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Planning involves the translation of likely job vacancies and information about the nature of these jobs into a set of objectives or targets that specify the i number and ii type of applicants to be contacted.
Number of contacts Organizations, nearly always, plan to attract more applicants than they will hire. Each time a recruitment program is contemplatedone task is to estimate the number of applicants necessary to fill all vacancies with qualified people. Companies calculate yield ratios YRswhich express the relationship of applicants' inputs to outputs at various decision points.
Type of contacts This refers to the type of people to be informed about job openings. The type of people depends on the tasks and responsibilities involved and the qualifications and experience expected.
These details are available through job description and job specification. Essentially this is the 'make' or 'buy' decision. Organizations which hire skilled labour and professionals, shall have to pay more for these employees. Technological Sophistication The second decision in strategy development relates to the methods used in recruitment and selection.
This decision is mainly influenced by the available technology. Technological advancement has made it possible for job seekers to gain better access. Where to look In order to reduce the costs, organizations look into labour markets most likely to offer the required job seekers.
Generally, companies look into the national market for managerial and professional employees, regional or local markets for technical employees, and local markets for clerical and blue-collar employees.
In the final analysis, organizations recruit where experience and circumstances dictate likely success. Recognizing this, many adopt an incremental strategy in which initial efforts are concentrated in regional or local labour markets and expanded only if these efforts fail to achieve the desired results.
This involves two steps- ' Source activation ' Selling Source Activation Typically, sources and search methods are activated by the issuance of an employee requisition. This means that no actual recruiting takes place until line managers have verified that a vacancy does exist or will exist.
If the organization has planned well and done a good job of developing its sources and search methods, activation soon results in a flood of applications. The applications received must be screened.
Those who pass have to be contacted and invited for interview. Selling In selling the organization, both the message and the media deserve attention. Message refers to the employment advertisement. With regard to media, it may be stated that effectiveness of any recruiting message depends on the media.
Selection of media or medium needs to be done with a lot of care. The purpose of screening is to remove from the recruitment process, at an early stage, those applicants, who are visibly unqualified for the job.
Effective screening can save a lot of time and money. The techniques used to screen applicants vary depending on the candidate sources and recruiting methods used.Four Seasons Hotels and Resorts Fox Rothschild LLP Hilton Worldwide Host Hotels & Resorts, Inc.
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This is a four stage process. The stages in this process are business, marketing, architecture, icons, strategy. Experience superlative comfort with ITC Hotels. Make every trip unforgettable by availing of stellar accommodation and exquisite cuisine at ITC Hotels' luxury, business and leisure hotels & resorts in .
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Or if your prices are too low for what people are willing to pay, you will loose profit margin if .