Recruitment Charlie – Anthony – Zhifeng

Definition  The Process of locating and attracting the right quantity and quality of staff to apply for employment vacancies or anticipated vacancies at the right cost.  There are two types of recruitment: External & Internal.  Internal recruitment involves filling job vacancies with people from within the business, whereas external involves filling job vacancies with people from outside the business.

Internal VS External Recruitment  Internal Recruitment:  External Recruitment: AdvantagesDisadvantages Improved MoraleInbreeding Better assessment of abilityMorale problems for those not promoted Lower cost of recruitmentPolitical infighting AdvantagesDisadvantages New perspectivesPoor candidate selection Cheaper than trainingMorale problems for those not hired Help meets EEO needsLonger adjustment and orientation time

Case Study - Google  Google, the world’s only corporate “recruiting machine”, where there is a real ‘recruitment culture’, as Google’s popularity as an employer increases. They look for:  Leadership  Role-related knowledge  How you think  Googleyness – Personal Attributes that make you unique at the organisation  Recruiting and the need for it permeates the entire organization.  Google have literally crafted every professional job and workplace element so that all employees are:  Working on interesting work  Learning continuously  Constantly challenged to do more  Feeling that they are adding value  Google recruiting is the best-funded recruiting function in any major product-driven corporation and because of this, they have employed 52,069 people.  Google recruitment has a ratio of 1 recruiter for every 14 employees (14:1).  They offer a large number of benefits to their employee’s making their recruitment process very important as the demand for employment at Google is high.  In the case of Google, HR activities and policies are actually driving corporate business success.

Story  Zhifeng is the owner of Chen Incorporated and is looking to hire a new financial manager for one of his companies in Australia. The process begins through a reception of applicants where the human resources department introduces applicants to the company facilities, benefits, employee policies and workplace culture. The reception of applicants allows applicants the opportunity to decide whether the company is a good fit for them. The applicants then fill out an application form based on whether the business culture suits them. The HR department then picks a select few people who suit their preferences and have the skills required to perform the job to the highest level. Next up the applicants go through a preliminary interview.  The next step is to test the applicants where necessary; this can include performing real tasks for the business while being under observation. A second interview will be held to ensure that the applicants are right for the job, including background checks, references, etc. making sure that the applicant is legally allowed to be employed and that their record is clean. Managers will then conduct the final selection from the group of applicants. The last step is a medical examination to prove that the employee is healthy and that they aren’t taking drugs or other substances. The applicant is now a part of Chen Incorporated.