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HRM (HRM PRACTICES (RECRUITMENT & SELECTION (1. Anticipate the need…

- - - - 2. Specifiy the job Job Analysis, Competencies: job/team/organization
        
        3. Develop the pool Internal/ External
        
        Internal: Job posting, talent inventory, promotion, transfer
        
        External: Walk-in, advertisements, employee referrals, employment agencies, educational institutions, professional associations, job fairs
        
        Advantages: easier to acess applicants, less costly and quicker, applicants are allready familiar with org. policies and culture, improve moral/ loyality/ incentives
        
        Disadvantages: Narrowing thinking & ideas, smaller pool, fewer applicants
        
        Advantages: new ideas/ fresh perspectives, can reduce training costs, bigger pool, faster than training
        
        Disadvantages: may cause moral problems, longer orientation time, less information about applicants, higher cost, more time
        
        4. Assess the candidates Testing Interviewers about Knowledge, skills, experience and motivation
        
        Initial assessment methods: resume/ CV, application, reference
        
        Substantive assessment test: ability test, job knowledge test, language test, aptitude test, personality test, assessment centers
        
        Selection interviews two way interaction + collect information --> personality, attitudes, preferences + provide information --> promote job and organization
        
        Types of Interviews
        
        Structured, Semi-Structured, Unstructured
        
        Face-to-face Interviews, Telephone Interviews, Virtual
        
        One-to-one, panel-interview --> how many?
        
        Types of Interview Questions
        
        4 more items...
        
        5. Close the deal Salary & Benefits, Team & Line Manager, Job requirements & objectives
        
        6. Integrate the new comer Check-ins, Mentor/ Buddy
        
        7. Audit and review