Putri Anjatsari (Marketing) 2010 EFFECTIVE RECRUITMENT AND ORIENTATION Effective recruitment The purpose of effective recruiting is to attract

elligible applicants prepared to perform succesfully on the job. First of all, HR should develop a job advertising Database. It will be useful as a spreadsheet to track where and when the company advertise/post job openings, deadlines, number of candidate responses, effective of posting, and so forth. Secondly, set time a time to review resumes and interview candidates. It is better to choose a time when the interviewer can focus and give candidate undevided attention because by doing so, both the interviewer and the candidate may have more effective interview and increase the interviewers ability to effectively assess and select the most qualified candidate for the job. Thirdly, set time to review resumes and interview candidates. When the interviewer not working in the daily operations, make time to review resumes and meet with candidates. Develop and use a template form to keep track of candidates, the positions they apply for, their qualification, and their progress in the recruitment process. Fourthly, cluster candidates interviews and use template letters that can be personalized. An effective time management practice is to perform similar tasks together. Applying this method when scheduling candidate interviews will not only enable the interviewer to maximize his/her time and productivity, it also is easier to assess candidates when their interviews are fresh in the interviewers memory as opposed to taking place hours or days apart. Furthermore, Communication is important to job seekers, however writing personalized letters can be very time consuming. Avoid reinventing the wheel by developing template letters that can be easily personalized for each candidate. Finally, built relationships with candidates and make a review, follow up, and revise the recruitment process. Just because a candidate doesnt have the required skills, knowledge or abilities for the current job vacancy doesnt mean that they may not be qualified for future job(s) with the organization. Taking time to thank candidates for applying and to communicate their status in the will go a long way towards whether or not they choose to apply for future positions with your company.

Putri Anjatsari (Marketing) 2010 Effective Orientation New hires will be given information about benefits, key policies and practices. Ask group of managers assume the roles of new trainees and sit through your current orientation program from start to finish. Make notes about what works, whats out of date, and what could use a bit more fine-tuning. Talk to employees who have recently gone through the current programs to get some feedbacks. What messages and what impact do you want to impart to a new employee? Can you give a new hire everything he or she needs to know in one three- or fourhour program? Hit the Highlights, Skip the Fine Print. Identify the most important things new employees need to know, and divide the training time accordingly. An exhaustive approach that covers every footnote in the HR manual isnt necessary, and may actually wind up confusing your new hires. If you have a great deal of material that must to be covered, break the training sessions up over several days. Make balance between the technical and social aspects of the job. Because new employees usually find it very hard to do so. They want to know their colleague, superiors, and the fun stuff. Give New Hires and senior employees should interact as much as possible. Superiors should do something to establish trusting relationships with new hires. For example the superior may show to the new hires where is the bathroom, the photocopy machine, etc. Dont Be Afraid to Have Some Fun. Lets face it sometimes extended training sessions can be a bit monotonous. Mix things up a bit with interludes of ice-breakers and other interactive activities, such as group introductions, pop quizzes with gift certificates or other premiums as prizes, and name recognition games that allow new employees to get to know one another. Involve as many people in the orientation process as possible. This helps put a name with a face. Plus, it helps the new employee develop relationships with the people he or she will deal with most often. Superiors must treat new hires as a precious commodity, not only simply as another pair of hands by making sure basic office supplies are available such as phone and PCs work so that the information flow in good. Give time to adjust. Orientation process should be relaxing. So the superiors shoulnt make it rush, but always make a welcome and positive impression.

Putri Anjatsari (Marketing) 2010 References

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