Professional Documents
Culture Documents
Androon aur bayroon mulk mei naukri k mowakay aur career tips SMS hasil karain. *562# milaye aur ujobportal ki munfarid service hasil karien@rs 5.98/ week.
Appropriate skills, experience and people are in wrong places. Highly valued skilled persons are not able to find the needy employers. Simultaneously, the skilled persons in demand are saying NO to offers of employment. Final decision rests with the labor to accept the offer
All these changes were attributed to the style of newspaper advertisements. 1980- Advertising agencies have altered their portfolio to running campaigns, engaging in search and using alternative outlets to attract the right people for their clients.
Valued skills are marketable. Skilled and valued employees are less. Invalid Master-Servant relation when contracts are fixed term or temporary. Undervalued employees are easy to be lost to competitors. Contracts for high demand skills should be between two equal partners.
One that is predictable One that changes frequently One that is clearly defined or One that is ambiguous
What sort of working arrangements would the post holder prefer e.g.
Alone With others In position of responsibility Operating routine systems or Developing opportunities
Market search People being sought may not be looking for a job. Job centers Local research about a particular segment. Gathered information will help the recruiter to make the right decision
Employing organizations existing image Organizations are usually not aware of their real image Organizations take for granted their employment benefits Market research is conducted to know the reality Market research depends upon the size of the organization
has to be in the right place, must want the product, must be attracted by the presentation and be prepared to pay the price
job centres and the department of employment Radio Recruitment agencies Traditions limit the scope for innovation
The job
The way it is packaged and presented to its potential consumers. Job seekers first look for a job title, a location and a salary to match their requirements Ways to maximize the use of advertisement Image of the whole ad effects a lot Importance of the surrounding text The border style, typeface, and layout
Presentation
WE ARE LOOKING FOR THE VERY BEST IN THE WORLD ARE YOU THE PERSON? We have a REALLY exciting opportunity for a skilled and able special person. If you have managed a busy shop, provided a high standard of quality service and trained new staff you will have had the experience we want. We want a strong personality, a good communicator and an energetic leader. If you are ready to go places and are looking for some new challenges with a successful and adventurous company ring me NOW Peter Smith on 0133-23675899
Hidden costs Recruitment takes little account of the price the applicant is expected to pay Time and effort by the employer Huge list of information is given which does not help the applicant Obtaining additional information cost in different ways. Use of free posts, reply coupons
Recruitment Methods
Press Advertisement Factors affecting the design of advertisements
The image of the organization The nature of the job The chosen media The prediction of the target market
Recruitment Methods
Radio and television advertising Fliers and bulletins should be of high standard and may be similar to that of a press advertisement Principles of the filers are same as press advertisement
Recruitment Methods
Mailshots Brochures Recruitment Fairs Other peoples meetings Vehicle displays Off-the-wall approaches Milk Rounds (job fairs) Agencies Recruitment consultants
References
Views may differ depending on the situation Better consultants look for opinions from a rage of sources Consultant need not to pass the information to the prospective employer. Confidentiality must be kept
Longlist drawn by the consultant is presented in writing but supported by a verbal explanation Employing organization should check the assumptions to check type I or type ii errors Type I errors are made in selection process when wrong person is chosen for the job Type II error is made when the best person is rejected
Feedback to the unsuccessful candidate Selection events Selecting Consultants Managing Consultants Search committees Invitation to nominate Positive actions Speculative letters and filing applications Training schemes and work placements
The success of the recruitment should be reviewed and evaluated Based on feedback adjustments are made on the basis of experience and evidence Evaluation is an assessment of the effectiveness of the recruitment campaign at each stage and as a whole process
What was the full cost of recruitment action in ---effort (expertise/time) ---Actual expenditure (in comparison to the salary or value of the post) How many enquiries were there? Were many enquiries lost? How may applications were there? Etc
Questions