CHAPTER 2 –
CORPORATE RECRUITING
DEVELOPING A CORPORATE RECRUITMENT
PLAN
E-RECRUITMENT
RETENTION
KNOWING HOW TO KEEP YOUR PEOPLE
THE IMPORTANCE OF THE EMPLOYEE HANDBOOK
RECRUITING FOR GRADUATES
USING A HEADHUNTER AGENCY
PERFORMANCE REVIEWS
SUCCESSION PLANNING
CONDUCTING A CLEAN DEPARTURE
THE EXIT INTERVIEW
CHAPTER 3 – EMPLOYEE INDUCTION
OVERVIEW
THE INDUCTION SESSION
PRE-INDUCTION ARRANGEMENTS
STAFF REMOVAL AND RELOCATION
OVERVIEW
THE JOB ROLE OF A CONTRACT RECRUITER
DO YOU NEED A CONTRACT RECRUITER?
WHEN TO OUTSOURCE?
CHOOSING A CONTRACT RECRUITER
FINDING CLIENTS
FINDING CANDIDATES ON A LOW BUDGET
CHAPTER 4 – AGENCY RECRUITING
WHY USE A RECRUITMENT AGENCY
THE BENEFITS
WHAT DOES IT COST YOU NOW?
SELECTING THE RIGHT AGENCY
BUILDING A TWO WAY RELATIONSHIP
MAXIMIZING THE RELATIONSHIP
GETTING THE MOST VALUE
USING A SUPPLIER PANEL
THE PITFALLS AND HOW TO AVOID THEM
CHAPTER 5 – HEAD HUNTING
WHAT IS A HEAD HUNTER?
BE AN IN-HOUSE HEAD HUNTER
BEHAVIORAL QUESTIONS USED BY HEAD HUNTERS
MAXIMIZE THE USE OF A HEAD HUNTER
EVALUATING A HEAD HUNTER
CHAPTER 6 – COLLEGE GRADUATES
ESTABLISHING A VALUABLE COLLEGE
PARTNERSHIP
CHAPTER 7 – DIVERSITY MATTERS
WHAT IS DIVERSITY?
MANAGING WORKPLACE DIVERSITY
WHAT IS DIVERSITY RECRUITMENT?
FINDING DIVERSITY CANDIDATES
CHAPTER 8 – SOURCING TECHNIQUES
OVERVIEW
USING A SEARCH PLAN
ACTIVE AND PASSIVE CANDIDATES
USING THE ‘NET
USING AN INTERNET SOURCER
OFFERING INCENTIVES
RECRUITER TOOLS
TAKE ADVANTAGE OF EMAIL
USING APPLICANT TRACKING SYSTEMS
TAKE ADVANTAGE OF LAYOFFS
CHAPTER 9 – BEING AN EMPLOYER
OF CHOICE
ARE YOU AN EMPLOYER OF CHOICE?
ATTRACTING THE RIGHT TALENT
CHAPTER 10 – NEGOTIATIONS
UNDERSTANDING THE NEGOTIATION PROCESS
GOING FOR A WIN-WIN
NEGOTIATING EMPLOYEE CONTRACTS
DEALING WITH DIFFICULT PEOPLE
NEGOTIATION TIPS FOR WOMEN
CHAPTER 11 – EFFECTIVE WORKPLACE
COMMUNICATION
WHY GETTING YOUR MESSAGE ACROSS
IS IMPORTANT
COMMUNICATION IN YOUR ORGANIZATION
THE ART OF LISTENING
THE ART OF NETWORKING
CHAPTER 12 – RESOURCES
CHECKLISTS
Chapter One -
Recruitment what you need to know about recruiting
The success of any business depends
on the people that make up the team. Recruitment is
one of the most important components of building a successful
business. Recruitment builds the team that will service
the needs of the customers. Ensuring that you understand
and embrace the recruitment process and all of its various
components is paramount to the success of your long
term business.
Careful planning will ensure that you
approach recruitment in an innovative yet systematic
way so that you achieve all of the organizational goals.
There are four key ways to do this:
- Undertake workforce planning for
the future
- Writing effective job descriptions,
- Establishing clear requirements for
each role, and
- Classifying jobs appropriately
In this chapter we will examine the
first point – workforce planning for the future
- and the remaining three topics will be covered in further
chapters throughout the book. developing
a “fool proof” recruitment plan
It is the responsibility of management to put systems
in place that allow qualified personnel to be recruited
in sufficient numbers. They also need to ensure that
there are adequate assessments of the future needs of
the organization so that the present recruitment levels
can be adjusted as is necessary. These kinds of recruitment
issues form part of the company’s recruitment
plan.
In general terms companies should consider
the following components within their recruitment plan:
- Existing Personnel –
Obtain a clear picture of the current levels of existing
staff by examining functions, occupations, level of
skill or qualifications.
- Efficiency - Conduct a job
analysis if it seems that one area is particularly
under-resourced and needs some attention.
- Wastage - Study the period of active
service for each employee and then compare this against
sick and holiday leave and days in lieu.
More listed in Recruiters Guide
Book …
Chapter 2 –
Corporate Recruiting
Companies should aim to develop
a corporate recruitment plan that will enable them to
recruit the best possible candidates with the highest
rate of success. A large part of successful recruitment
involves a commitment to planning for and then creating
the best possible conditions to attract qualified candidates.
Recruitment planning encompasses many components:
- undertaking a job analysis for the
role;
- preparing the job description for
the vacancy;
finding, short listing and interviewing candidates;
and
- selecting the most qualified candidate.
More listed in Recruiters Guide Book
…
e-Recruitment
Companies that implement e-recruitment
as a resource for their recruitment suggest that the
primary drivers for using e-recruitment are:
- Promotion of their corporate image,
- A reduction in the cost of recruitment,
and
Streamlined and paperless administration.
retention …
knowing how to keep your people
Being able to select and retain high
quality, experienced and professional employees is a
key success factor for business today. If you recruit
quality people who have quality skills and have an enthusiasm
to continue the development of their skills they will
increase their value to your company.
So how do you go about selecting and
retaining talented people and then nurture an environment
in which these people want to stay and contribute? This
chapter outlines how you can do exactly that.
performance reviews
Managers and supervisors cite performance appraisals
or annual reviews of their employees as one of their
most disliked workplace tasks. A disciplined performance
management program eliminates the performance appraisal
or annual review process as the main focus of employee
performance and instead focuses on the entire spectrum
of performance improvement strategies. some key steps
to implementing a successful 360 degree appraisal program:
More listed in Recruiters Guide Book
succession planning
A leader’s natural focus is on the growth and
performance of people within the organization. Quality
leadership is the engine room of an organization developed
in order that the company continues to grow. Nurturing
current talent for future key management positions ensures
tha
the exit interview
The exit interview is debriefing style meeting that
is held between an employer and a departing employee.
An exit interview is usually conducted for employees
that voluntarily resign as a result of an independent
decision to ‘move on’ instead of those that
are fired or retrenched.
Chapter 3 –
Employee Induction
Induction can be best described as the process of introducing
new employees to the company, to their supervisors and
co-workers, and to their jobs.
An induction session should incorporate
a review of the employee’s job description, so
that he or she knows exactly what their specific duties
will be, and how their role fits within the organization.
do you need a contract recruiter?
If you have a small recruitment team, then how do you
know where to focus your recruiting efforts? What do
you outsource, if anything, and what do you do internally?
When there are not enough hours in the day, knowing
what to get done and what to get others to do is important
finding clients
Whether you are already running your own recruitment
business, or thinking about starting your own business,
in an ideal world, you'd spend the majority of time
doing the work you love to do, with a steady stream
of clients knocking at your door as and when you want
them.
Chapter 5 –
Agency Recruiting
why use a recruitment agency
Using a professional recruitment agency gives a company
access to a wider range of candidates, expert screening
and interviewing skills and because they generally have
a no-charge, guaranteed replacement policy, the process
of using a recruiter is low risk.
Chapter 6 –
Head Hunting
be an in-house head hunter
Undertaking your own in-house headhunting is relatively
simple if you follow a specific process. By following
the same approach, techniques and attitude that head
hunters employ, you too can seek out the best available
candidates.
what is diversity recruitment?
As employers strive to create a workforce that is reflective
of the marketplace, the competition for these candidates
is increasing in ferocity. These companies are now engaging
recruiters who are highly skilled in identifying, sourcing
and recruiting the tope end of diverse talent that is
available and interested.
Chapter 9 –
Sourcing Techniques
The reason that sourcing is so hard to master is because
no two searches are ever the same. You can quite easily
have several recruiters search the same database and
they can yield completely different results based on
their interpretation of match between candidate requirements
and the corporate culture.
using an Internet Sourcer
Every experienced and indeed successful Internet Sourcer
has a model that they follow which allows them to effectively
find qualified candidates.
take advantage of layoffs
What does a layoff mean for a recruiter?
Recruiters everywhere are always scrambling to find
qualified talent to fill their open job requisitions.
In past years layoff announcements were almost unheard
of. But these days, layoffs are more common and provide
a significant opportunity for sourcing potential and
highly qualified job applicants.
Chapter 10 –
Being an Employer of Choice
are you an employer of choice?
So what is an ‘employer of choice’? An ‘employer
of choice’ is a somewhat immeasurable status or
perception of a company and what offerings they present
to their employees.
negotiating employee contracts
Every employee who is employed by another individual,
a small business or a large corporation, has an employment
contract. This is irrespective of whether the agreement
between the employer and employer is oral or written.
Written agreements tend to be used as proof should there
be any sort of dispute and indeed prevent many disputes
from arising in the first place.
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