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Recruitment of human resources, Human resource selection - Coggle Diagram

- - - - The image of the company
      - The company's reputation in the market
      - Recruitment advertising
      - The HR policies
      - Financial ability of the company
      - Qualifications of the recruiter
      - The organization culture
    - - Labor market: labor supply - demand relationship
      - Labor laws
      - Society's attitude towards the jobs
      - Economic trends
  - - - Advantages
        
        Loyalty and familiarity with the work in the business
        
        The enterprise has understanded the strengths and weaknesses of employees
        
        Familiar with the environment and understanding the company's goals
        
        Make use of existing human resources, save recruitment costs.
      - Disadvantages
        
        Limited attracting talented people, with new creations
        
        Disturbing the current organizational structure.
      - Method
        
        Use the job advertising to all employees in the organization through internal notifications.
        
        Skills lists are stored in the human resource management software of enterprises for each employee
        
        The recommendation of employees.
    - - Advantages
        
        Variety
        
        Create conditions to attract many talents
        
        New change and creation
        
        Does not cause organizational disturbance
      - Disadvantages
        
        Need longer time to orient and integrate into the new working environment.
        
        Takes more time and costs
      - Method
        
        Staff recommendation
        
        Job placement centers
        
        Recruitment advertisement
        
        Sending recruiting staff to training facilities
        
        Recruitment over the internet
- - - - A step to process other human resource management activities
      - A main condition to win business
      - Reduce risks and damage
  - - - Establish relationship between candidate and employee
      - Base on the standard, make initial judgement about potential individuals
    - - Base on job application -> Ask candidate to fill in
      - Job application
        
        Personal information
        
        Working process, certificates, degrees
        
        Information about the job’s goal
        
        Personal likings and interest
    - - Apply different method => Assess personal qualities that are specific to the job
      - Methods: Personality, Medical, Achievement,...
    - - Assess candidate in different aspects that the profile haven’t shown off
      - Form: behavioral, making stress, personal, group, board,…
      - Conversation between candidate and employer
      - 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