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Recruitment

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Maja Aileen Acosta

on 26 August 2014

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Transcript of Recruitment

Recruitment & Sourcing
Maja Aileen Acosta
Eleazar Jason Mangilit

Job Description:
Sourcing is not...
Reviewing resumes of applicants
Does initial interview
Handles placement
Definition of Terms
Complexity in Sourcing
Recruitment Strategy
Job advertisement
Finance Associate
A recruitment strategy outlines your organizational approach to finding and recruiting new employees.
Recruitment Strategy:
Benefits
Avoids Major Issues
Reduced Recruiting
Costs
Increased Candidate
Quality
Key Areas to Address:
1. Business Strategy
3. HR Strategy
Job Description
Job Requirements
Resources
Job Title
Job Summary / Duties
Key Responsibilities
Salary

Education
Work Experience
Knowledge, Skills and Abilities (KSA's)
Certifications / Trainings
2. Gap Analysis
4. External Job
Market
strategic growth areas
Estimated development of the workforce
Future plans of the company
costs allocated
5. Recruitment
Processes
Job Requirements:
Candidate must possess at least Bachelor's Degree, Finance/Accountancy/Banking or equivalent;
One to two years of finance/accounting experience;
Strong analytical skills
Advance MS Excel skills
Strong oral and written communication skills
Ability to work independently with minimum supervision;
Ability to handle complex and confidential information with discretion;
Computer competency requiring spreadsheet, and accounting software such as Quickbooks, SAP, Peachtree
Certified Public Accountant
What is Sourcing?
Sourcing is a process In HR where the Sourcing professional searches for qualified job candidates ranging from different complexity levels and forward their resumes to the recruitment team that handles qualification, interviews and placement.
Sourcing is the first step of recruitment (The forefront of recruitment)
The Sourcing team works closely with the recruitment team Sourcing team looks for the candidates.
An irreplaceable part of a company’s overall hiring strategy.


Typical Channels of Sourcing
1. Branding
2. Online
3. Offsite
4. Referral
- Strengthen the Company’s brand name through the use of advertisements
- The online channel searches for leads through Jobsites like Jobstreet, Monster.com and even social websites like Facebook.
- The Offsite channel searches for leads through job caravans or external sources like universities, malls, etc.
- The Referral channel would gather their leads through company employees usually in return of incentives.
Recruitment's Primary Goals: Critical and missing roles in the organization
Prioritization of Jobs
Sourcing
Recruitment
Leads
Active leads (Hot leads)
Passive leads (Cold leads)
Mining
Boolean Search
Job Advertisement
- The range of how difficult it is to find a specific candidate for a Job opening that has a highly specialized Job description.
- Leads are qualified candidates whether passive or active that is sent to the recruitment team.
- Active leads are qualified candidates that are actively searching for job opportunities.
- Passive leads are qualified candidates that are not actively searching for job opportunities
- Mining is a sourcing technique to gather passive leads through resume searching
- Allows you to combine words with words like AND, OR, NOT and NEAR to widen, limit, or specify a search
- Advertisements that are used to attract job seekers.

- Strengthen the company’s name by giving people an idea of its identity through adverts, postings, etc
Job Advertisement
- A job advertisement is an advertisement that targets Job seekers that have the qualifications fit for the company’s requirements.
Effective Job Advertisement
- direct to the point
- should state what the company's willing to offer
- honest one
Format
Company location
Company Industry
Position Title
Position Level
Job Specialization
Primary Job Role
Work Location
Work Map
Employment Type
Number of Vacancies
Monthly Gross Salary
General and Education Requirements
Body of the Job Advertisement
Responsibilities
Benefits
Requirements
Wants (preferred)
Office Address
Interviewing Techniques
Rules of Interviewing
1. Believe that you PHDed in every known field
2. Empathize
3. Master the job description.
4. Own the interview.
5. Rapport
6. Eradicate timidity and shyness.

Competency based interview
These are usually structured to check if you have the qualities for the job which should be backed up by experiences .
Technical Interview
This is actually a ninja move that an interviewer does. You think your answering for your competencies, you think it’s a trick question, but well your interviewer actually just wants to know how you think logically
Portfolio-based Interview
You shouldn’t worry about this unless the field is media related.Typically you’ll need to bring forth your projects, initiatives and the like in the form of a portfolio where you and your interviewer will discuss what’s in it
Case Study Interview
These are the ones you’ll have to watch out for. These interviews usually will give you a problem of the business. You will be checked on how you analyze the hypothetical problem.
Types of Interviews
Face-to-face
Interviewer
Applicant
Group Interview
Interviewer
Applicants
Telephone Interview
Selection Process
Application
Form
Screening
Interview
Selection
Test
Final
Interview
Selection
Background
Investigation
Job Offer
Selection
- The process of choosing from a group of applicants the individual best suited for a particular position and for the organization
Ranking of Job Applicants
1. Ranking System
2. Experience
3. Technical Skills
4. Training and Education
5. Communication and
Problem-Solving skills
6. Leadership
Common Background Checks include:
Background Investigation
Background checking is the process of authenticating the information supplied to a potential employer by a job applicant in his or her resume, application, and interviews.
Verification of prior employment
Discussion with references
Verification of academic credentials
Criminal background checks
Assess candidates through interview, tests, etc.
Full transcript