Recruitment & Selection Projects

1.
o

Selecting the right candidates is essential to any business.

Recruitment and selection is an important part of staffing for businesses of all sizes. The key to successful recruitment and selection is proper planning that is conducted in advance of having a vacancy to fill. These projects are simple tasks that any company can do to help streamline its recruiting process.

2. Proactive Recruiting
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Proactive recruiting involves sourcing candidates before a position becomes vacant. This is accomplished by connecting with people who have the skills required for key positions in your company and gauging their level of interest in your company prior to having a need to hire. Many companies will source resumes via job boards and networking. This helps introduce the company to potential applicants to gain interest in future employment opportunities; it also provides a list of people that can be contacted immediately upon a vacancy arising, preventing long periods of time where key team players are missing from the organization. It is important to always tell candidates that you are proactively recruiting as opposed to advertising a current job opening that may not be readily available. This is a dishonestly that may tarnish the reputation of the company.

Networking
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Networking within the industry in which you specialize is a vital way to know who is a top performer. It also provides a basis for future recruiting that can be called upon when an urgent hiring need presents itself. Networking can be accomplished through industry associations, your town's chamber of commerce, or online social media networks.

Staffing Plans
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Developing a staffing plan is imperative to streamlining the recruiting and selection process. A staffing plan involves writing a job analysis for each position in the company, defining the scope of recruiting efforts for key positions in the company, and determining what managers in the company would be involved in the hiring process for each position within the company. When an unexpected vacancy occurs, a staffing plan provides a clear plan of action that can be quickly initiated.

Candidate Testing
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Using the job analysis, develop a set of testing standards by which the company can verify skills and knowledge. It is easy to get caught by the "halo effect" when interviewing, and testing provides a way to make certain none of

the managers involved in the hiring process are blinded by a candidate that seems too good to be true. Commercial software programs provide customized testing to ensure the candidate has the required skills and personality to be successful on the job.

Recruiting From Within

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It is often a better investment to recruit from within the ranks of a company's current employees. Providing training to prepare top performers for advancement ensures that there is always an employee ready to be promoted into any vacancies that arise. This method of recruiting also lowers costly turnover as employees are more loyal to companies that invest in their futures.

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The Objectives of the Selection and Recruitment Process in an Organization

By Mike Evans, eHow Contributor updated November 22, 2010

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1.

Human resources personnel often recruit and select employees.

Whether a person is selecting employees or volunteers, there are a number of objectives that recruiters must have in mind if they are to select the best applicants for their company or organization. Generally, the selecting and recruiting of personnel is carried out by a human resources person.

2. Job Requirements
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Is this person qualified to carry out his or her duties?

It is essential that a recruiter be able to identify applicants who are capable of the specific duties related to the job in question. For example, if one is searching for a sales representative, experience with professional presentations would be an asset. Draw up a good job description that outlines the specific job requirements and qualifications associated with those requirements. During the interview, ask specific questions that will help determine whether the applicant is a good fit. To use the sales representative example once again, the recruiter might ask the applicant to speak about a time when he or she demonstrated initiative in attracting a new customer.

3. Personality
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Is this person a good fit for the organization?

In order to find the best possible person for a job, it is essential that the recruiter look beyond the applicant's formal education and work experience. Recruiters must also pay close attention to the applicant's personality traits, behavior, and general demeanor in order to decide whether she will get along with the organization's current employees. Recruiters might ask themselves, "Can I imagine myself and my co-workers having lunch with this person?" or "Will this person get along with my co-workers in meetings?" Formal job requirements are important, but some consider personality traits, behavior and demeanor to be just as important to a successful recruitment process.

4. Motives
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What are this person's motives and aspirations?

High turnover rates can be costly for any organization. Therefore, It is important to ensure that the applicant shares the long-term goals of the organization before he is recruited. Call centers, for example, are notorious for hiring employees who stay only a few weeks before leaving. This costs the company time and money, and can have a negative impact on morale around the office. Before recruiting an applicant, make sure that the job requirements are in line with his motivations and aspirations.

Read more: The Objectives of the Selection and Recruitment Process in an Organization | eHow.com http://www.ehow.com/list_7384893_objectives-selectionrecruitment-process-organization.html#ixzz1ZjGzWJYv

The Definition of Online Recruitment

By Shoaib Khan, eHow Contributor

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Online recruitment is cost-effective and more streamlined than traditional recruitment. Online recruitment is the process of matching people to appropriate jobs, using the Internet. The most common form of online recruitment is the advertisement of job openings on job sites and corporate sites. This may generate a lot of responses, but simply attracting large numbers of potential candidates is only part of the online recruitment process. The real benefit of online recruitment is apparent when recruiters streamline the recruitment process by automation through HR software.

1. Reach
o

Posting job vacancies on the Internet reaches a wider audience than posting advertising vacancies in print media. When a message is delivered to a larger number of people, there is a higher likelihood that some of the respondents will be ideal for a particular job. But it also means that an effective sorting tool must be in place to determine which candidates are ideal, because manually sorting through the hundreds of applications will be time-consuming and expensive.

Speed

It is theoretically possible to interview prospects within a day of advertising the job online. This speed is a boon for companies that experience seasonal bursts of activity, needing to recruit staff for the extra workload, and to cover for sickness and staff shortages, in as little as 48 hours.

Cost
o

Online recruitment may be very cost-effective if the process is planned. Job suppliers can save on time, design and print charges by selecting specific platforms (websites) for the vacancy advertisements. With proper research and planning, companies may learn which websites are likely to attract audience groups that the company is looking to hire from. Along with the initial advertising process, companies can also cut costs by automating preselection processes that would otherwise have to be carried out by HR personnel.

Media Buying
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Media buying entails getting someone to place the job vacancy advertisements on desired websites, and to negotiate the media rates. Online media buying may be a tricky affair if the advertiser does not understand the market for the message being delivered; for example, a vacancy advertisement for a hairstylist is not likely to attract suitable candidates if it is posted in a site mainly known for hardware specialists. The main objective of efficient media buying is to ensure that the ad yields an adequate number of suitable candidates, rather than a large number of unsuitable candidates.

Interaction
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Online recruitment allows for appropriate interaction with candidates. Since the process is personal and direct, questions are addressed quickly, and there is unimpeded flow of information from both sides. Online recruitment brings employers close to potential employees, and when an application is not suitable for the position applied for, companies can retain the resume in their database for future openings that may be right for the applicant.

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What Is Recruitment Selection?

By Pallab Dutta, eHow Contributor

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Recruitment and selection refers to the sequence of linked activities and initiatives related to the recruitment and selection of job candidates and other employable professionals for an organization. Enterprises and businesses are always involved in the continuous process and cycle of sourcing, hiring and retaining human resources and talent. The HR department or division of an organization is vested with the overall responsibilities of recruitment and selection.

1. Human Resources Management Blueprint

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The HR department draws up the workable and macro human resources blueprint of an organization. Integral to this agenda are the corporate recruitment and selection procedures and practices and the various initiatives pertaining to tapping and hiring human resources for the organization. The agenda is intertwined with the long-term corporate objectives and goals. Top management and other key executives offer valuable inputs to HR managers about expectation, attributes and skill sets that they would seek in new hires and inductees.

Defining Job Openings and Postings

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Recruitment and selection is a continuous process in an organization. Based on business growth, expansion plans and other organization needs, skilled workers and new professionals are always needed. During a particular recruitment and selection initiative, the job openings and key postings along with roles, educational qualifications, experience and capabilities are defined and vetted by key organizational teams. These postings are then placed in recruitment ads in various media including online job portals. Large enterprises and government agencies with large workforce requirements also coordinate with outsourced recruitment firms and staffing agencies.

Evaluation Phase
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Once the employment posting and job offers ads are placed, a rigorous evaluation process is set into motion. Resumes and curriculum vitas (CVs) of candidates are screened, processed and filtered by in-house HR staff and recruiting agencies. Face-to-face or telecon interviews are conducted with prospective applicants. As per organizational policies, written tests are also conducted. During the evaluation phase, candidates are evaluated on various parameters and their strategic-fit for roles and responsibilities for the organization are weighed.

Selection Period
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Background and routine checks, validation of references and security clearances, if needed, are conducted during the selection period. Facts presented in CVs and resumes are thoroughly vetted. Follow-ups are done with some candidates and job applicants to firm up the selection process. Skill sets, qualification and capabilities of shortlisted candidates are thoroughly evaluated in an objective manner. Final interviews are conducted during the last stage of recruitment and selection; shortlisted candidates are encouraged to ask questions and clear doubts and the hiring process finalized.

Induction Process
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After the chosen candidates have been apprised of their selection for the relevant job postings, they are granted offer letters. They are briefed about their roles and responsibilities and their immediate supervisors or managers. During the induction phase, they are educated and familiarized about organizational policies and frameworks, work culture and employee practices. They are also informed about start dates, training or initiation programs, compensation packages and incentives and other particulars about their jobs.

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Recruitment & Selection Methods

By Shemiah Williams, eHow Contributor

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Recruitment, assessment and selection are the three key steps for hiring employees. Of these, recruitment and selection are typically the most challenging for employers. The keys to finding the right candidates at the right time and hiring them are being strategic and thinking about the organization's future.

1. External Recruitment Methods

o

Develop relationships with guidance and career counselors at colleges and universities and ask for help in recruiting for open positions. Reach out to

professional organizations that are in line with the organization's mission, and ask to them to list open positions in their newsletters and emails to members. Organizations with financial resources should consider working with a recruitment firm, especially if the position is at a higher level or requires a specific skill or type of experience.

Internal Recruitment Methods

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Be clear about the skills and experience an applicant must possess. Post an open position internally first to assess whether there are qualified candidates within the organization. Consider interns, volunteers, temporary workers or consultants who may have been working in a similar capacity to the open position.

Selection Methods
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Once the applicant pool has been narrowed and candidates have been assessed, it's time to make a selection decision. Remember to think long-term. Is the applicant qualified for the present job as well as future positions? Look for a candidate with solid experience and new ideas and a fresh perspective. Weigh his or her willingness to learn. Also, no matter the industry, market conditions inevitably will change; select someone who not only can adapt, but also can flourish under those conditions. Don't discount candidates who are making career changes. For example, someone with five years of corporate-sector experience can bring a strategic view to a nonprofit organization, while someone from a nonprofit who has made the most with limited resources can bring a fresh approach to a corporation. Be sure to consider other needs such as diversity, and to follow the guidelines of the Equal Employment Opportunity Commission.

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Purposes of Recruitment
By Laura Lemay, eHow Contributor updated January 07, 2011

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Recruitment matches people and opportunity. According to the book "Human Resources Selection" by Robert D. Gatewood, recruitment provides a desirable number of candidates for an organization's open positions. Recruitment also manages the costs in time and money for hiring employees. Recruitment enables the organization to meet social and legal obligations. By sourcing, developing and recruiting candidates, recruitment facilitates the organization's hiring process.

1. Metrics
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Recruitment must generate enough qualified candidates to hire a finalist. Metrics focus the development of a small number of ideally qualified candidates to ensure the successful close of each search. Recruitment constantly manages process and seeks to drive down costs. Lowering the time-to-hire and cost-per-hire helps recruitment receive management praise.

According to "The New HR Analytics: Predicting The Economic Value of Your Company's Human Capital Investments," by Jac Fitz-Enz, providing management with ongoing metrics helps business line managers and human resources work as true partners.

2. Demographics
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Recruitment seeks to build a diverse organization for many reasons. A team of diverse professionals adds strength and social resonance with more of the organization's local, national, or international communities. According to "Diversity At Work," by Arthur P. Brief, recruitment must create a diversity recruitment strategy based on business success, not for the sake of diversity itself.

Corporate Culture
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Recruitment often manages a portfolio of many open searches. As the recruitment for a position progresses, hiring managers may adjust the requirements or soft skills needed by the ideal candidate. Recruitment must source candidates with the necessary cultural fit in addition to the experience and skills needed for the position. To ensure long-term success of the hire, recruitment may use specific sourcing strategies to identify the finalist. For

example, if the hiring manager prefers candidates from a particular donor company, recruitment may focus on identifying existing and alumni candidates from that organization.

Active Versus Passive Candidates

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Recruiters may have an urgent need to search a pool in which a small potential number of qualified candidates exist. In this instance, recruitment's success depends upon identification of passive candidates. Recruitment knows that the individuals possess the skills and experience needed to perform the duties of the open position. However, recruitment doesn't know whether the identified individuals have an interest or desire in changing jobs in the near future. Passive candidates may require more time to develop. When the success of the hire counts, recruitment engages passive candidates to directly market the position.

Active candidates apply to open job posts and submit a resume for consideration.

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The Difference Between Recruitment & Selection

By Jillian Peterson, eHow Contributor

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The recruitment and selection processes are vital to avoiding costly hiring mistakes.

Recruitment and selection is a vital role of the human resources department. Proper use of these techniques helps to ensure a company does not encounter costly hiring mistakes.

1. Recruitment
o

Recruitment begins with sourcing potential applicants. The hiring manger, human resources department or recruiter may use job boards, college recruitment programs, job fairs, networking and social media to create interest in available positions within the company. Prescreening interviews, skill testing, background and reference checks are part of the recruitment process.

Selection
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Selection is the process in which the candidate pool is narrowed and an applicant is chosen. The selection process may involve a series of interviews, personality assessments and criminal background checks. Negotiations of salary, benefits and job duties are the final stage of the selection process.

Relationship Between Recruitment and Selection

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While different members of the human resources or management team may be responsible for various aspects of the recruitment and selection processes, the two go hand in hand. Thorough planning and evaluation of the hiring process are essential to avoid a hiring mistake.

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How to Evaluate the Recruitment & Selection Process

By Laura Acevedo, eHow Contributor

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Successful businesses realize one of their most important assets is their workforce. Developing a strong, capable employee roster requires a recruitment and selection process that identifies strong candidates both inside and outside the company. Routine evaluation of the methods, procedures and strategies used in retaining new employees and selecting employees for advancement can improve employee retention and the quality of interview candidates. The best evaluation methods identify successful processes that can be enhanced and ineffective processes that need modifications.
Difficulty:

Instructions
1.
o

Moderate

Create a measurement standard. Judging the effectiveness of any business process is difficult without a solid measurement system. Consider using new employee turnover, employee satisfaction metrics or average position vacancy time as measurement standards. You can also use qualitative assessments through management, employee and candidate surveys.
o

Track measurement data. Measurement standards should be tracked over time as an indicator of the success or failure of recruitment and selection processes. Consider tracking these measures on a monthly, quarterly or yearly basis. Industries with high natural turnover may want a more frequent measurement, while a company with low employee turnover may suffice with routine, but infrequent evaluations. Positive trending data indicates effective processes. Negative trending measurements allude to underlying problems that need to be addressed quickly to avoid impacting the business.
o

Review costs. Look at the overall costs your company expends for all recruitment and selection endeavors. Costs should include advertising expenditures, human resources personnel time, signing bonuses and reimbursements for moving costs. Review the cost of each type of investment and ensure the expenditures are resulting in quality employee candidates. Effective spending can help target the right type of employee candidates.

Ensure recruitment and selection processes enhance your business image. Improper recruitment and selection process can have a negative impact on how your business is perceived by potential employees, business partners and customers. Showing you value employees even before they are your employees sets the stage for a mutually rewarding working relationship.
o

Guarantee that processes conform to business and legal requirements. Your business can face financial and legal hurdles if anti-discrimination, employee eligibility and labor law standards are not upheld. Spot-check documents and conduct informal interviews with recent hires to ensure legal compliance.

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Objectives of a Good Manufacturing Process

By Erin Schreiner, eHow Contributor updated November 21, 2010

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Ever since Ford introduced the concept of the assembly line, the task of manufacturing has largely been seen as a process. Those working in the manufacturing sector have goals, such as innovation, automation, safety, quality and productivity, when they make changes to a manufacturer's process model. These objectives often guide industry changes.

Make a High Quality Product

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If you fail to produce a high quality product, you may not retain your customers. To ensure a high quality product, the process design and selection of materials must be completed with that objective in mind.

Increase Productivity
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Many of the modifications made to manufacturing processes are aimed at increasing the productivity of the operation. When exploring manufacturing systems, those in charge often seek ways in which they can increase output, making the business more profitable and saving on labor costs.

Eliminate Areas of Weakness

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Regardless of how highly refined your manufacturing process may be, you likely still have areas of weakness. Those in charge of monitoring manufacturing processes often dedicate much time and attention to identifying and eliminating these areas. Areas of weakness may include anything that causes productivity to slow down as well as areas that prove dangerous to employees.

Improve Employee Safety

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Because the machines and materials involved in manufacturing present risks to employees, employers often aim to improve employee safety through monitoring and innovation of the manufacturing process. Employees can complete this process through automation or employee training.

Innovate and Bring New Ideas

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While manufacturing is an age-old practice, it is far from perfected. Those who work in the manufacturing industry are continually on the lookout for ways they can improve the manufacturing process and modify the process to incorporate more contemporary technological advances.

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How to Write a List of Resume Objectives

By eHow Contributor updated May 25, 2011

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HR Outsourcing PPT HR Payroll Software You are suddenly out of work and it is imperative to find new employment as quickly as possible. Jobless does not mean hopeless, but it does mean that you will need to prepare or update a resume as soon as possible. A future employer will initially decide whether to invite a candidate for an interview based on particular job requirements and expectations, and how much you match that criteria. A list of resume objectives should never be generic or obviously more geared to your desires instead of value to a potential employer.

Difficulty:

Moderate

Instructions
Things You'll Need

1.

Computer, Printer (or All in One) and Internet Telephone Internet Search Skills Resume and Versions Library or Purchased Books on Resume Writing Employment Agency

How do you write a list of resume objectives? The list of objectives is a short, concise summary of your experience and how you match the employer's needs. It is 2 or 3 sentences and very precisely worded. See the steps below to develop a proper list of objectives pertinent to your job search. A good deal of the information you need to do this is free.
o

Network with your friends, relatives or neighbors. Do not be shy, pick up the phone and call them. Borrow updated resumes, especially someone in your line of work who has also done a list of resume objectives. Ask them for suggestions on wording. Find jobs online by using employment search engines that aggregate job listings according to city and industry. See Reference link below for web sites. Use an employment agency. Employers often hire them to find potential employees and their fees are earned by recommending the right person. The agent will often help with your resume and objectives if it needs tweaked.
o

Visit your library and ask the librarian for recommendations on reference books geared to resumes and suggestions on writing the list of resume objectives. Brick and mortar and

online book stores will also carry many helpful how to books with examples. See Reference below for link to web sites with samples of resume objectives.
o

4 5

Draft your entire resume. Be descriptive of your particular accomplishments at previous employers, and, in particular, your expertise. Refine the wording later. Once refined, it will be the backup information to your list of resume objectives. Your draft resume is your guide in preparing your objectives.
o

Refine your resume into final form. Make several versions of your resume when searching for work in different industries if you are qualified to do so. Reword your list of resume objectives to match each industry. Print out job advertisements and use the keywords the employer wrote to match your expertise on your resume and objectives.

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The Process of Recruitment & Selection

Print this article For many organizations, the recruitment and selection process consists of several stages. An employment specialist or recruiter is responsible for the preliminary and intermediate stages, while department heads, hiring managers and other human resources staff are involved in intermediate to final stages of the process.

1. Sourcing Applicants
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Employment specialists and recruiters use a variety of techniques to source candidates. Sourcing candidates refers to the initial stage in the recruitment process, in which an employer is actively seeking qualified applicants. Sourcing can be done via cold calling people in certain fields to ask whether they or their colleagues are interested in career opportunities with another firm, or it can be done through traditional means of recruiting by advertisement. One social networking site, LinkedIn, makes sourcing candidates much easier by allowing professionals to

indicate whether they are seeking career opportunities. Tech-savvy recruiters use social networking sites, recruiting bulletin boards and job posting sites to source candidates. Word of mouth is another, sometimes more effective, means of sourcing candidates. Recruiters and employment specialists who put out the word that they're seeking people to fill job vacancies are often inundated with applicant inquiries.

Screening Applicants
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The screening process can be an arduous one when recruiters for large organizations must sort through thousands of resumes, applications and letters of interest. There are two reasons why employers stress the importance of following directions during the application process: It streamlines the preliminary screening stages in recruitment. It also demonstrates an applicant's ability to follow directions, which is an important trait recruiters look for in qualified candidates. Organizations that utilize applicant tracking systems can conduct preliminary screening with the click of a mouse, using key word searches for resumes that indicate experience in certain areas. For instance, a preliminary screening for human resources candidates who have expertise filing position statements for employee complaints would include a search for key phrases such as "employee relations," "position statements" and "employee complaints."

Interviewing
o

For job seekers, recruiters and hiring managers, interviewing often ranks very low on the list of favorite job duties. Interviewers and interviewees approach face-to-face meetings with little, if any, preparation, although there are numerous online and print resources that can help minimize the awkwardness and uncertainty. Two major types of interview questions are behavioral and situational. Behavioral interview questions generally seek answers from candidates for management-level positions and above about how they handle employee and workplace issues. Situational interview questions demonstrate the candidate's functional or technical expertise and are usually reserved for job applicants looking for positions that require knowledge of processes and steps, such as applicants for clinical nursing positions.

Selection
o

The final stage in a recruitment and selection process is when candidates wind up their interviews with human resources staff, hiring managers, and if applicable, upper-level executives. The selection phase can include conferences between hiring managers and human resources staff to determine which candidates from the short list are qualified for the job. However, some hiring managers make a unilateral decision to extend an employment offer and request that human resources staff simply carry out the demand by handling the administrative and function tasks associated with the offer. Other steps in the selection stage include human resources tasks such as background checks, verification of worker eligibility, and other preemployment testing processes.

The Personal Goals & Objectives for a New Recruiter

 Print this article

New recruiters should set goals for building their clientele. Recruiters are vital to organizations that need to pull in clients, customers and revenue. If you are a recruiter, your job is to look for ways to increase clientele and establish rapport with those you want to recruit. Goals- and objectives-setting is an important activity for new recruiters so that they have something to strive for and do not fall short in their performance.

1. Quantitative Goals
o

A quantitative goal is one that deals with numbers or amounts. As a new recruiter you will be interacting with potential clients and trying to get them to sign up for your program. Examples of quantitative goals are "to call 300 people on the recruit list in one day" and "to sign up 300 people in one year." You can also set up your personal quantitative goals in the form of a percentage, for instance, "to meet with 50 percent of my recruit list in one month." Quantitative goals can be tracked easily and provide a foundation for what you -- and your boss -- expect you to achieve.

Monetary Goals
o

Monetary goals have to do with money, and can be in the form of revenue or expenses. As a new recruiter you may be given an assigned budget, and it will be your job to come up with monetary goals involving the amount of money you are allowed to spend. For instance, an expense goal might be, "to use only 80 percent of my budget for recruiting activities." Additionally, you should develop revenue goals based on how much money you wish to bring in as a new recruiter. Your objective might be, "to bring in $2,000 per week in recruits."

Rapport-Building Goals
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Your personal objectives as a new recruiter may not just be based on your production, but also on the quality of relationships that you develop with those you are attempting to recruit. Some rapport-building goals may have to do with providing quality services to potential recruits, establishing strong relationships with potential recruits and making sure that potential recruits are happy and satisfied with your recruitment efforts.

Improvement Goals
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As a new recruiter you will experience some pitfalls and setbacks, which you can recover from by setting personal objectives for improvement. Improvement goals have to do with creating objectives for yourself based on things you want to do better. For instance, if you do not get positive responses from making cold calls, an improvement goal may be to practice being more assertive on the phone. Or, if your potential recruits ask you questions that you do not know the answers to, an improvement goal may be to familiarize yourself with all of the frequently asked questions in the new recruiter handbook. Improvement goals can be developed and achieved on a consistent basis.

Recruitment & Selection Projects

Print this article 1.

Selecting the right candidates is essential to any business.

Recruitment and selection is an important part of staffing for businesses of all sizes. The key to successful recruitment and selection is proper planning that is conducted in advance of having a vacancy to fill. These projects are simple tasks that any company can do to help streamline its recruiting process.

2. Proactive Recruiting
o

Proactive recruiting involves sourcing candidates before a position becomes vacant. This is accomplished by connecting with people who have the skills required for key positions in your company and gauging their level of interest in your company prior to having a need to hire. Many companies will source resumes via job boards and networking. This helps introduce the company to potential applicants to gain interest in future employment opportunities; it also provides a list of people that can be contacted immediately upon a vacancy arising, preventing long periods of time where key team players are missing from the organization. It is important to always tell candidates that you are proactively recruiting as opposed to advertising a current job opening that may not be readily available. This is a dishonestly that may tarnish the reputation of the company.

Networking
o

Networking within the industry in which you specialize is a vital way to know who is a top performer. It also provides a basis for future recruiting that can be called upon when an urgent hiring need presents itself. Networking can be accomplished through

industry associations, your town's chamber of commerce, or online social media networks.

Staffing Plans
o

Developing a staffing plan is imperative to streamlining the recruiting and selection process. A staffing plan involves writing a job analysis for each position in the company, defining the scope of recruiting efforts for key positions in the company, and determining what managers in the company would be involved in the hiring process for each position within the company. When an unexpected vacancy occurs, a staffing plan provides a clear plan of action that can be quickly initiated.

Candidate Testing
o

Using the job analysis, develop a set of testing standards by which the company can verify skills and knowledge. It is easy to get caught by the "halo effect" when interviewing, and testing provides a way to make certain none of the managers involved in the hiring process are blinded by a candidate that seems too good to be true. Commercial software programs provide customized testing to ensure the candidate has the required skills and personality to be successful on the job.

Recruiting From Within

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It is often a better investment to recruit from within the ranks of a company's current employees. Providing training to prepare top performers for advancement ensures that there is always an employee ready to be promoted into any vacancies that arise. This method of recruiting also lowers costly turnover as employees are more loyal to companies that invest in their futures.

Speech Objectives for Verbalization

By Melissa Sabo, eHow Contributor updated June 29, 2011

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Work with a speech therapist to improve your verbalizations. Aphasia, or the inability to speak and communicate, occurs in two forms, sometimes concurrent. Expressive aphasia is the difficulty to form and speak words while receptive aphasia is the limited ability to understand words that are written and spoken. Speech language pathologists are trained in speech disorders and specialize in therapy to treat speech disorders. Speech therapists use a variety of techniques, exercises and activities to facilitate speech recovery after illnesses or injuries such as stroke, brain tumor or an exacerbation of Parkinson's disease.

1. Exercises
o

Many conditions can cause the decreased ability to control and coordinate oral and facial muscles, which results in slurred and unintelligible speech. Speech therapists teach a variety of speech muscle exercises, such as touching the tongue to the roof of the mouth, pursing lips or making a "cluck" sound. As muscles strengthen and coordination improves, the ability to correctly form words also improves.

Breath Support
o

Appropriate breath control is vital to verbalization and affects the volume of speech. After a stroke or other brain injury or after intubation, volitional breathing may have decreased strength. This poor breath control results in faintly spoken words or only one word of a sentence being audible. Taking multiple breaths while speaking one sentence improves speech volume.

Word Selection
o

Word selection can be a difficult speech impediment to overcome for most patients. Various forms exist, including the inability to select any word or the selection of the wrong word. Speech therapists rehabilitate word selection by having patients identify objects in pictures and progress to helping select the right word to complete a sentence. With word selection improvement, therapists then teach patients how to form full sentences and convey thoughts effectively.

Functional Verbalization
o

Once the mechanics of speech impediment are improved, speech therapists advance the focus of treatment to functional verbalization, addressing grammar, semantics and social communication. Therapists may assess and treat concomitant issues such as memory, reading skills and simple cognition such as identifying present date and location. Social communication is the final phase of speech therapy

for verbalization, with therapists performing spontaneous, social communication with patients and facilitating effective social verbalization.

Read more: Speech Objectives for Verbalization | eHow.com http://www.ehow.com/info_8665096_speech-objectivesverbalization.html#ixzz1ZjJmuRWW

Objectives for a Volunteer Coordinator

By Brooke Williams, eHow Contributor

Print this article Related Searches: HR Role in a Company HR Competency Model 1.

Volunteer coordinators establish a positive rapport with volunteers.

Charities and nonprofit organizations nationwide rely on part-time or full-time volunteer coordinators to carry out a wide range of responsibilities that benefit the organization. From maintaining a positive rapport with volunteers to assessing an organization's marketing needs, a coordinator's job has many elements and objectives.

2. Recruitment
o

One of the key objectives for a volunteer coordinator is to go out into the community and recruit individuals to assist at the organization. Recruiting volunteers takes up a significant amount of time and resources, according to the Corporation for National and Community Service, and developing a recruitment plan or strategy is ideal. This strategy could include developing a recruitment budget, setting goals and establishing the role of staff in terms of their relationship with volunteers. Recruiting volunteers can also entail giving presentations to local clubs or organizations, partnering with a local college or university or joining hands with community high school students.

Training
o

Volunteers, just like an organization's employees, need clear and concise objectives, responsibilities and goals. Volunteers also must understand the organization's mission, background, needs and possibly even its strategic plan. A volunteer coordinator's responsibility is to ensure that all volunteers receive adequate training,

whether it is informal or formal. Many volunteer training sessions include a screening process and a criminal background check.

Supervision
o

Depending on the organization, volunteers may need direction and supervision. Volunteer coordinators create schedules that include the date, time and location of needed services. In many cases, volunteers require supervision from a staff member of the organization.

Recognition
o

Volunteer coordinators are also responsible for showing appreciation to volunteers. Recognition luncheons and other events are often hosted by the organization under the direction of the volunteer coordinator. The coordinator should also send volunteers letters of gratitude. Showing volunteers how much they are appreciated strengthens rapport and even helps retain these individuals.

Read more: Objectives for a Volunteer Coordinator | eHow.com http://www.ehow.com/list_6734032_objectives-volunteercoordinator.html#ixzz1ZjJtUHVB

Importance of Recruitment & Selection

By Leigh Richards, eHow Contributor

Print this article Related Searches:

HR Case Managers HR Outsourcing PPT

Recruitment and retention are two critical tasks for any company. For any company, regardless of size and the current economic environment, the ability to recruit and retain qualified, productive employees is critical. While the two tasks are often considered separately, they are, in truth, tied together. Effective recruitment can help to boost the ability to retain employees once they are hired and on the job.

1. Mind Your Reputation

o

Word of mouth and reputation are big drivers for employee recruitment just as they are for a company's marketing efforts. If you have a good reputation, potential employees will want a job with your company. Developing a good recommendation means that your HR efforts will be focused on meeting employee needs, communicating effectively and providing a solid balance between work and life needs.

High Retention
o

While experience and aptitude matter, building a strong workforce is based on more than credentials and degrees. Companies with a strong focus on their core values, that reinforce those values with existing employees and seek out those values in prospective employees, will build a culture that results in high retention.

Provide a Realistic Job Preview

o

Never try to mislead a job candidate or paint a picture of the organization, the department or the job that is anything less than the reality. Just as job applicants are sometimes overly anxious to get the job and inflate their capabilities, companies are sometimes eager to fill a position and tend to glamorize what may not be such a glamorous job. The more realistic both the employer and the job candidate can be, the smoother and, ultimately, more successful the recruitment and retention process will be.

Involve and Engage Employees

o

Retention requires a focus on employees and their needs, as well as concentrated efforts to meet those needs. Studies continue to show that

employees are most likely to stay with a company where they feel involved, where their opinions are sought and considered and where they feel that what they do make a difference at the company.

Measure Results
o

Consider which measures matter to you most. Some commonly used measures in recruitment and retention are the number of open positions, length of time positions have been open, time to hire, turnover, length of service and employee satisfaction. All of these can be good ways to monitor the effectiveness of your recruitment and retention efforts. Decide which are most important to you, where they're at now and where you would like them to be. Then begin implementing measures to improve recruitment and retention and measure your results again later.

Read more: Importance of Recruitment & Selection | eHow.com http://www.ehow.com/about_6590027_importance-recruitmentselection.html#ixzz1ZjKbMR4t

The Stages of the Recruitment & Selection Process

By Sara Melone, eHow Contributor

Print this article Related Searches: HR Case Managers HR Outsourcing PPT 1.

Most companies follow a specific process to recruit new employees.

When a company seeks to fill a position vacancy, there are typically certain hiring processes and procedures which must be followed to hire for an open position. In some cases, a company is required to follow certain procedures according to federal or state labor laws. In other instances, a company may have certain established policies that have been put in place by a corporate human resources department or by company managers and leaders.

2. Position Allocation

Recruitment cannot begin until a position vacancy is established.

Typically, a company's internal hiring department or manager must make a declaration regarding the actual availability of a given position. Once an existing employee gives notice or is terminated, the human resources department must review the responsibilities and duties of the position and make the determination as to whether a new candidate should be found to fill the position or whether the duties of the position could be siphoned off to other departments and existing positions. The creation of a new position also requires a review of the current workforce and the duties which must be completed within the company. When the internal hiring department or human resources department receives proper clearance, the position vacancy will be declared and recruitment can begin.

3. Candidate Sourcing

The vacancy will be posted in classifieds and Internet job sites.

When a position vacancy has been established, the human resources department will create a position description to provide details on the duties and responsibilities required of the role. A profile for a suitable candidate will be created with the desired education, skills and experience. The job description and desired candidate description will be advertised on the company job board, in newspaper classifieds, with headhunters and staffing agencies or on Internet job sites.

4. Application Review

o
preselected.

Resumes and applications will be reviewed and qualified candidates will be

As resumes and job applications are submitted by job seekers, a hiring manager or human resources member will review all applications for suitable matches and begin to target potential candidates. Ineligible candidates will be excluded and those with the desired skills and experience may be contacted to schedule an interview.

5. Interviewing

Hiring candidates may complete several rounds of interviews.

Potential candidates will be invited to attend an interview. The interview round may include a phone interview and a face to face meeting with one or several company managers. Candidates will be asked specific questions about their background, education and experience to determine whether a match can be made to the needs of the position. A hiring candidate may be asked to return for second and even third interviews.

6. Competency Testing

o
hiring.

Some companies may require candidates to complete testing prior to

Certain companies and industries may require a hiring candidate to complete certain tests relevant to the position. Basic personality testing as well as a skills assessment test may be administered to determine whether or not a candidate would be successful in the position and in fulfilling the technical needs of the role.

7. Candidate Selection

A vacancy will be filled once a viable candidate is offered the position.

Once a viable candidate has been identified and successfully passed through all of the required recruitment stages, an offer of employment can be made. In some cases the hiring offer may be contingent on successful completion of an employee background check or additional certifications required for the position.

Read more: The Stages of the Recruitment & Selection Process | eHow.com http://www.ehow.com/list_6540206_stages-recruitment-selectionprocess.html#ixzz1ZjKlx13l

The History of Recruitment & Selection

By David Adams, eHow Contributor updated November 30, 2010

Print this article Related Searches: HR Case Managers HR Outsourcing PPT

Modern interview techniques classify applicants for desirable qualities.

People have always needed to find others for employment, but the field of recruitment and selection is a relatively modern development. The development of standardized tests such as IQ led gradually to the modern field of human resources (HR) recruitment.

1. Early History
o

The U.S. Army in World War I practiced some early methods of selection, using the IQ test to place recruits in specific positions. This use of a standardized test to rank individuals became adopted by many companies.

Legislative Effects
o

Legislation passed during the middle of the 20th century restricted certain hiring practices. Equal opportunity legislation and the expansion of protected classes slowly made previous questions illegal. According to the the Department of Labor, current interview practices must be structured to respect these protected classes.

Modern Day Selection

o

Modern day selection techniques revolve around finding the applicant most suitable for the position. According to "Recruitment and Selection", 94 percent of companies use behavioral interviews to rank their applicants. These questions select applicants with the best skills for the position.

Read more: The History of Recruitment & Selection | eHow.com http://www.ehow.com/facts_7577020_history-recruitmentselection.html#ixzz1ZjKrclC5

What Is Involved in the Recruitment & Selection Process in HR?

By Ruth Mayhew, eHow Contributor updated April 04, 2011

 Print this article Related Searches: HR Case Managers HR Outsourcing PPT

The human resources recruitment and selection process involves several important steps to be an effective way to build a productive and engaged workforce. The steps begin with developing a strategy for recruiting and retaining employees and culminate with selecting a candidates whose qualifications, skills and interests align with the organization's workforce goals There are slight modifications to the recruitment and selection process for internal candidates.

1. Strategic Planning
o

Strategic planning is first in the series of steps for an effective recruitment and selection process. Developing a strategic plan for recruiting and selecting internal and external candidates creates a process that enables recruiters and employment specialists to engage in fruitful searches and competent interviews. Strategic planning is a key element in making hiring decisions that are consistent with the company's short-term and long-term employment goals. Strategy includes constructing a recruiting budget, evaluating staff resources and conducting a workforce needs assessment.

Sourcing Candidates
o

Sourcing candidates is the first functional step in the recruitment and selection process. Recruiters use a variety of methods, from cold calling to working job fairs, to recruit qualified applicants. Under normal circumstances, the goal is to cast a broad net to attract a large, diverse pool of applicants. However, recruiting steps for highlevel positions in particular consist of narrowly focused search techniques for candidates with a specialized skill set or professional expertise. Sourcing candidates for internal promotions relies on performance results, employee achievements and succession planning.

Preliminary Screening
o

Screening applicants to determine if they are viable candidates is another step in the recruitment and selection process. Preliminary screening -- done via telephone interview -- is an effective use of recruiters' time and effort. Recruiters glean essential information from preliminary interviews, such as verified work history, professional background and signs the applicant is still interested in being considered for employment. The 20 to 30 minutes recruiters spend conducting telephone interviews save employers thousands of dollars in recruiting costs by streamlining the process using basic questions to narrow the field of candidates.

Selection Interviewing
o

Behavioral, situational and competency-based interview questions are part of selection interviewing. Recruiters and hiring managers use these questions to further define which candidates are worthy of serious consideration. Behavioral interview

questions help employers predict how well a candidate will perform in job functions that require good communication and conflict-resolution skills. Situational and competency-based interview questions test candidates' technical and functional expertise. Interviews can be one-on-one or conducted by a panel of interviewers who contribute their different perspectives about the candidate's suitability for the job.

Selection
o

Selecting an ideal candidate for employment rests in the hands of hiring managers, who usually work together with recruiters to ensure they are making wise decisions. Panel interview participants use their notes, personal observation and individual understanding of job criteria to reach a decision by consensus. The recruiter is then responsible for the facilitating details of selection, such as dispatching an employment offer and coordinating post-offer testing and background checks.

Read more: What Is Involved in the Recruitment & Selection Process in HR? | eHow.com http://www.ehow.com/info_8163778_involved-recruitment-selection-processhr.html#ixzz1ZjKyd6lj

How to Prepare for Recruitment and Selection Tests

By Ruth Mayhew, eHow Contributor updated November 13, 2010

Print this article Related Searches: Recruitment Process HR Outsourcing PPT

Adequately preparing for the recruitment and selection process with a prospective employer requires much more than practicing for an interview. Many employers administer a battery of tests, depending on the position, technical expertise and competency levels required. Candidates who prepare for recruitment and selection exams are among those who are better qualified to become strong contenders for rewarding career opportunities.
Difficulty:

Instructions
1. o

Moderate

Improve your administrative, clerical and organizational skills when you apply for a position that requires these duties to support managers and executives. Employment specialists administer typing tests that measure speed and accuracy; therefore, the more practice time you devote to keyboarding skills, the better you may do on the test.
o Practice for exams that measure proficiency with various software applications if that is part of the job you're seeking. Becoming familiar with popular programs will make you more qualified and increase your chances of obtaining the job you want. Tutorials and refresher courses for many software applications are available online or through community colleges and continuing education centers. If you already have basic computer knowledge, a small investment of time and money will help you demonstrate proficiency to your potential employer. o

Improve your organizational skills by reading business journals and articles about time management and general business topics. Organizational skills change with time and technology, therefore, business trends may affect the effectiveness and efficiency of various business and organizational concepts.
o Conduct research about industry trends and updates. Recruitment and selection processes for roles that require in-depth industry knowledge will likely include some form of examination in the field. Even if the prospective employer doesn't administer a formal examination pertaining to industry concepts, you will be expected to demonstrate your knowledge during interviews with hiring managers, and possibly, upper management. o

Review materials from previous jobs if you have been working in another industry and are planning a return to your previous area of expertise. Schedule regular study time to ensure you can articulate your industry knowledge. Join professional associations to network with other professionals in the same field, and attend workshops or seminars to get up to speed on industry changes and future trends.
o Prepare for competency examinations by reviewing materials from coursework you have done. For positions that require technical knowledge or competency in a field, such as nursing, you will almost always be required to demonstrate your competency through demonstration, certification or a combination of both. Employers may evaluate your competency through situational interviews-asking how you would complete a process or procedure. Candidates who are new graduates or candidates who have been in the field for a long time may find it easier to prepare for competency examinations. o

Practice your basic interviewing skills. While the interview itself is not considered an examination, your knowledge of the company, its business philosophy and its products and services will certainly be evaluated during the interview process. If you have several rounds of interviews, be prepared to provide answers to questions designed to test your knowledge about your prospective employer.

Read more: How to Prepare for Recruitment and Selection Tests | eHow.com http://www.ehow.com/how_7494381_prepare-recruitment-selectiontests.html#ixzz1ZjL3Auj1

Functions Related to Recruitment and Selection

By Rebecca Mazin, eHow Contributor

Print this article Related Searches: HR Payroll Software HR Outsourcing PPT 1. o

Hiring an employee is easy. Hiring the right employee for the job takes more work than just saying yes to the first candidate. The chances for success are improved by understanding the components involved in an effective recruitment and selection process.

Sourcing Candidates
o

Effective recruiters identify candidates through multiple sources. The Internet is today's go-to resource, hosting sites that range from free local online bulletin boards to giant job search platforms. Savvy employers find niche websites that target their market and don't limit their efforts to the Web. Employee referrals, constant networking, and staffing services create a pipeline of candidates when openings occur.

Interviewing
o

The actual interview can be the core of the process, but it involves more than the time spent talking to the candidate. Smart interviewers prepare questions after reviewing the job description, resumes, and applications. Post-interview assessment and follow-up completes this phase of recruitment and selection.

Applicant Flow Log

o

Candidates apply in a trickle or a wave, but employers need to track all the information in a file, spreadsheet, or applicant-tracking software. Including data about the source, qualifications, and interview results will provide organization, help in ranking, and prove useful for future searches. The candidate for the next job may be interviewing this week.

Reference and Background Checks

Reference checks can be cursory confirmations of dates of employment and wages, or more in-depth conversations about employment. Since candidates are unlikely to provide references who will be negative, specific questions must be asked to get examples of performance and accomplishments. Confirmation of education, credit reports, drivers license, and criminal background reviews can also be important parts of background checks, depending on employer industry and needs.

Evaluation of Candidates
o

Results from interviews, references, and comparison with the requirements of the position will all be combined to make decisions about job offers. This can be accomplished with formal checklists, a ranking system, or informal conversations.

Read more: Functions Related to Recruitment and Selection | eHow.com http://www.ehow.com/list_5930920_functions-related-recruitmentselection.html#ixzz1ZjL75gw5

Limitation of Recruitment & Selection

Speaking as an enlisted military member, the limitations of recruitment are far and few in between. Those that do exist however can be pretty major set backs to the organization recruiting individuals to its mission. The biggest set back is that the pool of candidates to choose from is going to be extremely limited by the availability and resourcefulness of the recruiters actually performing this task. In addition to that, the "lowest common denominator" will always present itself in recruitment processes. That is to say that individuals of all backgrounds, intelligence, skills and experience will be part of the candidate pool, so a recruitment program must be curved down (and limited) to a specific point of minimum desirability.

Read more: http://wiki.answers.com/Q/What_are_the_limitations_of_recruitment_as_a_selection_process# ixzz1ZjMPQscc

Scope of recruitment process?

SCOPE 1. To structure the Recruitment policy of company for different categories of employees. 2. To analyse the recruitment policy of the organization.

3. To compare the Recruitment policy with general policy. 4. To provide a systematic recruitment process. 5. It extends to the whole Organization. It covers corporate office, sites and works appointments all over India. 6. It covers workers, Clerical Staff, Officers, Jr. Management, Middle Management and Senior Management cadres.

Read more: http://wiki.answers.com/Q/Scope_of_recruitment_process#ixzz1ZjNIDScK

Importance of Recruitment & Selection

By Leigh Richards, eHow Contributor

Print this article Related Searches:

Human Resource HR HR Case Managers

Recruitment and retention are two critical tasks for any company. For any company, regardless of size and the current economic environment, the ability to recruit and retain qualified, productive employees is critical. While the two tasks are often considered separately, they are, in truth, tied together. Effective recruitment can help to boost the ability to retain employees once they are hired and on the job.

1. Mind Your Reputation

o

Word of mouth and reputation are big drivers for employee recruitment just as they are for a company's marketing efforts. If you have a good reputation, potential employees will want a job with your company. Developing a good recommendation means that your HR efforts will be focused on meeting employee needs, communicating effectively and providing a solid balance between work and life needs.

High Retention
o

While experience and aptitude matter, building a strong workforce is based on more than credentials and degrees. Companies with a strong focus on their core values, that reinforce those values with existing employees and seek out those values in prospective employees, will build a culture that results in high retention.

Provide a Realistic Job Preview

o

Never try to mislead a job candidate or paint a picture of the organization, the department or the job that is anything less than the reality. Just as job applicants are sometimes overly anxious to get the job and inflate their capabilities, companies are sometimes eager to fill a position and tend to glamorize what may not be such a glamorous job. The more realistic both the employer and the job candidate can be, the smoother and, ultimately, more successful the recruitment and retention process will be.

Involve and Engage Employees

o

Retention requires a focus on employees and their needs, as well as concentrated efforts to meet those needs. Studies continue to show that employees are most likely to stay with a company where they feel involved, where their opinions are sought and considered and where they feel that what they do make a difference at the company.

Measure Results
o

Consider which measures matter to you most. Some commonly used measures in recruitment and retention are the number of open positions, length of time positions have been open, time to hire, turnover, length of service and employee satisfaction. All of these can be good ways to monitor the effectiveness of your recruitment and retention efforts. Decide which are most important to you, where they're at now and where you would like them to be. Then begin implementing measures to improve recruitment and retention and measure your results again later.

Read more: Importance of Recruitment & Selection |

eHow.com http://www.ehow.com/about_6590027_importance-recruitmentselection.html#ixzz1ZjOH12h9

The Stages of the Recruitment & Selection Process

By Sara Melone, eHow Contributor

Print this article Related Searches: HR Administration HR Process 1.

Most companies follow a specific process to recruit new employees.

When a company seeks to fill a position vacancy, there are typically certain hiring processes and procedures which must be followed to hire for an open position. In some cases, a company is required to follow certain procedures according to federal or state labor laws. In other instances, a company may have certain established policies that have been put in place by a corporate human resources department or by company managers and leaders.

2. Position Allocation

Recruitment cannot begin until a position vacancy is established.

Typically, a company's internal hiring department or manager must make a declaration regarding the actual availability of a given position. Once an existing employee gives notice or is terminated, the human resources department must review the responsibilities and duties of the position and make the determination as to whether a new candidate should be found to fill the position or whether the duties of the position could be siphoned off to other departments and existing positions. The creation of a new position also requires a review of the current workforce and the duties which must be completed within the company. When the internal hiring department or human resources department receives proper clearance, the position vacancy will be declared and recruitment can begin.

3. Candidate Sourcing

The vacancy will be posted in classifieds and Internet job sites.

When a position vacancy has been established, the human resources department will create a position description to provide details on the duties and responsibilities required of the role. A profile for a suitable candidate will be created with the desired education, skills and experience. The job description and desired candidate description will be advertised on the company job board, in newspaper classifieds, with headhunters and staffing agencies or on Internet job sites.

4. Application Review

o
preselected.

Resumes and applications will be reviewed and qualified candidates will be

As resumes and job applications are submitted by job seekers, a hiring manager or human resources member will review all applications for suitable matches and begin to target potential candidates. Ineligible candidates will be excluded and those with the desired skills and experience may be contacted to schedule an interview.

5. Interviewing

Hiring candidates may complete several rounds of interviews.

Potential candidates will be invited to attend an interview. The interview round may include a phone interview and a face to face meeting with one or several company managers. Candidates will be asked specific questions about their background, education and experience to determine whether a match can be made to the needs of the position. A hiring candidate may be asked to return for second and even third interviews.

6. Competency Testing

o
hiring.

Some companies may require candidates to complete testing prior to

Certain companies and industries may require a hiring candidate to complete certain tests relevant to the position. Basic personality testing as well as a skills assessment test may be administered to determine whether or not a candidate would be successful in the position and in fulfilling the technical needs of the role.

7. Candidate Selection

A vacancy will be filled once a viable candidate is offered the position.

Once a viable candidate has been identified and successfully passed through all of the required recruitment stages, an offer of employment can be made. In some cases the hiring offer may be

contingent on successful completion of an employee background check or additional certifications required for the position.

Read more: The Stages of the Recruitment & Selection Process | eHow.com http://www.ehow.com/list_6540206_stages-recruitment-selectionprocess.html#ixzz1ZjOV6Dg2

Importance of Effective Recruitment & Selection

By Rebecca Mazin, eHow Contributor

Print this article Related Searches:

Recruitment Agencies EMEA Recruitment

Hiring a person is easy, but hiring the right person takes more effort and makes a huge difference. The best employees get the job done, are a pleasure to manage and help the company grow. Recruitment that focuses on simply hiring warm bodies can cause headaches and unanticipated problems. The quick hire can require hours of supervision and time spent in discipline, retraining and, worst case, termination.

1. Identifiy the Job

o

The recruitment process starts with a clear idea of the job that needs to be filled. This includes the experience or skills that are needed, education and talents. They may be tweaked a little if a fabulous person comes along who can be trained, but a list of must-have skills will start the search. Clear identification of the needs avoids the confusion of a candidate who thinks he is applying for a job that is different from the one you are interviewing for.

Use the Best Recruitment Sources

o

More jobs are filled by networking than any other source, so ask around. Go deep: ask friends, relatives, co-workers and colleagues. Ask association heads and user group leaders.

After networking and thinking of people that have already been met, choose your advertising sources carefully. The largest job boards may yield lots of candidates, while

niche sites that cater to a location, profession or industry will generate fewer, more targeted resumes. Colleges and universities can be great sources for candidates. Career offices work for recent grads and often provide alumni information and contacts. Many have job posting resources that can reach a specific audience.

Know the Interview Process

o

Decide who will see the candidate and make sure everyone knows the process. Whether you plan one interview or five, know this up front. Generally more than one conversation will be needed to get a good picture of the candidate's strengths. It will also be helpful to meet someone in a more informal setting. This gives a different perspective.

Prepare for Interviews

o

Don't wait until the interview to review the resume and identify questions to ask the candidate. Are there any gaps between jobs that need explanation? What details do you need about specific accomplishments or responsibilities? How does this person handle new tasks, relationships with others and deadlines? How about other important qualities not usually reflected in resumes? The least prepared interviewers look at the resume when they meet the candidate, and begin the conversation by saying, "Tell me about yourself." Avoid that with advance preparation.

Ask Behavioral-Based Questions

o

Ask candidates for their reaction to a hypothetical situation and you will get a hypothetical answer. Instead ask candidates, "Tell me about a time when you faced a very tough deadline and you got the work done." Past behavior is a better predictor of future success than imaginary scenarios. This is particularly helpful when characteristics will help more than direct experience. Customer service, management and leadership and analytical skills can be demonstrated in all kinds of situations.

Discuss Specific Interview Results

o

When more than one interview is involved, compare notes. Don't accept, "He's a good guy," or "She'd be a nice addition to the team" as responses. Ask for specific examples to back up recommendations for a fit. If there are lingering questions after this conversation, call the candidate in for another interview or a telephone conversation. The additional interview can be with another person for a new opinion, and to gain further answers.

Check References
o

References will confirm impressions and can provide new information. Don't settle only for the standard human resources confirmation of dates of employment and rate of pay. Dig deeper to gain specific examples of skills.

Just like behavioral-based questions, ask for examples of accomplishments. Use all of this information to help make a better hiring decision.

Read more: Importance of Effective Recruitment & Selection | eHow.com http://www.ehow.com/about_5415154_importance-effective-recruitmentselection.html#ixzz1ZjOayZPD

Recruitment Selection Process

By Alan Kirk, eHow Contributor

Print this article Related Searches: Human Resource HR Job in Recruitment

1. Recruiting A Talent Pool To Choose From

o

Finding a talent pool of individuals is important to give you large number of qualified applicants to fill a position. To get a large number of applicants, try placing job postings on popular career searching websites such as CareerBuilder.com, Monster.com, and HotJobs.com. If you find you are not getting a large enough applicant base to choose individuals to interview, then post your advertisement on local message boards such as CraigsList and also by using bulletin boards in your local library and local stores, as well advertising the position in local newspapers.

Screen Your Applicants Before A Formal Interview

o

Conduct a quick 5- to 10-minute phone screen with the applicants you feel are worth interviewing. Find out about their career goals, how they react to pressuring situations and what they know about your company from their own research they have completed regarding the position. This can help you determine who is likely looking for a long-term position and who is just looking to find any type of paying job. It also shows you how interested the individual is in the position by the amount of research they have done on the company and the position.

Design Interview Questions Specific To The Job

o

Some applicants are very good at answering generic interview questions because they have been part of many of interviews. To make sure you are getting someone who is a good match for your position and not just someone who is a good generic interviewee, ask questions that center on skills needed for the job. Give the individual three tasks he would normally have during a given work day in this job and ask how

he would prioritize them. Ask questions about definitions of terms used in the job or about specific software programs or equipment used by individuals in the job that you are hiring for.

Conduct A Second Interview

o

After you interview a candidate and review your notes, you might have additional questions for the candidate. You also could find it beneficial to have another manager sit in with you, or, if the recruiter is making the hiring decision, having the employee's future manager sit in on a second interview can allow the manager give input based on his views on personality match with the position and any input on the applicant's technical ability to do the job.

Read more: Recruitment Selection Process | eHow.com http://www.ehow.com/howdoes_4914241_recruitment-selection-process.html#ixzz1ZjOfofxZ

The Process of Recruitment & Selection

By Ruth Mayhew, eHow Contributor updated March 25, 2011

Print this article Related Searches: HR Administration HR Recruiting

For many organizations, the recruitment and selection process consists of several stages. An employment specialist or recruiter is responsible for the preliminary and intermediate stages, while department heads, hiring managers and other human resources staff are involved in intermediate to final stages of the process.

1. Sourcing Applicants
o

Employment specialists and recruiters use a variety of techniques to source candidates. Sourcing candidates refers to the initial stage in the recruitment process, in which an employer is actively seeking qualified applicants. Sourcing can be done via cold calling people in certain fields to ask whether they or their colleagues are interested in career opportunities with another firm, or it can be done through traditional means of recruiting by advertisement. One social networking site, LinkedIn, makes sourcing candidates much easier by allowing professionals to indicate whether they are seeking career opportunities. Tech-savvy recruiters use social networking sites, recruiting bulletin boards and job posting sites to source candidates. Word of mouth is another, sometimes more effective, means of sourcing candidates. Recruiters and employment specialists who put out the word that they're seeking people to fill job vacancies are often inundated with applicant inquiries.

Screening Applicants
o

The screening process can be an arduous one when recruiters for large organizations must sort through thousands of resumes, applications and letters of interest. There are two reasons why employers stress the importance of following directions during the application process: It streamlines the preliminary screening stages in recruitment. It also demonstrates an applicant's ability to follow directions, which is an important trait recruiters look for in qualified candidates. Organizations that utilize applicant tracking systems can conduct preliminary screening with the click of a mouse, using key word searches for resumes that indicate experience in certain areas. For instance, a preliminary screening for human resources candidates who have expertise filing position statements for employee complaints would include a search for key phrases such as "employee relations," "position statements" and "employee complaints."

Interviewing
o

For job seekers, recruiters and hiring managers, interviewing often ranks very low on the list of favorite job duties. Interviewers and interviewees approach face-to-face meetings with little, if any, preparation, although there are numerous online and print resources that can help minimize the awkwardness and uncertainty. Two major types of interview questions are behavioral and situational. Behavioral interview questions generally seek answers from candidates for management-level positions and above about how they handle employee and workplace issues. Situational interview questions demonstrate the candidate's functional or technical expertise and are usually reserved for job applicants looking for positions that require knowledge of processes and steps, such as applicants for clinical nursing positions.

Selection
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The final stage in a recruitment and selection process is when candidates wind up their interviews with human resources staff, hiring managers, and if applicable, upper-level executives. The selection phase can include conferences between hiring managers and human resources staff to determine which candidates from the short list are qualified for the job. However, some hiring managers make a unilateral decision to extend an employment offer and request that human resources staff simply carry out the demand by handling the administrative and function tasks associated with the offer. Other steps in the selection stage include human resources tasks such as background checks, verification of worker eligibility, and other preemployment testing processes.

Read more: The Process of Recruitment & Selection | eHow.com http://www.ehow.com/info_8108660_process-recruitmentselection.html#ixzz1ZjOkLyTm