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RECRUITMENT AND SELECTION - Coggle Diagram

- - - - process of generating a pool of candidates from which to select the appropriate person to fill a job vacancy
    - - Seeking => attract => Retain the interest of suitable candidates
      - Portray a positive image of company to potential applicants
  - - - the company's image
      - company's reputation
      - recruitment advertisement
      - policies
      - financial ability
      - qualification of the recruiter
      - orginazation culture
    - - labor market: labor supply - demand
      - labor laws
      - society's attitude
      - HR policies of competitors
      - economic trends
  - - - employee work in enterprises
      - AD
        
        loyalty and familiarity with the work in the business
        
        enterprise has understood the strengths and weaknesses of employees
        
        familiar with the environment and understanding the company's goals
        
        make use of existing hr, save recruitment cost
      - DISAD
        
        limitation with attracting talented people
        
        disturbing current organizational
      - Method
        
        use job advertising to all employees through notificaiton
        
        skill lists are stored
        
        recommendations of the employee
    - - people not working in the organization
      - AD
        
        diverse
        
        condition to attract talents
        
        new change and creation
        
        not cause organizational disturbance
      - DISAD
        
        takes time and costs
        
        need time to orient and integrate into new working environment
      - Method
        
        recruitment advertisement
        
        staff's recommendation
        
        job centers
        
        sending recruiting department to training facilities
        
        internet
- - - - the process of assessing job applicants
      - using one of a variety of methods
      - purpose of finding the most suitable person
    - - A step to process other human resource management activities
      - A main condition to win business
      - Reduce risks and damage
  - - - Establish relationship between candidate and employer
      - Base on the standard, make initial judgement about potential individuals
    - - Base on job application -> Ask candidate to fill in
        
        Job application
        
        Information about the job’s goal
        
        Personal information
        
        Working process, certificates, degrees,…
        
        Personal likings and interest
    - - Apply different method => Assess personal qualities that are specific to the job
        
        Methods: Personality, Medical, Achievement,…
    - - Conversation between candidate and employer
      - Assess candidate in different aspects that the profile haven’t shown off
      - Form: behavioural, making stress, personal, group, board,…
      - Notes:
      - Review job description, requirement for the candidates, candidate’s profile, information obtained through selection test
        
        Establish welcoming relationship with candidates
        
        Give out specific and understandable question
        
        Control the interview
        
        Take notes important information about the interview
        
        Ready to provide basic information about the job and organizations when there’s a question
        
        End the interview
    - - Verify the information
      - Evaluate the reliability of the candidate
    - - Direct leader and candidate meet
      - Figure out and assess carefully about ability and devotion of the candidate
    - - Provide specific vision about job
        
        Help candidate adjust their expectation about the job and organization