RECRUITMENT- Pre Stages

1. 2. 3. 4. 5. 6. HUMAN RESOURCE PLANNING JOB DESIGN JOB ANALYSES NOB DESCRIPTION JOB SPECIFICATION PERSON SPECIFICATION

RECRUITMENT
IT IS DISCOVERING POTENTIAL APPLICANTS FOR ACTUAL OR ANTICIPATED VACANCIES FLIPPO- THE PROCESS OF SEARCHING, STIMULATING AND ENCOURAGING PROSPECTIVE EMPLOYEES TO APPLY FOR JOBS YODER- DISCOVERING SOURCES OF MP TO MEET THE REQUIREMENTS OF THE STAFFING SCHEDULE & TO EMPLOY EFFECTIVE MEASURES FOR ATTRACTING THAT MP IN ADAQUATE NO. TO FACILITATE EFFECTIVE SELECTION OF AN EFFECTIVE WORK FORCE

RECRUITMENT
IT IS THE FIRST STAGE IN THE PROCESS OF R & S IT IS GETTING THE RIGHT PERSON OF RIGHT QUALITY OF RIGHT QUANTITY FOR THE RIGHT ]OB

1. 2. 3. 4.

RECRUITMENT-PROCESS/SUB FUNCTIONS
INDENT BY THE NEEDY DEPT/HRP DRIVEN JOB SPECS-DETERMINIG THE NATURE OF THE JOB TO BE FILLED PERSON SPECS-DEERMINING THE NATURE OF THE PERSON TO BE RECRUITED UNDERSTANDING THE LEAD TIME DETERMINING SOURCES OF SELECTION DETERMINING THE SELECTION PROCESS

RECRUITMENT OBJECTIVES
RIGHT PERSON FOR THE RIGHT JOB ATTRACT THE BEST WHICH IS RETAINABLE QUICK RESPONSE & FAST FILLING REDUCE THE R & S COST IMPROVE ORGANISTIONAL PERFORMANCE ASSIST EXPANSION PLANS

RECRUITMENT-OBJECTIVES
ASSIST FINE-SIZING BRING FRESH BLOODINNOVATIONS/CREATIVITY IMPROVE ORGANISTIONAL CAPABILITY CUSHION MANPOWER SUPPORT BUSINESS/HR STRATEGIES CONSERVE VALUABLE HUMAN RESOURCES

RECRUITMENT POLICY
RP IS A STANDING PLAN AND A FRAMEWORK FOR IMPLEMENTING RECRUITMENT PROGRAMME.
IT IS INTENDED TO ASSIST DECISION MAKING IN THE PROCESS OF RECRUITMENT & SELECTION

RCRT POLICY-ESSENTIALS1
TOP MANAGEMENT DRIVEN SIMPLE TO U/STAND & EASY TO FOLLOW BE UNAMBIGUOUS, POSITIVE AND CLEAR FACILITATE SMOOTH SELECTION BE IN LINE WITH CORPORATE GOALS/POLICIES BE IN LINE WITH HR STRATEGIES

RCRT POLICY-ESSENTIALS2
SHOULD SUPPORT THE CORE-VALUES & MISSION BE FLEXIBILE WITH A HIGH DEGREE OF PERMANANCY BE IN LINE WITH THE LAW OF THE LAND BASED ON THE PRINCIPLES OF FAIRNESS, TRANSPERANCY,EQUALITY SHOULD TAKE CARE OF ANTICIPATED CONDITIONS

FACTORS AFFECTINGRECRUITMENT POLICY

ORGANISATIONAL OBJECTIVES HR STRATEGIES CORE VALUES LEGAL ENVIRONMENT SOCIETAL VALUES DD AND SS OF LABOUR

PERSON SPECIFICATION
FAMILY BACKGROUND PHYSICL MAKEUP DISPOSITION ATTAINMENTS INTELLIGENCE INTERESTS EXPERIENCE EXPOSURE EQ SPECIFIC ATTITUDE SPECIAL APTITUDE MOTIVATION CAREER CREDENTIALS

SOURCES OF RECRUITMENT
INTERNAL EXTERNAL

RECRUITMENT-INTERNAL SOURCES
DATA BANK PROMOTIONS TRANSFERS REDEPLOPYMENT RESERVE INTERNAL EMPLOYEES GROUP CO.EMPLOYEES RECALLING VRS/RETIRED

RECRUITMENT-EXTERNAL SOURCES
ADVERTISING EMPLOYMENT EXCHANGES CAMPUS PLACEMENT CONSULTANTS TECHNICAL CONSULTANTS TECHNOLOGY/MACHINE SUPPLIERS HEAD HUNTERS CASUAL CALLERS CONTRACTORS EMPLOYEE REFERLS-INCENTIVE

ADVERTISING
PRINCIPLES OF A I D A FACTORY GATE POLES, BUS STANDS NEWS PAPER- LOCAL, STATE, REGIONAL, NATIONAL, CIRCULATION, COVERAGE, PATRONAGE, RESPONSE ETC JOURNALS/MAGAZINES-SIMILAR PROFESSIONAL BODY COMMUNIQUES RADIO TELEVISION INTERNET-SITE POPULARITY, COVRAGE, VIEWRS RESPONSE, SERVICE BY THE SITE OWNERS

CENTRALISED RECRUITMENT

DECENTRALISED RECRUITMENT

RECRUITMENT TECHNIQUES

REQUIREMENT PROCESS