MODULE 4

COMPENSATION AND RECOGNITION

Brief Discussion:

One of the most difficult functions of personnel or human resource management is that which
concerns compensating the employees fairly and equitably. There are four kinds of employee
compensation: salary or wage, incentive pay, allowances, and benefits. Salary or wage is the basic
compensation while incentive pay is designed to encourage the employee to render extra effort over
normal production. Allowances are given to meet employee needs during temporary situations. Benefits
are rewards for belonging to an organization. In a period of inflationary pressures and economic
uncertainties, compensation assumes an overriding importance not only to management but also
salaries and wages arise because several groups have interests in employee compensation, such as the
following:

1. The employees who work primarily to earn a living for themselves and their families.
2. The company that pays its employees attractive salaries and wages in order to refrain them but
is at the same time concerned with the cost of production and its competitive position in
marketing its products in order to make profits for its investors.
3. The community that is concerned with the cost of commodities and services in relation to
income level of the people in the community.
4. The state whose economy will be adversely affected by inflationary wage levels.

Learning Outcomes:

At the end of this module you will be able to:

1. Understand the importance of employee compensation and recognition;
2. To understand the different factors involved in compensating jobs and employees;
3. To learn how to formulate and set up a program for wage and salary administration in a company.
TOPIC 1. EMPLOYEE COMPENSATION

Compensation and benefits refer to the benefits a firm provides to its employees are thus a key part
of Human Resource Management.

.What are compensation and benefits?

When you receive a job offer, the first thing you look at is the salary. Whether the recruiter lists the
wage as an hourly, weekly, monthly, or hourly rate candidates see it as the most critical part of any job
offer. Typically, when employees think about compensation, the salary is what they think of. But for
many employees ( especially senior employees) compensation is far more than just regualr paycheck.

.Why are compensation and benefits important?

Compensation and benefits are importnt for two reasons. First, people won't work for you without
pay. And unless you're a non-profit organization, it's illegal to ask them to work for you for free. There
is a social contract between the employeer and employee, where the employee puts in the work and the
employer rewards this, compensation and benefits are an important part of that equation. Second, as of
June 2019, benefits make up 31.4 percent of the cost of employing someone. It is a significant expense
with a clear goal so it's not something businesses can overlook. This is why paying careful attention to
a fair compensation and benefits structure is so important.

.Compensation and benefits and employee motivation

Glassdoor found that 10 percent increase in base pay resulted in a four percent increase in the
chance hat someone would stay at the company for their next role rather than moving on. While their
findings were statistically signinficant and turnover is epxensive. It's probably not enough to convince a
boss to give someone a 10 percent raise.

This same research found that a company rating on glassdoor resulted in a four percent increase in
the chance that someone would stay at the compnay. Salary is clearly important, but there is something
either than, money going on.

A pay scale study gives some insight into the influence of salary, they found a strong correlation
between pay and engagement (and engagement profoundly influences retention), but what was stronger
is pay clarity. When employees understand hat their compensation was fair, it increased their
engagement.

.Benefits and motivation

Salary is only a part of compensation, though. Other benefits, such as pensions, and stock options,
also help increase employee retention. Many of these benefits require a period before the employee is
vested. That is, you don't receive the money or benefit from these forms of compensation until you've
worked a minimum amount of time.

.How do HR Departments calculate compensation and benefits

While government set the floor for pay, known as minimum wage, businesses are generally free to
set their own wages. However, you'd be hand-pressed to hire an accountant for minimum wage.
Instead, you'll need to pay a market rate.

A market rate can also eb defined as a “going rate” and is the amount people are willing to pay for a
particular good or service. Employees are offering their services and fall under this definition. There
are market rates for such position, but because people are rarely transparent about salaries, this can be
difficult to ascertain.

Determining where someone fits within that salary range can also be compicated. Compensation
managers often use statistical tools, such as regression analysis. To establish a proper salary position.
The variables that the regression use can include:
-Highest degree earned (and type and degree area)
-Years of experience
-Tenure with the company
-Position tenure
-Current salary
-Full-time equivalent status
-Grade Level
-Job performance ratings

.Compensation and benefits package example.

Here are some standard items that companies often include in a job offer.
-Salary
-Overtime pay
-Bonuses and commissions
-Retirement (defined benefits and defined contribution plans)
-Stock options
-Vacation
-Profit sharing
-Merit pay
-Sign-on bonuses
-Relocation bonuses
-Housing, school, and meal reimbursement
-Healthcare benefits (medical, dental, vision etc.)

Compensation and benefits are key components for company success, employee engagement, and
turnover. You should evaluate your plans and programs regularly (at least yearly) to ensure that you
meet both employee expectations and remain competitive in the market.

TOPIC 2. INCENTIVES AND REWARDS

An incentive is an object, item of value, or desired action or event that spurs employee to do more of
whatever was encouraged by the employer through the chosen incentives.

Four kinds of incentives are available for employers to use at work:

1.Compensation Incentives may include tems such as raises, bonuses, profit sharing, signing bonus,
and stock options.
2.Recognition Incentives include actions such as thanking employees, praising employees,
presenting employees, with a certificate of achievement, or announcing an accomplishment at a
company meeting.
3.Rewards Incentives include items such as gifts, monetary rewards, service award presents, and
items such as gift certificates. An additional example is employee referral awards that some companies
use to encourage employees to refer job candidates.
 4.Appreciation Incentives include such happenings as company parties and celebrations, company
paid family activity events, birthday celebrations, paid group lunches etc.,

.How Do Employers use Incentives?

-Employers use incentives to promote a particular behavior or performance that they believe is
necessary for the organizations success.

Employee incentive programs like rewards or discounts may sound good in theory, but they're not
always as beneficial as they seem. They could be useless and unappealing even if you've put a lot of
effort into putting them together. While workplace incentives are positive ways to show appreciation
for exceptional employees, some programs are difficult to use or simply don't matter to workers.

If you want your staff to use your incentive programs, it's crucial to make sure your employee care
about the rewards you're offering. The occasional pizza party might be appreciated, but it doesn't have a

lasting effect. You need to be strategic. If you succeed, the payoff will be worthwhile. Not only will
it be motivating for employee productivity and overall wellness, but it could make your workplace a
significantly more desirable (and profitable) place to work.

Based on recent research, it's critical-now more-than ever-to keep employees motivated. After all,
the job market is competitive, and you have goals to achieve; your workplace has to make a lasting,
positive impression.

.What Programs Boost Employee Motivation?

Cash incentives and non-monetary incentives alike can promote motivation, which can significantly
increase productivity and, potentially, profits. The top three incentives are cash, gifts and experiencies.
Some examples of gifts are ride-share credit and gift cards. Experiencies include perks like tickets to
concerts, festivals and sporting events.

Your rewards must excite employee. Additionally, for the system to truly work, these rewards must
only be given in exchange for meeting certain goals and never for any other reason, not even birthdays
or other non-performance occassions.

.What are the characteristics of a great employee incentive program?

-The key to an excellent incentive program is structure. If you don't have a fully hashed-out plan.
You could be wasting resources that could be better spent in other ways.

Some common structure for monetary rewards are:

1.Annual Incentive Plans that reward performance-related goals and results.
2.DiscretionaryBonus Plans where management distributes a pool of bonuses to employees based on
their performance.
3.Spot rewards based on completing a specific task or goal.
4.Profit-sharing plans in which employees share an organization's profits.
5.Team Incentives that focus on the results of a small group of employees.
6.Retention bonuses for employees who stay longer than specific periods of time.
7.Project bonuses for completing a project within a certain time frame.
TOPIC 3.TRENDS IN COMPENSATION AND BENEFITS

Top HR leaders know that it's the people who drive business results. Yet, in today's hot job market,
employees and candidates have more choices than ever before in terms of where they take their talents.
That's why having a strong, differentiated total rewards package can have powerful benefits including
increasing the quality of your candidate pool, improving retention, creating organizational alignment,
boosting your reputation and your bottom line.

Compensation is one of the most complex disciplines in the field of talent management, or human
resources. Handling employee compensation issues properly requires knowledge of:
1.Employments trends;
2.How to value jobs both internally and externally;
3.How to adapt to varying financial conditions.

Most companies use compensation to help build, motivate and retain a strong, innovative and
productive workforce. The ongoing challenge is to balance employee perception while allowing for
differentiation of pay across the workforce.

A common belief is that an employee's compensation satisfaction would be a function of the

amount received – i.e.,the higher the compensation rate, the greater the satisfaction. However, the
situation is not that simple. In fact, the reality is that the amount of pay matters less than its perceived
fairness or equity.

Employees have their own perception of internal equity as it affects them among their peers,
managers and subordinates. If an employee believes they are underpaid, they will typically react by
reducing their effort or performance. This may result in, for example, increased absenteeism and sick
leave, tardiness, unmet deadlines, excessive work breaks, lack of focus or even a resignation.

Compensation is a systematic approach to providing monetary and non-monetary value to

employees in exchange for work performed.

Compensation is money received in performance of work and many kinds of benefits that an
organization provides to their employees.

COMPENSATION COMPONENT
A.MONETARY B.NON-MONETARY

-.Direct compensation: -.Indirect Compensation

*Base Pay *Insurance

*Bonus *Leaves (e.g.,sick,
holiday/personal)
*Long Term Incentives *Company parties
*Retirement prog-
rams
Learning Activity:

1.What are Compensation benefits?

2.Why are compensation and benefits important?

3.What is the difference between compensation and benefits?

4.What are the kinds of employee inentives and how do employers use it?
 MODULE 5

RECRUITMENT AND SELECTION

BRIEF INTRODUCTION:

Recruitment is the process of locating potential indoviduals who might join an organization and
encouraging them to apply for existing or anticipated job openings. During this process, efforts are
made to inform the applicants fully about the qualifications required to perform the job and the career
opportunities the organization can offer its employees. Whether a particular job vacancy will be filled
by someone from within the organization or from outside will, of course, depend on the availability of
personnel, the organization's HR policies, and the requirements of the job to be satisfied.

Learning Outcomes:

At the end of this module, you will be able to:

1. Explain what is an employee recruitment strategy;

2. Explain the advantages and disadvantages of external recruitment;

3. Discuss the steps in the Selection Process;

4. Discuss some legal issues in hiring

TOPIC 1. RECRUITMENT STRATEGIES

What is employee recruitment strategy?

-An employee recruitment strategy is defined as a structured action plan to effectively and
effeciently identify talent pools, attract candidates and get the best-fit talent onboard.

Also referred to as a hiring strategy, it is not just a static one-time plan for a specific process or
instance. It is a dynamic, fluid blueprint for every stage and phase of the full recruitment cycle an
innovative framework that involves understanding the deficits in present talent as well as the growth
plans for the future. Recruitment is essentially a sales-driven job and similar to the need for a sales
strategy to attract the target audience, reccruitment also needs to strategize a plan of action to attract the
right talent. Instead of selling process and services, as is the case with a sales strategy, the recruitment
strategy needs to be able to sell the employer brand.

Why do you need a hiring strategy?

-If your aim is to build inroads into quality talent pools, encourage applications and to reduce the
cost and time to hire, having the right hiring strategy in place is a prerequisite. Having the right
recruitment strategies provide the following advantages in today's competitive battle:
*lower cost with regard to time and money since you already have the first steps chalekd out.
*objective decisions that are business-focused because having a guiding strategy leaves little room
for bias.
 *data-backed expertise for every stage of the recruitment process based on the strategic knowledge
of the ecosystem.
*an acumen for agility with the basic groundwork in place along with the allowance ot fine-tune,
where necessary on-demand.
*a competitive advantage based on studying the markets, the upcoming trends and action plans to
stay ahead of the curve.

10 Employee Recruitment Strategies for Hiring the Right Talent

– 1.Brand it right
72 percent of global leaders in recruiting today believe that building an employer brand
to reckon with has a positive impact on hiring. Employer branding has grown out of its
garb of being a mere buzzword and into a key element of people strategy. With
organization review sites becoming a natural stop for most candidates early on in the
recruitment journey.
– Companies today are taking the trouble to treat candidates as customer and investing
resources in advertising the brand in a way that builds a connection with prospective
applicants. Employer branding is thus one of thr initial strategies you need to get right
before embarking on a recruitment drive. You need to know what you, as an
organization stand for, what you wish to sell you the talent pool and how you cn guide
their perception of your brand to rncourage organic interest and motivation to apply.
– 2.Prefer a refer
Having an effective employee referral policy and system helps you unlock many
rewards. This converts your employees to talent sourcing touch points. This leads to
considerable less time taken to hire, an improvement in the quality of talent, easier
onboarding and cost savings. Cpmpanies often pay a referral bonus to employees
referrals get onboard and even with that, they end up saving on the cost of a tedious
talent hunt with internal recruiters or commissions to consultants.
– Referrals act as a pre-process background check. This strategy is especially helpful
when it comes to hiring individuals who would be high on personal-organization fit
since the referring employees also help further the employer brand in motivating their
contract to apply for certain job.
– 3.Chose insights over data
We live in a world of data abundance. That, however, dpes not presuppose that we
always have access to right information in order to make wise decisions. Being able to
dig out insights from the data dump is thus important. This is possible through
intelligent analysis of relevant metrics. Most application tracking system (ATS) offer the
possibility of a wealth of insights. The first step to managing well is to meaure well.
Metrics that have an important bearing on your recruitment strategy include the hiring
source, time and cost per hire, job-post to application ration, retention rates, email
response rates, application to offer time and ratios and the quality of hire based on their
performance.
– Gaining insights into and effectively intrepreting these matrics is an essential aspect of
getting the recruitment strategy right. An insight-focused approach helps you make
sense of retrospective and real-time data to prepare better for the future. Even apparently
simple things like the percentage of candidates who complete the application allow the
organization an opportunity to unerstand what aspects of the process to improve.
– 4.Be changed ready.
 Innovating the recruitment process continually is a necessaity today. Being able to adapt
quickly is not limited only to the kind of technology employed but also includes the
systems and processes engaged in.
– 5.Know your niche
Tapping into niche job portals helps with taking your brand to specific talent pools that
are most relevant. Choosing between your recruitment strategy should thus focus on
identifying the right candidate pools across online and offline sources.
– 6.Be active with passive
Actively engaging with passive candidates is important especially for buiding a robust
talent pipeline. These are candidates who might not be looking for jobs at present but
have all the necessary traits, skills and experience that you're looking for. You need to be
able to engage with prospective candidates whether they are actively looking for jobs,
casually browsing or satisfied at their present jobs. Even if this group may not be
motivated or have an updated CV to share, they could be a part of the work force plan
for the future.
– 7.Communicate with a purpose
The job description is usually the first piece of information that most candidates are
given access to. The strategy should be to provide the candidate with as much relevant
information as possible. When it comes to communicating candidates, three points need
to be kept in mind – ease, reach and quality. The communication style that would engage
the candidate and pique their interest while providing just the right amount of
information without overburdening them.
– 8.Improve Interventions
Interventions are one of the most important aspects of the recruitment process and
should get enough attention in your hiring strategy as well. Better interviewing
processes can improve the whole candidate experience. This is often the first direct
contact a candidate has with the organization one that is an opportunity for both parties
to gain as much information about each others.
– 9.Reach for the top shelf
The only way to get better talent onboard is to aim for better talent to focus on the right
on the best-fit individuals and not compromise on quality just to save time and money.
The right candidate, although expensive, would be an investment whereas a bad hire
would cost the company a lot more. It also helps to segregate all your applicants and
rank them in order of how ell they match your requirementt.
– 10.Remember ex-employees
Never burn bridges. Ex-employees take the least amount of time, when it comes to
onboarding and orientation. They are already aware of the culture, values, processes,
and functioning of the organization.Moreover, if they have gained experience in
industries similar to yours after separating perspective. When you factor in the time it
takes the average new hire to become truly productive. The time you save in rehiring an
ex-employee and getting them back in the groove becomes all the more apparent.
TOPIC. 2 PROCESSES FOR SELECTING THE BEST CANDIDATE

Finding the interested candidates who have submitted their profiles for a particular job is the process
of recruitment, and choosing the best and most suitable candidates among them is the process of
selection. It results in elimination of unsuitable candidates. It follows scientific techniques for the
appropriate choice of a person for the job.

The recruitment process has a wide coverage as it collects the applications of interested candidates,
whereas the selection process narrows down the scope and becomes specific when it selects the suitable
candiates.

Steps Involved in Selection Process/Procedure

1. Inviting Applications
-The prospective candidates from within the organization or outside the organization are
called for applying for the post. Detailed job description and job specification are provided
in the advertisement for the job. It attracts a large number of candidates from various areas.
2. Receiving Applications
-Detailed applications are collected from the candidates which provide the necessary
information about personal and professional details of a person. These applicartions
facilitate analysis and comparison of the candidates.
3. Scrutiny of Applications
-As the limit of the period within the company is supposed to receive applications. The
applications are sorted out. Incomplete applications get rejected; applicants with
unmatching job specifications are also rejected.
4. Written Tests
-As the final list of candidates becomes ready after the scrutiny of applications, the written
test is conducted. This test is conducted for understanding the technical knowledge, attitude
and interest of the candidates. This process is useful when the number of applicants is large.
-Many times, a second chance is given to candidates to prove themselves by conducting
another written test.
5. Psychological test
-These tests are conducted individually and they help for finding out the individual quality
and skill of a person. The types of psychological tests are aptitude tests, intelligence test,
synthetic tests and personality tests.
6. Personal Interviewing
-Candidates proving themselves successfully through test are interviewed personally. The
interviewers may be individual or panel. It generally involves officers from the top
management.
-The candidates are asked several questions about their experience on another job, their
family background, their interests, etc. They are supposed to describe their expectations
from the said job. Their strengths and weaknesses are identified and noted by the
interviewers which help them to take the final decision of selection.
7. Reference Check
Generally, at least two references are asked for by the company from the candidate.
Reference check is a type of crosscheck for the information provided by the candidate
through their appli ation from and during the interviews.
 8. Medical Examination
-Physical strenngth and fitness of a candidate is a must before they take up the job. In-spite
of good performance in test and interviews, candidates can be rejected on the basis of their
ill health.
9. Final Selection
-At this step, the candidate is given the appointment better to join the organization on a
particular date. The appointment letter specifies the post, title, salary and terms of
employment. Generally, initial appointment is on probation and after specific time period it
becomes permanent.
10. Placement
-This is a final step. A suitable job is allocated to be appointed candidate so that they can get
the whole idea about the nature of the job. They can get adjusted to the job and perform well
in future with all apacities and strengths.

TOPIC 3.LEGAL ISSUES RELATED TO RECRUITMENT AND SELECTI ON

*LEGAL ISSUES IN HIRING

– At every stage of the hiring process, employers must be careful not to illegally discriminates
against applicants for the position.
– Since discrimination is prohibited on the basis of race, gender, national origin, age, religion,
and disability – and by now most job applicants know that – any indication of of bias in the
hiring process might lead to serious legal repercussions.
– For example, even a seemingly innoculous question during the interviewing stage such as
“when did you graduate from high school?” can potentially lead to a law suit under the Age
Discrimination in Employment Act. Employers and personnel in charge of interviewing also
should be aware that, even though Ttile VII of the Civil Rights Act of 1964 prevents hiring
men over women or vice versa.
– The Equality Act came into force on 1 October 2010 and it aims to provide a simpler, more
consistent and more effective legal framework for preventing discrimination. The stated aim
of the Act is to reform and harmonize discrimination law, and to strengthen the law to
support progress on equality. It will replace the following equally legislation.
– The Equal Pay Act 1970
– The Sex Discrimination Act 1975
– The Race Relation Act 1976
– The Disability Discrimination Act 1995
– The Employment Equality (Religion or Belief) Regulation 2003
– The Employment Equality (sexual orientation) Regulation 2003
– The Employment Equality (Age) Regulation 2006
– The Equality Act 2006, Part 2
– The Equality Act (Sexual Orientation) Regulation 2007
*PROTECTED CHARACTERISTIC
– The Equality Act covers the same groups that were protected by existing equality legislation
and now calls them protected characteristics:
– age
– disability
– gender reassignment
– race
– religion or belief
– sex
– sexual orientation
– marriage
– pregnancy

*TYPES OF DISCRIMINATION
– Direct discrimination
.Direct discrimination occurs when someone is treated less favorably than another person
because of a protected characteristic they have or are thought to have or because they
associate with someone who has a protected characteristic.
– Indirect discrimination
.Indirect discrimination can occur when you have a condition, rule, policy, or even a
practice that applies to everyone but particularly disadvantages people who share a
protected characteristic. Indirect discrimination can be justified if you can show that you
acted reasonably in managing your business, i.e., that is a proportionate means of achieving
a legitimate aim. A legitimate aim might be any lawful decision you make in running your
business or organization, but there is a discriminatory effect, the sole aim of reducing costs
is likely to be unlawful. Being proportionate really means being fair and reasonable,
including showing that you've looked at less discrimanatory alternatives to any decision you
make.
– Victimization
.Victimization occurs when an employee is treated badly because they have made or
supported a complaint or raised a grievance under the Equality Act; or because they are
suspected of doing so. An employee is not protected from victimization if they have
supported an untrue complaint. There is no longer a need to compare treatment of a
complainant with that of a person who has not made or supported a complaint under the Act.
– Harassment
.Harassment is “unwanted conduct related to a relevant protected characteristics, which has
the purpose or effect of violating an individual's dignity or creating an intimidating, hostile,
degrading, humiliating or offensive evironment for that individual's dignity or creating an
intimidating, hostile, degrading, humiliating or offensive environment for that individual.
Employees will now be able to complain of behavior that they find offensive even if it is ot
directed at them, and the complainant need not possess the relevant
characteristicthemselves. Employees are also protected from harassment because of
perception and association.
– Further information about the protected characteristics: Key points under the Equality Act
2010.
 – Age
.The Act protects people of all ages. However, there may be grounds to justify that different
treatment because of age was not unlawful direct or indirect discrimation if youy can
demonstrate that it was a proportionate means of meeting a legitimate aim.
– Disability
.The Act has made it easier for a person to show that they are disabled and protected from
disability discrimination. Under the Act, a person is disabled if they have a physical or
mental impairment which has a substantial and long term adverse effect on their ability to
carry out normal day-to-day activities which would include things like using a telephone,
reading a book or using public transport.
– Gender reassignment
.The Act provies protection for transexual people. A transexual person is someone who
proposes to starts or has completed a process to change his or her gender. The Act no longer
requires a person to be under medical supervision to be protected -e.g., a woman who
decides to live as a man, but does not undergo any medical procedures, would be covered.
– Marriage and civic partbership
.The Act protects employees who are marrie or in a civic partnership against disc -
rimination. Single people are not protected
– The Pregnancy Discrimination Act of 1975
.Makes it illegal to refuse to employ a woman because of pregnancy, childbirth or a related
medical condition. The basic principle of the Act is that a woman affected by pregnancy or
other related medical condition must be treated
the same as any other applicant in the recruitment and selection process.
– Race
.For the purpose of the Act “race” includes color, nationality and ethnic or national origins
will be protected.
– Religion or Belief
.In the Equality Act, religion includes any religion. It also includes no religion, in other
words employees or jobseekers are protected if they do not follow a certain religion or have
no religion at all. Additionally, a religion must have a clear structure and belief system.
Belief means any religious or philosophical belief, including no belief, to be protected, a
belief must satisfy various criteria, including that is a weighty and substantial aspect of
huamn life and behavior. Denominations or sects within a religion can be considered a
protected religion or religious belief. Discrimination because of religion or belief can occur
even where both the discriminator and reciient are of the same religion or belief.

TOPIC 4.ONLINE AND SOCIAL MEDIA RECRUITMENT TOOLS

Social media recruiting is a recruitment strategy that combines elements of employer branding and
recruitment marketing to connect with and attract active and passive candidates on the digital platforms
they frequent.
Recuriting the best talent takes much more than posting a job to your careers pages and waiting for
the candidates to roll in, to connect with the best people you have to go where they go, and these days
that means social media. Instead of taking our word for it, here are a few social media and recruitment
statistics you should consider.
7 (more) REASONS YOU SHOULD BE USING SOCIAL MEDIA FOR RECRUITMENT:
 1. Boost Recruitment Marketing Efforts
There are a variety of mediums and sources you can utilize your recruitment marketing efforts,
but social media can take your efforts to the next level, reaching millions of skilled candidates
across globe in secnds.
2. Tailor Your Recruiting Efforts
Social media platforms provide myriad options for teaching specific groups of people, allowing
you to target the candidates most suited for your roles. Narrowing the applicant poor early in
the recruiting process will let you spend more time focusing on the best applicants.
3. Create and Repurpose A Variety of Content
There is no limit to the content you can create in your social media recruiting efforts from the
written word and compelling imagery to video and interactive content, the sky is the limit,
while video content has become the newest trend, with 76% of companies using video reporting
an increase in traffic, it's important to keep in mind that different content will perform better on
certain platforms so you'll want to do some research to figure out what resonate best with your
target candidates.
4. Promote Your Employer Brand
69% of job seekers say that a company's reputation is a critical factor when considering a new
job. So critical, in fact, that 84% of people who are currently employed say that they would
consider leaving their job if another comoany with a better reputation name calling. Social
media is an excellent resource to promote your employer brand to potential employees that may
not be looking at your job descriptions.
5. Increase Your Reach
Unless you're one of the few companies lucky enough to have candidates lining up for your
jobs, it's imperative that you reach as many potential candidates as possible.Simply put, the
more qualified candidates you reach, the greater you odds of making a great hire.
6. Connect with Passive Candidates
Today, 70% of the workforce are passive candidates though they may be open to new
opportunities, they aren't actively looking which means traditional recruiting methods will be
virtually useless. Social media recruiting allows you to get roles in front of millions of
candidates that you would never reach otherwise.
Even better, because social media is both so broad and direct in the audiences it allows you to
reach, you can connect with specific audiences on an individual level,leading to a more
personalized experience for candidates.
7. Get to Know Candidates Beyond Their Resumes
The traditional resume may be great at summarizing a candidate's professional background, but
it offers little insight into who they actually are as a person. Social media recruiting allows you
to develop a more comprehensive understanding of candidates, inclduing their personality,
interests and mutual coooperation

ASSESSMENT GUIDE:

1.Why do you need a hiring strategy?

2.Explain in your words what is an employee recruitment strategy.
3.What are the types of discrimination? Discuss at least 3 issues.
4.Discuss in your own words the three most important reasons why social media is important in
recruitment job applicants.
GOOD LUCK!
God Bless and stay safe always!