Slide 1Introduction and PurposeProcess OverviewPlanningRecruitmentSelectingInterviewingConclusionQuestionsReferencesHuman Resource Management Training PresentationIntroduction and PurposeWelcome to… “ Strategic Selection and Hiring Training!!!” Everything you need to know… to put the right people …in the right position…We are here for YOU!!!Process OverviewFive Steps to Hiring ProcessPlanningRecruitmentSelectingInterviewingHiringPlanningRiordan Manufacturing employment planning must first identify:Long term/short term goalsWhat positions need to be filledWhat skills, knowledge, and ability are required of the applicantPerformance standards and pay rates Next step: RecruitmentRecruitmentWhat is RecruitingThe process of seeking souring job candidatesThe process of discovering potential candidates for actual or anticipated organizational vacanciesThe goals of recruitingAchieving a satisfactory pool of diverse candidatesPublish enough information about the position to attract applicantsAttract the qualified and discourage the unqualifiedMinimize the cost, time, and moneySelectingRiordan Selection Tools:ApplicationRésumé reviewFace-to-face interviews with the HR recruiterFace-to-face interviews with hiring managers (In the case of production teams, these are group interviews with team members.)Selection PoolEntry Level Positions-secured from outside of the companyEngineers secured through consultantsSelection RoadblocksSmaller CompanyDoes not receive applicant pool it often desiresInterviewingHelps to determineMotivationValuesAbilitiesResponses to PressureProblem Solving SkillsPersonal/Professional GoalsConclusionPlanning, Long term/short termRecruitmentSelectingInterviewingQuestionsReferencesDecenzo, D., A. & Robbins, S., P. (2007). Fundamentals of human resource management (9th ed.). Hoboken, NJ: John Wiley & Sons, Inc.University of Phoenix. (2008). Virtual Organizations: Riordan Manufacturing [Multimedia]. Retrieved from University of Phoenix, HRM300-Human Resource Management