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HIRINGPROCESS
TEAM:
Ashish Jha
Gautami Naik
Kiran
Shashank
Agenda
 Introduction
 Types and alternative
 Introduction to Hiring Process
 Pre-employment Testing
 Company example
 Conclusions
Agenda
Hiring Definition
Hiring is a process of attracting
individuals on a timely basis, in sufficient
numbers, and with appropriate
qualifications, to apply for jobs with an
organization.
Alternatives
 Outsourcing
 Contingent worker “disposable workforce”
 PEO( profession employer organization)
 Overtime
 PFW( promotion from within)
OUTSOURCING
Outsourcing
• Process of hiring an external
provider to do the work.
• Top Outsourcing
companies in the world:
Capgemini,
Infosys,Wipro,IBM,etc.
Why outsourcing?
• Frequent delay; miscommunication,
• lag or inaccuracies.
• Legal and tax implications
• Personal conflict
Contingent workers
• Described as the “disposable American
Workforce”
• Work as part timers, temporaries or
independent contractors.
PEO( profession employer organization)
• Company that leases
employees to
other businesses.
• PEO is employees’
legal employer.
PFW( promotion from within)
• It is the policy of filling vacancies above entry
level positions with current employees.
Application tracking system (ATS)
• Software application
• electronic handling of
recruitment
• strategy for managing a
• company’s interactions with customers,
clients and sales prospects.
• http://www.youtube.com/watch?v=2ccpu0KvZ
4I
Overtime
• Most commonly used alternative to
recruitment.
• Specially used when short term goals are to be
achieved.
HIRING PROCESS
Employee Requisition
• A document that specifies job title,
department, the date the employee is needed
to work and other details.
Recruiting from internal sources
Advantages:
• The ability is known. External recruits are less reliable
• “Insiders” know the organization (strengths and
weaknesses, culture and, most of all, its people).
• Motivation and a sense of commitment; activities
• Leading to promotion creates ambition for employees
• Cheaper and quicker than advertising in various media
• & interviewing “outsiders”. Time spent in training
Disadvantages:
• “right” candidate within and the organization
• 􀂃 people being promoted before they are ready,
• 􀂃 Infighting, inbreeding, and a shortage of varied perspectives
• 􀂃 In times of rapid growth promote regardless of the qualifications
• managerial deficiencies; it is not until the growth rate slows that the
• deficiencies become apparent and, then, the organization finds it
• difficult, if not impossible, to undo the damage. The resulting cost
• of remedial training can prove prohibitive
Recruiting from external sources
• A firm looks beyond its own borders to find
employees through external sources.
• Examples: Colleges, Universities, former
employees.
Online Recruitment methods
1. Internet Recruiter: a person whose primary
responsibility is to use the internet in the
recruitment process.
2. Virtual Job Fair: an online recruiting method
engaged in by a single employer or group of
employers to attract a large number of
applicants.
Continued..
3.Corporate career websites: job sites that list the
company positions available.
4.General Employment websites: monster.com,
careerBuilder.com,etc
5. NACElink: recruits college students for all type
of employment.
Application tracking system (ATS)
• Software application
• electronic handling of recruitment
• Customer relationship management
(CRM)
• strategy for managing a company’s
interactions with customers, clients and
sales prospects.
• http://www.youtube.com/watch?v=2ccpu0
KvZ4I
Pre-Employment Testing
Advantages:
• Potential for increasing the quality of hiring:
Effective means of determining most qualified applicants for a
particular job
• Large scale of online job applications :
Efficient way to screen applicants in non-subjective way
Continued..
Disadvantages:
• Violation of federal anti-discrimination laws:
If an employer intentionally uses them to
discriminate based on race, color, sex, national origin,
religion, disability, or age
• Applicants may try to fake answers
Types of Employment Tests
Personality tests and Integrity tests
Intelligence and Cognitive tests
Job skills tests
Medical inquiries and physical examinations
Background checks
Social Networks in hiring process:
If you don’t want to
lose your opportunity:
• Google yourself
• Check your Facebook profile
and setting.
Tips
• Off color comments in status updates.
• Photos of candidates drinking.
• Smoking assorted substances.
• Racist, sexist or vulgar references

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HIRING PROCESS

  • 2. Agenda  Introduction  Types and alternative  Introduction to Hiring Process  Pre-employment Testing  Company example  Conclusions Agenda
  • 3. Hiring Definition Hiring is a process of attracting individuals on a timely basis, in sufficient numbers, and with appropriate qualifications, to apply for jobs with an organization.
  • 4. Alternatives  Outsourcing  Contingent worker “disposable workforce”  PEO( profession employer organization)  Overtime  PFW( promotion from within)
  • 5. OUTSOURCING Outsourcing • Process of hiring an external provider to do the work. • Top Outsourcing companies in the world: Capgemini, Infosys,Wipro,IBM,etc.
  • 7. • Frequent delay; miscommunication, • lag or inaccuracies. • Legal and tax implications • Personal conflict
  • 8. Contingent workers • Described as the “disposable American Workforce” • Work as part timers, temporaries or independent contractors.
  • 9. PEO( profession employer organization) • Company that leases employees to other businesses. • PEO is employees’ legal employer.
  • 10. PFW( promotion from within) • It is the policy of filling vacancies above entry level positions with current employees.
  • 11. Application tracking system (ATS) • Software application • electronic handling of recruitment • strategy for managing a • company’s interactions with customers, clients and sales prospects. • http://www.youtube.com/watch?v=2ccpu0KvZ 4I
  • 12. Overtime • Most commonly used alternative to recruitment. • Specially used when short term goals are to be achieved.
  • 14. Employee Requisition • A document that specifies job title, department, the date the employee is needed to work and other details.
  • 15. Recruiting from internal sources Advantages: • The ability is known. External recruits are less reliable • “Insiders” know the organization (strengths and weaknesses, culture and, most of all, its people). • Motivation and a sense of commitment; activities • Leading to promotion creates ambition for employees • Cheaper and quicker than advertising in various media • & interviewing “outsiders”. Time spent in training
  • 16. Disadvantages: • “right” candidate within and the organization • 􀂃 people being promoted before they are ready, • 􀂃 Infighting, inbreeding, and a shortage of varied perspectives • 􀂃 In times of rapid growth promote regardless of the qualifications • managerial deficiencies; it is not until the growth rate slows that the • deficiencies become apparent and, then, the organization finds it • difficult, if not impossible, to undo the damage. The resulting cost • of remedial training can prove prohibitive
  • 17. Recruiting from external sources • A firm looks beyond its own borders to find employees through external sources. • Examples: Colleges, Universities, former employees.
  • 18. Online Recruitment methods 1. Internet Recruiter: a person whose primary responsibility is to use the internet in the recruitment process. 2. Virtual Job Fair: an online recruiting method engaged in by a single employer or group of employers to attract a large number of applicants.
  • 19. Continued.. 3.Corporate career websites: job sites that list the company positions available. 4.General Employment websites: monster.com, careerBuilder.com,etc 5. NACElink: recruits college students for all type of employment.
  • 20. Application tracking system (ATS) • Software application • electronic handling of recruitment • Customer relationship management (CRM) • strategy for managing a company’s interactions with customers, clients and sales prospects. • http://www.youtube.com/watch?v=2ccpu0 KvZ4I
  • 21. Pre-Employment Testing Advantages: • Potential for increasing the quality of hiring: Effective means of determining most qualified applicants for a particular job • Large scale of online job applications : Efficient way to screen applicants in non-subjective way
  • 22. Continued.. Disadvantages: • Violation of federal anti-discrimination laws: If an employer intentionally uses them to discriminate based on race, color, sex, national origin, religion, disability, or age • Applicants may try to fake answers
  • 23. Types of Employment Tests Personality tests and Integrity tests Intelligence and Cognitive tests Job skills tests Medical inquiries and physical examinations Background checks
  • 24. Social Networks in hiring process:
  • 25. If you don’t want to lose your opportunity: • Google yourself • Check your Facebook profile and setting.
  • 26. Tips • Off color comments in status updates. • Photos of candidates drinking. • Smoking assorted substances. • Racist, sexist or vulgar references