UB MGI 301 - CHPT 5 STUDENT (1) (12 pages)

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CHPT 5 STUDENT (1)



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CHPT 5 STUDENT (1)

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Pages:
12
School:
University at Buffalo, The State University of New York
Course:
Mgi 301 - Human Resources Mgt

Unformatted text preview:

How An Organization is Staffed Recruitment What is Recruitment Process of identifying and attracting job applicants Internal Recruitment External Recruitment Cheaper New ideas Faster Fresh perspectives Easier Less homogeneity Promotion Opportunity Larger applicant pool Understanding of culture Recruitment Planning Recruitment Forecasting determine types of skills organization will be recruiting for in the future and the supply employees with that skill that will be available Labor surplus more employees available with that skill then needed Labor shortage less employees available with that skill than needed Temporary Employees Helps eliminate labor shortage affords flexibility to operate efficiently during demand swings Advantages Free a company from administrative tasks and financial burdens Are often tested and trained by employment agency Many bring an objective perspective and experience Disadvantages Recruitment Sources Websites Advertisements Social Media 4 5 Recruitment Process Position becomes available Recruiter meets with Manager hiring team to discuss qualifications update JD etc Recruiter posts job opening and begins actively recruiting Send rejection letter If No Recruiter conducts phone interview with qualified candidates If Yes If No Schedule inperson interview Send rejection letter If Yes Assessments ref erences backgro und check If Yes Recruiter makes offer to candidate If No Send rejection letter Recruiter s Role Understand the business especially the department recruiting for Understand the job by meeting with the hiring manager Make sure interview team knows what they are recruiting for Update job description if necessary Find candidates Recruiter s Role Prescreen candidates Present interview team with candidates that are a good fit for the job Schedule interviews for interview team Administer assessments Check references background checks Make offers Keep candidate warm until they start job Recruiter s Attributes Often candidate s first point of contact Be a good representative of company culture Personable friendly Knowledgeable about recruitment methods company department job Realistic Recruitment Metrics Time to Fill Cost of Hire o o o o o o o Advertising Transportation to interviews Interview hours cost for interviewee s time Agency fees Assessments Background drug tests Relocation Sourcing Method Retention



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