NINJA PARTNERS INC.

HIRING PROCESS

HUMAN RESOURCEMANAGEMENT

BUSINESS OBJECTIVES

RECRUITMENT

HR PLANNING

JOB DESCRIPTION JOB

SPECIFICATION

JOB ANALYSIS

RECRUITMENT STRATEGIES

HR PLANNING

STRATEGIC RECRUITING

RECRUITING SOURCES/METHODS

How many contractors are needed Timeline to fill the vacancy Knowledge, Skills & Abilities needed Special Qualifications

Where to Recruit: Internal/External Who to Recruit: Employment Classification Nature of Job Requirements

Job boards, forums Paid ads

RECRUITMENT STRATEGIES

Employment Classification DESCRIPTIONS

1. Full Time Contractors

Full-time contractors are those who have completed their Introductory Period and are regularly scheduled to work at least 40 hours per week.

2. Part Time Contractors

Part-time contractors are those who have completed their introductory period and are regularly scheduled to work at least 20 but fewer than 40 hours per week.

3. Temporary Contractors

Contractors hired for an interim period of time, usually to fill in for vacations, leaves of absence, or projects of a limited duration. Temporary contractors are not eligible for Company benefits.

4. Fixed Priced Contractors

Contractors who work on an occasional or per project basis. Fixed-price contractors are generally not eligible for benefits.

SOURCES OF RECRUITMENT

INTERNALSOURCES

EXTERNALSOURCES

SOURCES OFRECRUITMENT

Internal Recruiting Data base

Promotions and Transfers

Internal Job Posting

Employee Referrals

Re-recruiting former Employees & Applicants

INTERNALSOURCES

SOURCES OF RECRUITMENT

SOURCES OF RECRUITMENT Cont . . .

College Recruitment

Job Boards

Forums

Paid Job Ads

EXTERNALSOURCES

RECRUITING EVALUATION

As the goal of a good recruitment program is to generate a large pool of applicants from which to

choose, quantity is a natural place to begin evaluation

In a cost/benefit analysis to evaluate recruiting efforts, costs

may include both direct costs (advertising, recruiters’ salaries,

etc) and the indirect costs (involvement of operating

managers, public relations, etc).

Quantity of Applicants

A comparison of the number of applicants at one stage of the

recruiting process to the number at the next stage.

In addition to quantity, the issue arises as to whether or not the

qualifications of the applicant pool are sufficient to fill the job

openings. Do the applicants meet job specification and do they

perform the jobs well after hire?

Quality ofApplicants

Yield RatioEvaluating

Recruiting Costs and Benefits

RECRUITING EVALUATION

300 Applicants

100 Final Interviews

50 Offers

25 Hires

Initial Contacts/Final Interview

(Yield ratio = 3:1)

Final Interview/Offers(Yield ratio = 2:1)

Offers/Hires(Yield ratio = 2:1)

Using Yield Ratios to Determine Needed Applicants:

CONSTRAINTS ON RECRUITMENT

Image of the Company

Attractiveness of Job

Internal Organizational

Policy

Recruitment Cost

BASIC SELECTIONCRITERIA

BASIC SELECTIONCRITERIA

Formal Education

Experience and Past Performance

Skills and Abilities

Personality Characteristics

SELECTION PROCESS

Initial screening

Completed application

Comprehensive interview

Employment test

Job offer

Reject Applicant

Background Examination if

required

Conditional job offer

Passed

Passed

Passed

Passed

Passed

Able to perform essential elements of job

Fail to meet minimum qualification

Failed to complete job application or failed job

specification

Failed Test

Failed to impress interviewer and /

meet job expectations

Problem encountere

d

Recruitment & Selection Process

(Ninja Partners Inc)

Recruitment for permanent &

temporary employees

2-6 weeksConsist of 7

key elements

Identify hiring

need and prepare hiring plan

PrepareJob

Description

Sourcing and vacanc

y announcement

Screen and

shortlist

applicants

Test & Interview

Candidate

Finalization & offer

approval

Offer placement

Offer Accepta

nce

Offer proposal

will be sent via

Pandadoc

Onboarding process

begins

If offer is not

accepted, recruitment

reserves the right to withdraw

offer

Recruited or

Rejected

Yes

Yes No

No

Yes

SELECTION METHODS

1. Testing

2. Gathering Information

3. Interviewing

SELECTION METHODS

Tests measure knowledge, skill, and ability, as well as

other characteristics, such as personality traits.

1. TESTING

TESTING TYPES

Cognitive Ability Test

Personality Test

Typing Test

It measures the learning,

understanding, and ability to solve

problems..

1. Cognitive Ability Testing

It measures typing speed of a candidate.

Only applicable to some positions

3. Typing Test

It measures the patterns of thought,

emotion, and behavior.

2. Personality Testing

SELECTION METHODS

TESTINGTYPES

SELECTION METHODS

Generally ask for information such as address and phone number, education, work experience, and special training.

At the professional-level, similar information is generally presented in résumés.

Application Forms and Résumés

Historical events that have shaped a person’s behavior and identity.

BiographicalData

Involves contacting an applicant’s previous employers, teachers, or friends to learn more about the applicant

Reference Checking

2. INFORMATION GATHERING:

SELECTION METHODS

3. INTERVIEWS:

The interview is the most frequently

used selection method.

Interviewing occurs when applicants

respond to questions posed by a

manager or some other

organizational representative

(interviewer).

Typical areas in which questions are

posed include education, experience,

knowledge of job procedures, mental

ability, personality, communication

ability, social skills.

SELECTION METHODS

Types of Interviews used by Ninja

Recruiters2.

Unstructured Interviews

1. Structured Interviews

Situational Interview

Behavioral Interview

SELECTION METHODS

SITUATIONAL INTERVIEW

• In which the interviewer asks questions about

what the applicant would do in a hypothetical

situation

BEHAVIORAL INTERVIEW

• In which the questions focus

on the applicant’s

behavior in past situations.

Uses a list of predetermined questions.

All applicants are asked the same set questions. There are two types of structured

interviews.

1. Structured

Interviews

Interviews-open ended questions are used such as

“Tell me about yourself”

2. Unstructured

Interviews

• This allows the interviewer to probe and pose different sets of questions to different applicants.

SELECTION METHODS

CREATING STRUCTURED INTERVIEW QUESTIONS

Step 1: Determine What to Measure•Use job analysis results to determine needed knowledge, skills, & abilities•Think about characteristics that separate top performers from the rest•Focus on attributes that are critical for success across jobs in the organization

Step 2: Write Questions•Meet as a group with other people who will be present during the interview•Create a set of situational and behavioral questions•Make sure that all questions are appropriate and legal

Step 3: Evaluation•Create an evaluation template based on the type of questions asked

Step-by-Step Recruitment Process

SourcingDetermine the job vacancy

Create job description

Get approval from CEO for salary

Post job vacancy in HR system, job boards and forums

Step-by-Step Recruitment Process

ScreeningScreen applicants in HR system for minimum

qualifications

Send test link to candidates who passed the minimum qualifications

Review test results of candidates. Reject candidates who failed the test.

Testing

Step-by-Step Recruitment Process

Interview

Conduct comprehensive interview

HRA / HRD will conduct an evaluation in the HR system after the interview

Endorse candidate to OM for final interview / assessment

Step-by-Step Recruitment Process

SelectionEndorse candidate to CEO for approval

Conduct reference check

Send candidate Independent Contractor Agreement

Send candidate Proposal Offer

Step-by-Step Recruitment Process

On-boardingCollect Virus scan, valid ID, personal details, etc from the newly hired contractor

Create a project in basecamp for the candidate to complete the tasks

Send welcome letter to the candidate