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Entrep Module 10

The document outlines the recruitment process for businesses, emphasizing its importance in acquiring new skills and minimizing costs while improving organizational development. It details the stages of recruitment, including identifying job vacancies, preparing job analyses, sourcing candidates, screening, interviewing, and onboarding. The process aims to ensure that the right candidates are selected to meet the organization's needs effectively.

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joneielfontanosss
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2 views

Entrep Module 10

The document outlines the recruitment process for businesses, emphasizing its importance in acquiring new skills and minimizing costs while improving organizational development. It details the stages of recruitment, including identifying job vacancies, preparing job analyses, sourcing candidates, screening, interviewing, and onboarding. The process aims to ensure that the right candidates are selected to meet the organization's needs effectively.

Uploaded by

joneielfontanosss
Copyright
© © All Rights Reserved
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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RECRUITMENT

PROCESS
MODULE 10
Importance

Agenda Purpose
Recruitment
Process
Stages
Recruitment Process for One’s
Business Enterprise
•Recruitment refers to the
complete process of the
businesses to search out suitable
candidates to fill job openings.
Always consider the actual needs
of your business when recruiting.
20XX presentation title 3
IMPORTANCE
• It helps the organization gain the ability
to acquire new skills needed in the job
role.
• It helps to gather candidates with
minimal cost.
• It is a lasting strategy for improving the
development of an organization.
• Abilities and commitment of employees
ensure an organization’s success.
PURPOSE
•  To identify future needs of the
organization.
•  To expand the pool of job applicants at
the lowest upright cost.
•  To improve the accomplishment rate of
the selection process by dropping the
number of under qualified job applicants.
•  To promote the needs of an organization
and to get the right candidates for the
desired job role.
Here are various
stages determined
for your recruitment
process:
1. Identify Job Vacancy
• Vacancies can be determined in an enterprise when
someone leaves or moves job leaving their own role
vacant. These are for current roles that are easily
identified. The first stage is to identify and set the frame
for position. Prepare and develop an ideal candidate
profile. But what makes up an ideal candidate profile?
• This is the role and responsibility of the hiring committee
to determine suitable candidate outside the enterprise
followed by analyzing the job specifications including the
knowledge, skills and experience needed for the role
2. Prepare a Job
Analysis
• Once you have identified your hiring needs, a clear
and effective job analysis can be created. This will
help you to determine what potential employee
should possess to qualify the demands of the
position and it also means to ensure that you
acquire applications from the right candidates.
Both job description and job specifications are very
important parts of job analysis that will help the
worth and necessity of the specified job role.
3. Sourcing and Attracting
Candidate
•This stage involves sourcing and
attracting strategy that allows you
to find the right talent through
various sources. There are two
recruitment sources used to attract
candidates.
Recruitment Sources
• a. Internal sources seek or promote applications
for positions from those who are already working
inside the organization. These include the present
employees, employee referrals, retired employees
and previous applicants.
• b. External sources offer a wider scope in
selecting from a vast number of qualified
candidates from outside the organization. These
include advertisements, placement centers, job
sites, professional or trade buddies, campus
placements and etc.
4. Screening and Short Listing
• This is one of the most complicated stage where most of the
time is spent in reviewing resumes. A technique is used to
screen applicants to lessen the need on assessment and also
a time saver, and it is called screening tests. These may vary
depending on how the candidate sources suit the profile.
• An effective screening and short listing can save a lot of
money and time. However, to assure those potential
employees are not lost, it is a legal requirement that
applicants’ qualifications should be judged full and be given
fair consideration based on their knowledge, skills, abilities,
and interests required to do the job. A referral from the
previous employer might also help you a complete a picture
of every candidate you interview.
5. Selecting and Interviewing
• After shortlisting qualified applicants, one way to
improve your recruitment process is to conduct a
good interview that can provide you data as far as
learning abilities and analytical skills of the candidates
are concerned. Even they have an inspiring resume,
and they come off as confident during the interview, it
is up to the employer to evaluate potential
employees, because some of them might not been
totally truthful on their resume. In addition, you will
have better insight on how resourceful they are when
presented with a new challenges during the interview
process.
6. Run Social Checks
• Visiting qualified applicants’ social media page will
help you gain more insight into their skills and
experience than their resume.
• One of the features you need to consider when hiring
a qualified candidate is their assurance in developing
and growing their own career as a professional. Look
for an employee who is devoted and assess the job
you offer as a chance to expand their career and at
the same time be an asset to the company if hired.

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7. Hiring and Offer of
Employment
• Once you have decided on the candidate that you
want to hire, you will need to eventually make a final
decision. Submit a formal offer letter to your
candidate. These include everything from the start,
the conditions and compensation of employment to
the work assigned while ensuring that every detail is
clear and definite.
• All applicants have the right at some point be
informed that they were not qualified for the position
and that the position has already been filled.
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8. Take them Onboard
• Once all documents have been signed it is time to
provide them an actual work. Pairing them with a
more experienced colleague who can mentor, provide
a formal orientation and mandatory training
programs during his or her initial days in the
workplace. In this process, you will identify
everything about their intellect, skills, ability to
manage pressure, social skills, and weaknesses. Do
not be relaxed on this stage, as it is very important to
the future success of your new hire employee.
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8. Take them Onboard
• Finding the qualified candidate is
complicated and a time-consuming
process because of competition, changing
labor force, demographics, and workers’
principles, but it is well-worth something
that will help the business in the future. To
be successful, you may need to be flexible
and inventive.
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RICHARD BRANSON

“Business opportunities are like


buses.
There's always another one
coming.”

20XX presentation title 20


Thank
You!

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