Anatomy of a Perfect Hourly Employee
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The document outlines qualities of an ideal hourly employee. It recommends hiring Millennials who value diversity and a positive company culture. It also suggests seeking applicants who want career progression, are tech-savvy, have a good personality fit with the company, communicate effectively, and are honest about past mistakes. Hiring such employees can help create a long-lasting, engaged workforce.
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Human Resource Management
Recruitment and Selection
McGraw-Hill/Irwin Copyright 息 2013 by The McGraw-Hill Companies, Inc. All rights reserved.
Im
ag
e
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ed
it:
G
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ty
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es
Learning Objectives
Discuss how to align companys strategic direction with its HR
planning.
鐃 Maintaining competitive advantage with your human resources
Describe various recruitment policies to make job vacancies more
attractive.
鐃 Examine how to attract candidates
鐃 Analyze various recruitment methods to source job applicants
List various sources from which job applicants can be drawn, their
advantages, disadvantages and evaluation methods.
Determine effective selection criteria for the best candidates
鐃 Steps in the selection process
鐃 The interview
鐃 Making the final decision
Explain the needs and expectation of GEN Y in the workplace.
5-2
Effectiveness + Efficiency
= Successful
Organizational Performance
A measure of how efficiently and
effectively managers are using
organizational resources to satisfy
customers and achieve goals.
3
Effectiveness
A measure of the suitability
of the goals an organization
is pursuing and the degree to
which they are achieved.
Efficiency
A measure of how
productively resources
(including human resources)
are used to achieve a goal.
Organizational Performance
息 Copyright McGraw-Hill. All rights
reserved
What is Recruitment?
The process of finding and
attracting qualified
candidates to apply for
employment
Recruitment is the
responsibility of the HR
department
Recruiting new staff with the
skills and abilities that your
organization will need in the
future is essential
Source, Google image search:
https://www.linkedin.com/pulse/you-making-right-recr
uiter-call-nikhil-saha
Recruiting Methods
The key is to build your candidate pool
before you need it
Recruitment Sources
Internal Sources
faster, cheaper,
can be more
certainty
External Sources
new ideas &
approaches
Direct Applicants
& Referrals
Self-selection, low cost
Newspaper
Advertising -
large volume, low quality
recruits
Electronic
Recruiting
Internet/Social
Media
Public & Private
Employment
Agencies -
headhunters can be
expensive
Colleges &
Universities
campus placement
services
JOBSJO
BS
5-6
Recruitment Methods
Develop and hire internally - Provide promotional opportunities for
employees - boosts morale and contributions
Incentivize your employees for referrals
Have an active social media presence post about good things
happening at your company
Include a Careers page on company website be known as a great
employer
Use social media networking platforms
LinkedIn, Facebook (Food & Wine Career Industry Navigator
Toronto)
Campus recruitment - develop important relationships with schools -
career fairs, develop apprenticeships and internship programs
Use a recruiting agency/headhunter ...Presentation for internship
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Hiring the right person the first time is important to reduce costs from turnover. Turnover is estimated to cost companies over $75 billion annually to replace the 6.5 million employees who leave each year. High turnover can negatively impact company morale and performance. It is best to hire people with the right attitude who are passionate about the work as skills can be learned. Conducting thorough interviews focusing on traits like initiative, adaptability, teamwork and problem solving skills can help identify the strongest candidates. However, interviews must avoid illegal discriminatory questions regarding attributes like age, race, religion or medical history.CHAPTER V EMPLOYMENT PSYCHOLOGY.pptx
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This document discusses finding and hiring the right employee. It begins by outlining the need for employment, including financial support, socialization, fulfillment and skill-building. It then provides tips for finding the right job, such as determining preferred job aspects, developing a search strategy, considering all skills, and devoting time to searching. Requirements of jobs are outlined, including qualifications, knowledge, and personal attributes. Finally, tips for hiring the right employee are given, such as looking for career commitment, testing skills, ensuring compatibility, continuously improving hiring processes, and considering interns for permanent roles.Successful Recruitment Tip
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The document provides tips for successful recruitments. It recommends (1) investing time in developing networks with universities, recruiters, and professional associations to improve the candidate pool; (2) hiring candidates who have directly relevant experience in similar roles, industries, and company cultures as they will be the "sure thing"; and (3) screening in-house candidates first as they are already familiar with the company culture and can adapt quickly to new opportunities.Technical recruiter
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This module discusses the importance of identifying candidates' needs in the hiring process. It suggests recruiters should understand what motivates candidates, their career aspirations, expectations from the job, and reasons for seeking new opportunities. This helps improve candidate quality and experience. Recruiters should have candid conversations to understand what candidates want from their next role and employer. Identifying needs leads to better transparency, communication and employer brand. It allows recruiters to offer positions that specifically meet candidates' motivations like learning, compensation, work culture and growth opportunities.13 Part 5 And Chapter 13 Pp336-369.Pdf
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This document discusses understanding today's dynamic workplace and how to adapt to today's job market. It notes that the workplace is constantly changing due to factors like globalization, technology, diversity, and downsizing. It also discusses that employers are increasingly hiring temporary workers and consultants instead of long-term employees. The document provides tips for adapting to the current job market, including analyzing your interests, skills, and goals, and understanding what employers are looking for in candidates such as communication skills, teamwork, adaptability, and professionalism.Boomer employment re entry path 2021 reviewed and updated 8.16.2021
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Age bias is rampant throughout the hiring process. Recruitment process outsourcing (RPO) recruiters need a new paradigm and path to create measurably better hires by focusing on talent recruitment and the elimination of age and inclusion biases through the entire pipeline from job description to applicant tracking software (ATS) usage to onboarding and team development. Enticing Top Talent for Your Senior Living Leadership Team
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Hiring the wrong person can be costly. You invest time and money into finding the perfect leader to ensure they are the right fit for your organization and will stay for the long haul. Our presentation includes strategies and tactics for hiring the right people the first time around.Notable Change International presentation
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The care industry has been struggling and it is not a secret.
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Watch the full webinar here: http://bit.ly/2eDyQgK
Michael Page is Australias SME recruitment specialist. We understand the unique needs of your business and tailor our service offering to suit you. Find out how we can help you here: http://bit.ly/2f2h1un
In our expert webinar you will learn:
- How to write a job ad that will actually get noticed and more importantly, entice high performers to apply
- Our 4 step approach you can use to promote your job ad on the right channels so you start receiving quality applications quickly
- Insider tips to process a high volume of CVs efficiently and what to look for in a CV
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Partings between organizations and employees consist of retirements, deaths, interagency transfers, and resignations.Sinking Seven Sacred Sayings of Compensation 3-10-14
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This document discusses several common sayings related to compensation and challenges some of the assumptions behind them. It addresses sayings such as "a job is only worth so much", "people leave jobs for more money", and that higher education jobs are unique. The document argues that while organizations need to limit what they pay for jobs, all factors that make a job necessary should be reflected in compensation. It also notes that people often leave jobs for reasons beyond pay, such as poor management. The document provides suggestions for establishing objective compensation practices and finding external market matches for job salaries.Recently uploaded (11)
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Programable.com: The Ultimate Platform for Coders and Tech Enthusiasts
In the ever-expanding digital landscape, finding a dedicated space to share insights, tutorials, and deep dives into technology can be challenging. Thats where Programable.com comes ina revolutionary platform designed exclusively for coders, software developers, computer hardware enthusiasts, and tech professionals. If Medium.com is the go-to for general content, Programable.com is the specialized hub for everything tech-related.
What is Programable.com?
Programable.com is a knowledge-sharing platform built specifically for those passionate about programming, computer science, hardware innovations, and software development. It serves as a community-driven space where experts, beginners, and tech enthusiasts alike can publish articles, read insightful pieces, and engage in discussions tailored to the fast-paced world of technology.
Why Tech Professionals Love Programable.com
1. Exclusive Tech-Focused Content
Unlike traditional blogging platforms, Programable.com is dedicated solely to technology, ensuring high-quality, relevant, and insightful articles that cater to developers and IT professionals.
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Whether youre a seasoned software engineer or a beginner exploring Python, you can share your knowledge and gain insights from industry experts in an open and engaging environment.
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From coding tutorials to deep dives into software architecture, Programable.com provides rich educational content that helps developers stay ahead of the curve.
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Final Thoughts
If youre a tech enthusiast looking for a platform to learn, share, and engage with the latest in software, hardware, and programming, Programable.com is your ultimate destination. Whether you're a developer, engineer, or tech entrepreneur, this specialized space is tailored to keep you informed and connected. Join the growing community today and elevate your tech knowledge to the next lWebinar - Smart Job Description Management
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https://www.humanresourcestoday.com/frs/27780808/navigating-payroll-compliance--future-proofing-payroll-in-an-evolving-regulatory-landscape
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Anatomy of a Perfect Hourly Employee
- 1. Web: www.wyckwyre.com | Email: sales@wyckwyre.com | Phone: (607) 251-7697 Presented by: Anatomy of a Perfect Hourly Employee Culturally diverse Millennials, or Generation Y, workers are expected to make up more than half of the workforce by the year 2020. This is the most culturally diverse generation, and they work will with all walks of life. Hiring Millennials helps instantly diversify your restaurant with employees known to work well in groups of all kinds of people. Values Intangible benefits 60% of applicants place a positive company culture as the highest importance when it comes to benefits. Applicants looking for a good work environment are the ones you should be hiring. Higher expectations of career progress, like to be challenged to move ahead Employees displaying a drive for success and wanting to move up in the company are the kind of hires you want to replicate. Challenging employees to further their skills makes them more likely to stay with the company for a successful career, rather than just an hourly job. Applicants asking questions during the interview process like how can I move up in this company and how will I be challenged here are the ideal candidates for long-lasting, engaged employees. Furthermore, asking applicants questions like where do you see yourself in six months if you were to get this job and why do you believe you will be a good fit here can give hiring managers an insight on who the applicant is and what his/her goals are. Tech Savvy Technology is everywhere and only improving each day. Tech savvy employees can learn on newer software easily and quickly, and will likely have suggestions for improvements, too. Personality You cant train a positive personality. Applicants who may have less experience but seem to be a good fit with the company culture are worth training. Its also a good idea to have applicants interact with your current staff. Staff feedback will give you a good idea on how the applicant will fit in with the company culture. Communicate Effectively Interpersonal skills are something else that cant be trained. Applicants who seem to be able to communicate well with others in the interview process will likely hold that skill during the job. Communication with customers, managers and peers is essential in a good employee. Honesty No one is perfect and we all make mistakes. Perhaps an applicant is honest during the interview process about being fired from a job before, but is able to explain what was learned from past mistakes. An honest employee is a good employee and holds qualities you should be looking for in new hires.