HHRM

• human resource planning and job analysis have been performed, the company's next move is to find applicants for possible employment

  referred to as recruitment
• It is an HRM practice of tracing and enticing probable hires from a pool of job seekers.

  recruitment
• The company starts by notifying job seekers about the qualifications needed to match the particular job and the personal and professional advancements they can offer.

  recruitment
• Sources of Locating and Attracting Candidates

  I. OUTSIDE SOURCES

  1. Advertising
  2. Walk-Ins
  3. Internet Recruiting
  4. Employee Referral Program
  5. Head Hunters
  6. Campus Recruiting
  7. Employment Agencies
• Usual manner of locating potential hires is through advertising.
• Although television ads, radio, direct mail, and print ads are effective forms of reaching job seekers, the World Wide Web should not be ignored as an advertising option
• Advertising. In fact, it is becoming a trend among the current.
• There is no singular type of advertisement that can be said to be effective, because it completely depends on a company's circumstances.

  TRUE
• Walk-ins are people who do not apply in response to any type of advertisement, but rather come into a company, submit an application and a curriculum vitae, then aspire to get the job.
• Walk-ins are people who do not apply in response to any type of advertisement, but rather come into a company, submit an application and a curriculum vitae, then aspire to get the job.
• Some employers admit that applicants who take the initiative to apply as walk-ins tend to be more effective and dedicated employees.
• Most companies welcome walk-ins and take the impression that such act is a sign of strong interest.

  TRUE
• You can get lucky and be offered an interview right away.

  TRUE
• If there is no present or future possibility of employment in the organization, the applicant should be tactfully and be frankly informed as such.

  TRUE
• If there is no present or future possibility of employment in the organization, the applicant should be tactfully and be frankly informed as such.
• Telling an applicant to "fill out an application, and we will keep it on file" when there is no hope for his or her employment is not fair to the applicant.

  TRUE
• The internet (internet recruiting) is one of the most popular ways of locating and attracting job applicants.
• Companies find this recruitment format less costly because it will reduce expenses incurred for filed records.

  Internet Recruiting
• applicants will also benefit from this strategy in the sense that there will be less expenditures on printing, mailing, and, re-copying resumes because everything is done online.

  internet recruiting
• In internet recruiting, both the company and applicants benefit.

  TRUE
• This is a type of recruitment approach used by organizations to find applicants through the help of their existing employees.

  Employee Referral Program
• This method assures the company that their current employees will only refer suitable candidates for the vacancy.

  Employee Referral Program
• The referrals may come from their respective social connections.

  TRUE
• As a form of motivation, most employers reward the referring employee with incentives and bonuses.

  TRUE
• As a form of motivation, most employers reward the referring employee with incentives and bonuses.
• There are several ways to increase the effectiveness of employee referral programs that can be conveyed online or via word-of-mouth.

  1. Up the Ante.
  2. Pay for Performance.
  3. Tailor the Program
  4. Increase Visibility
  5. Keep the data
  6. Widen the Boundary of your Strategy
  7. Measure Outcomes
• Up the Ante. Companies pay high commissions to employment agencies and search firms.
• Other recruitment incentives used by organizations may include complimentary dinners, discounts on merchandise, all-expense-paid trips, and free insurance.
• When employers pay higher bonuses for the right skills, employees are more likely to focus on people they know in that area.

  TRUE
• Pay for Performance. Some firms save part of the referral bonus until the new hire has stayed for six months. This encourages referring employees to help the new hires succeed.
• Trailor the Program. Companies typically need more of certain types of skills than others, but the referral programs do not always reflect this.
• Part of a good referral program is guiding their workforce regarding the types of people organizations need to take in. This includes communicating the skills required and a reaffirmation of the values and ethics sought in applicants.

  TRUE
• Increase Visibility. One of the best ways to promote a referral program is to publicly recognize employees who referred the right candidate.
• Increase Visibility. The trick is to make certain that employees see the benefits they will get from the referral program.

  TRUE
• Keep the Data. Even if a referral does not get the job, it might be a good idea to store the application letter and curriculum vitae just in case another opening arises
• Widen the Boundary of your Strategy. Just as it may make sense to consider hiring former employees, it may also make sense to ask them for referrals even if they are not candidates for the job themselves.
• A number of companies have mailing lists of "corporate friends" that can be used to seek out potential candidates.

  TRUE
• Measure Outcomes. After the program is implemented, managers need to a take careful look at the volume of referrals, qualifications of candidates, and success of new hires on the job. The purpose is to fine-tune the program.
• Measure Outcomes. No surprises here. After the program is implemented, managers need to a take careful look at the volume of referrals, qualifications of candidates, and success of new hires on the job. The purpose is to fine-tune the program.
• Employee referral is now becoming common in most companies.