact on the success or failure of recruiting process so therefore our recruiting strategy details in identifying where to recruit who to recruit and what the job requirements will be and one of the key considerations deciding whether you will be using internal or internal or external searches okay so let&#39;s discuss this to uh sources or methods okay okay so most employers combine the use of internal and external recruiting sources so this means uh that are both promoting from within an organization within the organization and hiring from outside the organizations comes with advantages and and disadvantages so let us discuss this uh advantages and disadvantages internal recruitment this is usually the first choice of recruitment which focuses on filling job positions within the organization by promoting existing employees so this type of recruitment looks into getting internal sources to fill positions and encourages promotions from within so an organization&#39;s uh promotion policy will have a significant effect on the recruitment process if the open position is above entry level it may be appropriate to promote someone already working for the organization so many organizations use a promotion plan within as a way of motivating individuals so it&#39;s a motivational tool and a reward for good work or longevity with the organization because uh when employees see that their co-workers being promoted they become more aware of their own career opportunities so management should be able to identify current employees who are capable of filling positions as they become available so some of the tools uh being used for internal for internal recruitment or HR databases job postings and job buildings and event employee referrals so here are the advantages of using internal recruitment number one it is usually cheaper in terms of starting pay so when uh failing an internal vacancy the company already has established base structure so there is no need to negotiate for a new salary so for example if a company promotes a system employee to higher position they will uh receive slightly Higher One based on the company based structure number two uh uh there will also be savings because uh there is a uh it will be faster to fill internal vacancies so internal recruitment can be faster than external recruitment because the company already has information about the skills experience and performance of internal candidates so this means that uh there&#39;s no need to spend time and money advertising recruiting and even screening candidates so for example if a company is a position that needs to be filled urgently they may look internally first before opening the position up to external candidates internal recruitment can boost employee moral as it shows that the company values their current employees and they are willing to invest in their development this can increase employee loyalty and motivation which can lead to higher job satisfaction and productivity so for example if an employee sees that there are opportunities for career progression within the company they&#39;d be more likely to stay with the company long term are already known so when feeling opposition internally the company has already assessed the skills and experience of the employee as well as their strengths and weaknesses so this can lead to a better success rate since the company has a better understanding of the employee&#39;s capabilities and how they fit into the company culture it&#39;s a great example if a company promotes an employee a management position they already have an understanding of their leadership and interpersonal skills which can make the transition to the new position more the motor um okay another thing is uh cultural fit internal candidates or already familiar with the company value work processes and culture so they are more likely to fit in seamlessly with the team and require less time to adjust the new role okay smooth transitions since they are working already within the organization there is a less risk of disruption or uncertainty in the team and uh they may also require less orientation or onboarding since they are already familiar with the company policies procedures and systems and also Maritime data retention of propriety knowledge so by promoting from within the organization can retain available industry knowledge institutional memory and relationships.internal candidates have built with clients Partners or suppliers so this can help the company maintain its competitive version avoidable losing valuable assets to competitors okay so those are the uh advantages let&#39;s look into the disadvantages when an employee is promoted it creates a vacancy in their previous position that needs to be filled this can result in a series of job openings and movements within the organization which can be disruptive and time consuming for management when some employees are promoted and others are not it can lead to resentment and lower moral among those who were not selected this can have a negative impact on teamwork and overall job satisfaction number three lack of fresh perspectives by promoting from within the company may miss out on the opportunity to bring in new employees with the fresh ideas and perspective this can lead to stagnation and lack of innovation the promotion process can create a sense of competition among employees which can be somehow sometimes could be counterproductive it if it becomes uh you know control and very divisive then lastly we appear less security system unemployed has been with the company for a long time may be less likely to to challenge the start of school or offer constructive criticism that could help the company improve and the effect could be or it could lead to complacency and persistence to to change all right so yeah advantages and disadvantages of using internal recruitment is a external recruitment so many employers prefer to conduct a internal recruitment first and then they will turn to external recruitment only if internal efforts are unsuccessful so external recruitment is hiring someone from outside the organization so if no current employees has the desired qualifications candidates may be attracted from a number of outside sources so normally employers use uh external recruitment to attract individuals with the necessary skill sets that are not found in-house or when seeking to grow your business or take it in a different direction so yeah you will now be looking outside the organization to build job job openings okay and we have here uh three resources why external recruitment is needed number one number one to fill and reliable job so this is the first reason why external recruitment is needed okay especially for organizations that have uh you know a high number or or a higher over rate or required large number of employees examples um uh call center industry Manufacturing okay so they may they might or they may need to hire a large number of entry level of workers to stop its for example passport this stuff you know restaurants number two the second reason why external recruitment is needed is to acquire skills not possessed by Guardians and boys this is particularly important when organization is funding is expanding into new areas or when new technologies or processes are introduced let&#39;s say for example a software company may need to recruit employees with specialized skills in artificial intelligence or machine learning number three lastly uh uh there is a need to obtain employees with different backgrounds to provide diversity of ideas so hiring employees from a diverse background can bring New Perspective and ideas to the organization and help create a more inclusive workplace so let&#39;s say for example uh a multinational corporation may need to recruit employees from different countries to better understand the needs and preferences of its Global customer base external recruitment so we have your number one access to larger talents of course external recruitment enables the organization to attract a larger pool of candidates with diverse skills experiences and perspective let&#39;s say for example if a company wants expands operations to a new geographical location it will need to recruit new employees from the local labor market uh to ensure that the company&#39;s staff with people who understand the local culture and customs next is uh new ideas and perspectives so the external recruitment provides the opportunity to bring in fresh perspective and ideas into the organization enhancing the creativity and innovation so let&#39;s say uh for example if a company wants to implement a marketing strategy it can hire a marketing professional from a different industry who has a proven track record of success in that area acquire new skills in competencies external recruitment you will be bringing an employee who possesses skills and competencies not found within the organization okay especially if you will be expanding into a new area of Technology uh you connect to the skills and experience employee from another organization who has expertise in that area so connections uh next Advantage which is the competitive intelligence gathering okay external recruitment can also provide you opportunity to to hire people with knowledge of competitors secret which can help the company gain competitive Advantage so example it is you you will be hiring a former employee of a competitor who has knowledge of competitor strategies and business practices it is typically more expensive to hard hard external candidate because of the need for advertising recruiting peace and relocation goes among others okay sample the company needs to hire a senior executive from another organization to bring English skills and experiences so the company has to spend a significant amount of money on the Headhunters job advertisement and even relocation expenses uh virtual cultural pit for internal recruitment so external recruitment cultural mismatch so so in here here external hires may have difficulty fitting into the organization&#39;s culture which could lead to low moral poor performance and even high turnover okay example detail is executive or CEO from a competitor to a new project however foreign targets from another industry example okay excuse and qualifications for them to get the job but uh actual work uh resume another is Young longer acclimation period may take longer to adjust to the job and organizations culture which could delay productivity and impact business operations then lastly we have here uh employee morale uh internal employees May uh feel uh or maybe demoralized because they are not considered for the position leading to lower commitment levels and higher than over so they made the uh telling to themselves so they might be demoralized employees when they are considered for the position for example in some company outside instead of promoting employee from within a qualified so this decision leads to resentment among current employees and some may Liberty organization all right so yeah uh recruitment and selection okay so next uh discussion we will be highlighting recruitment sources internal and internal and external recruitment sources methods and techniques okay so uh that&#39;s it thank you for listening

Transcript for:Fundamental Principles and Best Practices of Recruitment and Selection

Transcript for:
Fundamental Principles and Best Practices of Recruitment and Selection