Recruitment strategy pdf

Make notes on what you found out. Staffing requisition form Regardless of the approach taken, most organisations will have a process either formal written or informal verbal for requesting additional staff. As mentioned previously, this is an excellent opportunity to carefully review the position, update the job description and specification before action is taken to fill the vacancy.

Talk to the HR unit in your organisation, if you are not already working in the area, and find out what type of staffing requisition process takes place. What controls are in place for the recruitment process? What part does the job description and specification play in gaining approval to proceed to recruiting? What level of sign-off is required before this action takes place? How are options, other than to simply fill the vacancy with additional staff, considered?

Internal recruiting Many organisations choose to fill vacancies from within, resulting in the final vacancy falling to an entry-type position. In many instances this results in a multiplier effect for promotions and as such can have significant motivation benefits. Part of the human resource planning strategies incorporate this technique and, although it may be a case of those involved not actually receiving a promotion but rather a transfer at their existing level, the result is increased multiskilling and the avoidance of possible redundancies.

With internal recruitment activities of this type, it is essential that the HR unit has immediate access to relevant staff information this is best achieved by using an effective human resource management information system HRMIS. By the use of vacancy bulletins, career opportunity newsletters, direct mail and special announcements, staff can be kept informed of these internal opportunities.

As with any other recruitment strategy, you will need to be clear about the competencies sought, the job notice content details and reply periods, as well as assurance that all employees are aware of the process and the procedures to be followed. There is obviously potential for EEO-related issues to arise here!

Using the Job Network Job Network is a national network of more than private, community and government employment agencies. People looking for employment can. There may be fees involved if using this option.

Schools and colleges You could recruit by contacting the careers advisers of schools in close proximity to your business. In addition, you could contact the head teacher of the TAFE faculty your potential recruit would be studying withfor example, Business Services, Information Technology. You would need to provide them with your job description and person specification. This method may be particularly helpful if you are looking for specific skills or knowledge and the institution in question has courses in that skill or knowledge.

For example, many computer and marketing businesses recruit directly from TAFE or universities. Advertising One of the most popular recruitment methods is advertising in local, state or national newspapers, or in professional or trade journals.

Local, metropolitan and national newspapers are the most common form of external recruitment advertising in Australia. Their main advantage is in having a specialised section for employment. If you decide to use this method, it is important to make your advertisement very clear. As unemployment levels are still relatively high, your position may well attract in excess of applications.

Accordingly, you want potential applicants to screen themselves out that is, not apply with a well thought-out and clearly worded advertisement which effectively targets the required audience.

This means clearly presented essential and desirable job and person specifications. We will look at advertising in more detail later.

Employment agencies There are a great many employment agencies offering their services nowadays. Such agencies usually specialise in a specific area of expertise. For example, some agencies specialise in office staff, computer technicians, labourers or the legal profession and usually have a good supply of candidates on their books.

As a potential employer, you could register with the agency and ask them to do the preliminary recruitment work for you. The agency would then advertise the position, sort through all applicants and provide you with a shortlist of candidates against your job description and person specification ready for interview. In return, agencies will require a fee from you upon the successful placement of an applicant.

Although this seems an expensive way to recruit, it can save you time and resources. Further, many of the more reputable agencies offer a guarantee , such as if the new employee leaves within a certain length of time, usually six to 12 months, the agency will recruit someone else free, or return the original fee.

Networking This can provide a highly effective source of information on potential candidates and is especially beneficial if you have an extensive network of contacts.

Contacts could include suppliers, competitors, associations, unions, business or academic acquaintances, clubs and friends. The Internet The internet is fundamentally changing the way we do business. E-business and e-commerce are becoming the norm rather than the exception and recruitment is not immune to this change. Recruitment via the Internet, or e-cruiting as it is sometimes labelled, involves employers or applicants or both going on-line in pursuit of an employment relationship.

The turnaround time for a response to a vacancy on the Net can be as little as fifteen minutes from the initial posting. The main attraction is that candidates can find vacancies faster and access a range of services easily, quickly and at no cost. For employers the Internet is relatively inexpensive giving wide coverage and instant ongoing access. The main drawback can be attracting the right person due to the large amount of information on the Net large search engines such as seek.

Applicants can have jobs emailed to them directly with services such as Job Alert on www. Various job boards exist as follows:. You may now be in a better position to evaluate the effectiveness of internal as against external recruitment for your own organisation.

Imagine that your manager has asked you to do just thatin the space below list the advantages and disadvantages of each approach.

Once you have decided to proceed to fill a vacancy, advertising is the most common means of attracting a suitable pool of applicants. A well-written advertisement can also positively promote the organisation to the extent that people who are not actively looking to change jobs will be stimulated enough to make some initial enquiries about the vacancy.

Preparing a job advertisement The information you have accumulated to date your jobs description and its person specification is used when preparing your job advertisement.

Critical factors You have now reached one of the most vital steps to date, which in many respects is the key to the selection process. This is the identification of the critical factors against which you will assess your candidates. Remember to firstly consider how each factor may be demonstrated or assessed. These will become your essentials and desirables. For example:. Check also that you have an appropriate balance between technical, people and conceptual skills and that you group critical factors logically to facilitate interviewing and assessment.

The job description and specification capture the critical factors or criteria that form the task and competency profile for the job. The critical skills, knowledge and attitudes or attributes needed by the potential employee are often divided into essential must haves and desirable add valuenice to have characteristics. An example for a phone-a-loan customer service team leader is as follows: Tasks.

These critical factors or criteria now become the basis of your employment advertisement and the selection interview. The type of advertisement you write depends on the job and level you are writing it for. For example a large advertisement in a national paper is probably not warranted for a Grade 4 Clerk.

Similarly, advertising for a National Sales Manager may warrant targeted international as well as national coverage, in conjunction with targeted journal advertising. The cost of advertising will largely depend on its size, placement and frequency however its effectiveness will be measured by its ability to quickly target and attract a pool of applicants that potentially fit both the job and the organisation.

Writing the advertisement Your advertisement is intended to attract the most appropriate people. It should therefore be physically appealing, well-placed and interesting or amusing if appropriate to read. The advertisement should attract and maintain the readers interest and present a favourable image of the organisation.

It should be clear what the requirements are, so that unsuitable applicants will not apply. What should advertisements contain?

You should consider inclusion of the following:. Consider the advertisements you collected previously. List your impressions of each in terms of the points under the headings What should advertisements contain?

Could these ads be improved? For example, you should consider the following general principles:. Advertisements should be worded so that they do not openly, or by implication, discourage persons from applying because of their age, gender, race, religion, political opinions, sexual orientation etc. Qualities and qualifications that are unnecessary in order to perform the work should not be included.

Exemptions exercised under the Anti-Discrimination Act should be clearly displayed. Wording to avoid discrimination The most common form of discrimination in job advertisements in Australia is in relation to gender.

Therefore you should be particularly careful to:. Exemptions: legally accepted discrimination Earlier in this module you investigated positive discrimination and exemptions under various sections of the Anti Discrimination Act. The following advertisements demonstrate legally accepted discrimination. Using the following advertisement, design an advertisement that would be more effective in attracting the right person for the vacancymake any additions and changes you feel are necessary.

The Buttaba Healthcare Company distributes health care products and has an opportunity for a sales representative for its Central Coast region. The company is a market leader and had just completed its fifth year of continued growth and intends to continue this performance by continuing to employ quality staff.

If you have experience, done cold calling and are good with people, this could be you joining our team. Competitive compensation package available. Call us on Evaluate your version of the advertisement using the checklist suggested above and ideas contained in your text. As you can see from our earlier discussions, advertisements are designed to bring about action AIDA , so we need to plan and prepare for the responses that will flow from our advertisements.

Just as the selection process starts from the first contact with the applicant, so too does the applicant begin a process of forming an opinion about the organisation, from the advertisement and the subsequent response to their enquiries.

This is an important stage in the process and requires planning to ensure that all those involved are aware that the advertisement has been placed and that they then respond in a courteous and professional manner. If your advertisement asks applicants to phone a person after a certain date and time, make sure that the contact person is available and well-informed to deal with the enquiry.

All applications should be acknowledged promptly and courteously and a proforma may be used for this purpose. Applicant information package Some organisations find it useful to prepare an information package for applicants.

This might include an application form, a copy of the duty statement and specification, as well as relevant background information about the organisation.

As one objective of recruitment and selection is to match people to jobs and jobs to people, it is in everyones interests for potential employees to be well-informed about the job and the organisation. Again, this is an excellent public relations opportunity to promote the organisation as professional and courteous.

Although only one applicant can be successful in gaining the position, all applicants will form a positive or negative impression of the organisation at each stage of the recruitment and selection process.

Decisions about these options will depend on the accuracy of the feedback available from your current strategies. The ultimate measure of the effectiveness of your advertisement will be how well the person chosen performs on the job and whether they stay in the position! This aspect is covered later. Application forms Some organisations use application forms as a way of capturing all the initial essential information needed to make a decision about whether to take the applicant to the next phase of the recruitment or selection phase.

The application form makes it easier to compare applicants across a selected range of criteria that the applicant may not otherwise address in their resume or letter of application. These forms also provide the basic bio-data necessary for later action if the person is appointed and has a legal foundation for verifying information provided by the applicant.

There are important EEO and privacy considerations with application forms. These concern the type of information organisations can legally seek from applicants and what they can do with such information. It is strongly suggested that you make yourself familiar with these provisions, because the application form is often used as the initial sorting tool for short-listing applicants against selection criteria. If you have a particular position that requires some specific details about applicants, and you feel this constitutes a genuine reason for asking for particularly private information, the NSW Privacy Committee encourages employers to discuss such cases directly with one of its consultants.

An application form would generally contain such information as:. Using your text, and any other sources of information including workplaces , locate at least two job application forms. Compare and evaluate their design in terms of EEO and Privacy Guidelines and their ability to provide the essential information efficiently.

Using your research findings and knowledge, design an application form which would be suitable for applicants applying for your own position.

Use your own paper and computer to do this. To assist you in reviewing your understanding of this section, go through the following checklist. Those competencies that you ticked No to or I need to review should be studied again. You can contact your teacher if you need clarification. I can. Open navigation menu. Close suggestions Search Search. User Settings. Skip carousel. Carousel Previous. Carousel Next.

What is Scribd? Explore Ebooks. Bestsellers Editors' Picks All Ebooks. Explore Audiobooks. Bestsellers Editors' Picks All audiobooks. Explore Magazines. Editors' Picks All magazines. Explore Podcasts All podcasts.

Difficulty Beginner Intermediate Advanced. Explore Documents. Recruitment Strategies PDF. Uploaded by jagatapsv. Did you find this document useful? Is this content inappropriate? Report this Document. Flag for inappropriate content. Download now. Mention the number of hires you can take at the moment. Step 2: Plan of Action This next step would consist of what you should publicize your firm.

Use of social media sites, a course of action to recruit the best employees, etc. Also, mention your internal and external changes of the firm that might affect your hiring process. Make sure you have a steady recruitment plan in mind and put that into action in the best possible way you can. Step 3: Expectations of the Firm Mention what the expectations of your firm are. This means that mention what kind of jobs are available and who are the candidates you mostly prefer to recruit and hire for working in your organization.

Make a list of who your customers are so that you can give the new employees a brief about what you expect from them concerning your clients. Step 4: Delivery You need to understand what your long term plans are and how you will play a role in the majority of the company. You must understand your current workforce and employees so that you have a better idea of who is working for the growth of the company too.

Refine your plans now and then so that you can implement more methods and techniques to run the company in a better way. Step 5: Managing Change Communicate with your employees and define your goals more easily. Make a note of how this change in the hiring process will affect your firm and how you are going to manage it. Identify who your potential stakeholders are and how will you keep them in the firm without much ado.

See how your role is affecting the company. Step 6: Measure the Performance Measuring the performance can be a task, so be sure that you check the quality of the staff you are hiring. Check your market analysis as to where do you stand as a firm, and what are your success factors. Check your turnover with reference to past years. Do not forget to keep in mind the budget you have, so that you do not go beyond that and spend.

Conclusion: A recruitment IT strategy template is a tool that will navigate the entire HR team from placing the vacancy announcements to providing the training to enhance their skills and make them more efficient for the job. You can download it in MS Word format. You can use any of the templates that are mentioned above in any file format you find fit as they are available in multiple file formats like Excel, Word, Pages, etc.

If you have any DMCA issues on this post, please feel free to contact us! General FAQs: 1. If companies want an effective and also a successful acquisition strategy, then they need to work on improving the following: Retain their top essential employees Workforce planning Employee branding Channels and media New on-boarding hires Retention 4. A recruitment strategy can create a productive advantage in your marketplace. It is important because it helps minimize the time involved in searching, interviewing, recruiting, and training new hires.

It also streamlines the processes and makes your search for viable candidates more efficient. A recruitment strategy is mostly used by: Recruiters, for hiring new candidates Employers, who want to keep a check on their employees By business entrepreneurs , so that they can select talent for their business, etc.

Business owners, so that they can identify potential employees to hire. Recruitment Report Template. Free Download. Format Recruitment Strategy Plan Template. Sample Recruitment Strategies Template.