Name : Zahra Chira Ali Mehyiddine.

Course Title : Human Resource

Management .

Subject : McDonald's External

Recruitment.

Instructor : Hussein El-Nabulsi .

Semester : Spring 2012 .

EXTERNAL RECRUITMENT
INTRODUCTION: Firms cannot get all the employees they need from their current staff, and sometimes they just don't want to -As a result of this firms prefer to go for external recruitment .Where vacancies have not been filled through an internal process or where it is known an eligible/ suitable candidate is not available internally, recruiters in consultation with Human Resources Division (HRD) will decide if external recruitment is the best option for filling a vacancy -External recruitment has often been viewed as a necessary evil in that it trades off the need for outside talent with incentives of inside workers -The external recruitment and proper campaign increase the popularity of the organization on the job market, which helps to improve the position for further expansion -On the other hand, the external recruitment is expensive and takes a lot of energy from the HRM Function to handle all the job candidates in the selection process . DEFINITION: A process of finding and attracting capable applicants for employment outside the organization the process begins when new recruits are sought and ends when applications are submitted .the result is pool of applications from which new employees are selected. ADVANTAGES: The following are some advantages of recruiting externally: -A larger variety of people will apply for the job. -The person could bring new skills and ideas into the business. DISADVANTAGES: The following are some disadvantages of recruiting externally:

-Hundreds of applications may be received. In this case, short listing will be time consuming. -Money will have to pay in order to advertise the job.

-Recruiting externally is a risk .This is because in most cases, a business will not particularly know the candidates EXTERNAL RECRUITMENT AND MCDONALDS In case of McDonalds it is not very much involved in external recruitment for the operational level employees however for general and administrative employees McDonalds prefer external recruitment External recruitment plays a very important role .This is because working at McDonald's is not restricted to restaurants alone. They have a very strong support system .Already they have provided employment opportunities to accountants, computer operators, real estate representatives, architects and many others in the areas of marketing, human resources etc. The External Recruitment allows the organization : -to define the right requirements . -The organization can select the candidate, which suits the organization best. - Brings new people to the organization, which can be a huge benefit for the organization. External recruitment in McDonalds is a long and difficult process. .It managers in taking the initial job and personal specification, discussing the best cost options for advertising the role, through to dealing with the response and presenting suitable candidates to your business. The employees of McDonalds come from all walks of life. However while recruiting McDonald's value people with a positive attitude towards customers, themselves and other employees and who have high standards of personal performance.

SOURCES OF EXTERNAL RECRUITMENT HR department can use various approaches to locate and attract external candidates, often looking to more then one source. Government employment agencies, private employment agencies, recruiting consultants, head hunters, educational institutions and professional organization are popular sources, as are advertisements, employee referrals and unsolicited application. Recruiting

candidates from all the other sources (like outsourcing agencies etc, are known as the external sources of recruitment. McDonalds use some of these approaches to attract the external candidates. Through different external sources they look for candidates who reflect a strong focus on customer and client service. These sources are described as follows: 1-ADVERTISEMENT: Although online recruiting is changing the way the HR managers approach of recruiting. Advertisement through local and national newspapers, magazines, billboards is still used by many organizations. The choice of advertising media depends on the job for which recruitment is being done. To be effective, advertisers use a guide AIDA to construct ads An employment advertisement must have -attention grabbing headlines -Must be able to create the interest of the reader -Create the desire by highlighting interest factors -The ad should be able to prompt action Advertisement must specify the personal qualities, formal qualifications and knowledge, skills and abilities necessary for success. Moreover the advertisement must enhance the image of the organization as a good place to wok In case of McDonald's advertisement of jobs is : -on very small scale and it is - based on needs This is because they mostly recruit employees internally. The reason behind that they are well known the organizations culture and environment.Depending on your requirements, we can advertise External advertisements are placed in other regional papers/journals, as required.

UNIVERSITY RECRUITING: University Recruiting refers to attracting young professionals and management trainees, many public and private organizations recruit directly from universities and colleges. Various management institutes, engineering colleges, medical Colleges etc..are a good source of recruiting. Generally this done via a -University appointments board or career advisory service

-Vacancies are advertised on notice boards and campus interviews are arranged -Career fairs and career carnivals are arranged for this purpose -Interested candidates are given a chance McDonald's recruits *fresh graduates from the Universities *For this purpose the company goes to the career carnivals and career fairs of the universities *Interviews are conducted on the spot *After interview and criteria test the selected candidates are hired for the job *It helps to create effective talent pool and to source the right talent as per job requirement They provide facilities for campus interviews and placements. This source is known as Campus Recruitment. RECRUITING VIA INTERNET/ELECTRONIC RECRUITING: Electronic recruiting, cyber recruiting or recruiting on the internet present a major change to the way in which companies traditionally recruit personnel. Online recruitment techniques - Giving a detailed job description and job specifications in the job postings to attract candidates with the right skill sets and qualifications at the first stage -A well defined and structured applicant tracking system should be integrated and the system should have a back-end support. Wherever possible, McDonald's directs applicants towards applying on line. Online Recruitment technique is relatively a new concept in Pakistani Job Market but McDonald's prefer this technique due to its importance of time saving and effective tool to make quality hiring decision.

*The McDonald's is having a contract with e-recruiting firm www.rozee.pk. *McDonald's does not have its own website in Pakistan *They collect online cvc through Rozee The Human Resources Department (HR) of McDonald's usually handles job application. EMPLOYEE REFERRALS: Recommendation made by current employees can be a useful source of applicants. Notice vacancies with request of referrals can be posted on the organizations bulletin board .Prizes and cash bonuses may be given to who

recommend a candidate who is subsequently hired . McDonalds also has the policy of recruiting employees with referrals. The existing employees recommended their friends and relatives for the vacant vacancy. But as mentioned above McDonalds focuses on internal recruitment this is done rarely..Also, the office bearers of trade unions are often aware of the suitability of candidates. Management can inquire these leaders for suitable jobs. In some organizations these are formal agreements to give priority in recruitment to the candidates recommended by the trade union.

UNSOLICITED APPLICATIONS: Unsolicited applications often called walk ins and write ins can also be a source of qualified personnel. Walk ins is people who approach HR department seeking a job. Write ins is those who submit a written enquiry about job opportunities. In McDonalds people normally drop their resume or cv while visiting the restaurant. This type of cvs are also welcome. Many jobseekers visit the office of McDonalds, on their own. Such callers are considered nuisance to the daily work routine of the enterprise. But can help in creating the talent pool or the database of the probable candidates for the organization. JOB CENTERS: Another way of external recruitment is Job Centers. Job Centre refers that there are candidates are given the opportunity of an onsite work trial at the work place. In McDonalds candidates are given the opportunity of an onsite work trial at a McDonald's restaurant as part of their recruitment process. This will gives candidates the opportunity to demonstrate their personal qualities in action, when in different circumstances they might not be considered for employment on the strength of their CV or an interview with other employers. The report finds that McDonald's gives people opportunities to progress that they might otherwise not have had including aspiration, skills and progression. RECRUITMENT PROCESS

The recruitment process is a very complex HR Process, which involves many parties and the clear follow up of the individual process steps is essential. The HRM Function is responsible for setting and defining the external recruitment process and it has to be sure to solve several success factors in the external recruitment process. The company's recruitment history shows this is the best method of hiring quality staff e.g. people living locally and/or friends of existing employees. This process plays a very in recruiting those employees For recruiting external employees McDonald's follows several steps. 1.IDENTIFY VACANCY: The first step in the recruitment process is to identify the vacancy. The vacancy may arise due to retiring member of the staff . In McDonald's, for operational staff the recruitment is only for the vacancy Trainee Manager. To join as a Trainee Business Manager in McDonald's, the candidate also need to be a logical thinker who can apply common sense as well as relevant background experience to different situations. Besides this the external recruitment is mostly used for the General and Administrative staff . 2.PREPARE JOB DESCRIPTION AND PERSON SPECIFICATION: The job description is updated and an employee specification is written. The job description lists the duties of the job whilst the employee specification gives details of the experience, skills and abilities needed to carry out the job. 3.ADVERTISING THE VACANCY: The next step in the recruitment process is to advertise that vacancy for which the recruitment is required.This can be done trough a number of ways depending upon the job and depending upon the organization. In case of McDonalds, it mostly advertise the through the internet. Application forms are sent out along with copies of the job description and employee specification and must be returned on or before the closing date that has been set. The application covers general information about yourself, your contact details, work experience, education and work availability. There will then be a series of multiple choice questions for you to answer at the end. The majority are What if fictional scenarios with others being direct questions .Each question or scenario will be followed by possible responses from which you need to choose which is the most appropriate action / response. 4.MANAGING THE RESPONSE:

McDonalds decentralizes its recruitment process. If candidates have any queries regarding a vacancy they can contact the McDonalds at www.mcdonalds.co. uk/careers After the closing date, the McDonalds collate and go through all the application forms and pre-screen them. This process is always conducted by authorized person. All application forms are pre-screened against criteria, as outlined in the person specification. 5.SHORT-LISTING: A shortlist is compiled of applicants who are going to be invited to attend for interview. This is done by the recruitment panel who compare each application form with the requirements of the employee specification. Feedback can be provided (upon request) to those not shortlisted and applicants have the right to complain if they feel they have been unfairly treated. Online applications, at www.mcdonalds.co.uk/careers, are screened for evidence of team-working skills and an understanding of customer service. 6.ARRANGE PRELIMINARY INTERVIEWS: Once the final list of short-listed candidates has been agreed McDonalds arrange preliminary interviews for the candidates. 7.CONDUCT INTERVIEW: Interviews are held. The panel will use the same set of questions with each interviewee. The interview may include a selection test. Feedback can be provided (upon request) and unsuccessful applicants have the right to complain if they feel they have been unfairly treated. The recruitment process of McDonalds is then followed by selection process that is the final interview and the decision makers convey decision and appointment formalities.