ukzn inspiring greatness chapter six recruitment stewart kaupa

UKZN INSPIRING GREATNESS

CHAPTER SIXRECRUITMENT

Stewart Kaupa


Learning Outcomes Discuss the need for recruitment

policies and procedures Describe the main recruitment

policies and procedures needed in organisations

Explain the factors that influence the nature of recruitment programmes


Explain how labour impacts on recruitment Explain how the effectiveness of a recruitment programme should be evaluated


Introduction • Recruitment – • The process of acquiring applicants who are

available and qualified to fill positions in the organisation.

• The process begins with an advertising or notification that a vacancy exists in an organisation

• It ends with the selection process


Recruitment policies and procedures

The recruitment team need to draw up the recruitment policies and procedures and understand their responsibilities

The policies provide guidelines to streamline the recruitment process and prevent misunderstandings and potential conflict between individuals or departments


Internal versus external recruitment

• Internal recruitment • The placement of individuals already in the

service of the organisation, based on additional information such as all aspects of their performance since appointment, as well as skills, competencies and qualifications obtained.


• External recruitment• This refers to the recruiting of people from

outside of the organisation

The recruitment process


Recruitment techniques

• The employment of relatives• Determine the circumstances under which relatives of

existing employees can be employed. • Some organisations prefer not to have relatives

employed in the same department or employed in the same geographical area

• Many organisations also try to prevent nepotism within the organisation


• Employment Equity • Guidelines demand fair and equitable recruiting,

selection and placement policies and the elimination of discriminatory practices concerning promotions and career mobility.

• Many affirmative action programmes contain formal provisions to enhance the career mobility of women and other formerly excluded groups including the development of career paths and the design of formal Training and Development.


Retired people Some companies employ people after they have retired,

usually on some sort of contract For most of companies the retirement age is between 60

-65 Part-time Employees who work on part-time basis example a

limited number of hours per work Temporary workers Hiring employees to work on a full time basis until the job

has been completed Common in the agricultural sector during the pick of the

season


The responsibility for recruitment The responsibility of the HR staff and line managers in

relation to recruitment should be clarified The policy should spell out who should finally approve

any recruitment campaign. The policy should clarify whether the company logo

should be used and how it should be used in recruitment advertising

The policy should outline when confidential advertising should be carried out –matters related to salary and other benefits


• The cost of recruitment • Matters relating to which department will

carry the costs of recruitment should be clarified prior to commencement of the recruitment campaign


Factors affecting recruitment

• It is illegal to discriminate against applicants on the basis of race, gender, age etc hence any job advertisement should be drawn up with this in mind.

• Trade unions • Some org have agreements with trade

unions relating to the extent to which the trade unions will be involved in recruitment hence these agreements have to be complied with by law


• Conditions of the labour market • The labour market refers to the number of

potential applicants in the total economy for various vacancies.

• Shortage of skilled people makes the recruiting process more difficult, time consuming, and expensive


• Internal factors • The factors that will influence the internal

recruitment of employees are:• The org recruitment policy, which might

state that internal recruitment must take place before external recruitment

• The image of the org. the image that management want to project for the org


• The job specification and job description for the position must be taken into consideration when designing recruitment programme

• The cost for recruitment is usually budgeted for and the person who is carrying out the recruitment programme must ensure that these budgets are adhered to as closely as possible.


In many cases line manager require that vacancies are filled by a certain date because of operational requirements.

These dates should be taken into consideration when deciding on the type of recruitment programme that should be implemented.


• Recruitment techniques • A recruitment technique used by an org

depends on: • The type of job to be filled in• The number of potential applicants • The location of applicants • The time availability


Techniques applied within the organisation

• The use of current employees• Asking current employees to spread the

word around about the existing vacancy in the org

• Employees would recommend people who are reliable and have a good work record

• The vacancy could be posted on the company’s notice board or intranet


• Human Resource Records • Most companies have computerized HR

systems in which they record the qualifications and experience of all their employees where they are able to search for the most suitable candidate when ever there is a vacancy in the org.

• The records of the skills available within the org is also called ‘skills inventory’


• Records of previous applicants• Some organisations keep on file the

application forms and CVs of previous promising applicants for future references.

• While the applicants might not be suitable for a particular vacancy in the org, they could be suitable for one that might occur in the future


Recruitment techniques used outside of the

organistion

• Employment agencies • The org advises the agency of the person

specifications and job descriptions for the vacancy, the agency then searches their database for suitable applicants if they do not have the right person for the position then they advertise the vacancy at their own cost


• Some recruitment agencies offer selection testing and reference checking services

• The person responsible for recruitment process in the org should be familiar with the services offered by the recruitment agencies


• Walk-ins• These are people who come to the org on

their own accord and apply for a position.• They usually complete application forms

and these are filed for future references


• Referrals• People outside the company such as

suppliers, customers and business associates of employees might refer applicants to the company


• Professional associates • Most professions such as accounting,

HRM, productions and marketing management have professional associations that assist members of the profession to find suitable employment


• Educational institutions • Recruiting at schools, FET colleges and

Universities is usually done by org when recent graduates are required

• Other employers • Develop a network of contacts at various

companies and advice the relevant people when ever there is a vacancy in the org


• Advertisement• Ads can be placed in newspapers,

professional journals, trade magazines,

job mail, and on the net.


The advertisement should contain the following

• The job title • The specific salary or salary range • The place of work• Person specification • Responsibilities • Positive imagine of the company• The benefits • Methods of applying


• Head hunting • The technique that involves identifying

suitable candidates for the position in another company and contacting the person directly to discuss the vacancy with them


• Government departments • Department of labour and various

administration boards are sources of possible applicants who are generally unemployed


Recruitment and the law

• Recruitment programmes, both internal and external must comply with the laws and regulations that deal with labour matters


Evaluating the effectiveness of recruitment

• Since recruitment is an expensive and time-consuming process, it is important to evaluate each recruitment programme to determine whether it has been effective or not


• Yield ratio• A yield ratio is simply the percentage of

applicants for a particular vacancy who make it to the next stage in the selection process

• Another important measure of recruiting effectiveness is the cost of recruiting and the standard cost is usually the budgeted cost

ukzn inspiring greatness chapter six recruitment stewart kaupa

Documents

recruitment team

recruitment campaign

main recruitment policies

placement policies

responsibilitiesthe

recruiting of people

placement of individuals

career mobility of women