RECRUITMENT

Chapter Objectives

Explain the external and internal environment of recruitment Discuss the internal and external recruitment factors Describe the recruitment process Describe internal recruitment methods Explain external sources of recruitment Identify external recruitment methods Explain the relevance of a recruitment strategy Describe an applicant tracking system Discuss of Internet recruiting
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Recruitment
The process of attracting individuals on a timely basis, in sufficient numbers, and with appropriate qualifications, and encouraging them to apply for jobs with an organization
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Recruitment
My Definition Identifying, sourcing and recruiting people for an opportunity.

Recruitment

What is the role of a recruiter? Why is it important to have a recruiter? What is the future of recruiting?

Recruitment Sources and Methods

Recruitment sources: Place where qualified individuals are found Recruitment methods: Means by which potential employees can be attracted to the firm
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Recruitment Strategy
Defined direction used to identify source and attract a candidate pool.

Recruitment Strategy
Target Companies

Diversity Sources

Online Communities

Recruitment Strategy Professional Associations Colleges Alumni

Event Recruiting

Outplacement Firms

Execute strategy before outsourcing

External Environment of Recruitment

Labor Market Conditions Legal Considerations Corporate Image

Internal Environment of Recruitment

Human Resource Planning Promotion Policies Firms Knowledge of Employees Nepotism

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Recruiting process overview

Candidates

Need definition Candidate generation Response management

Clients Vendors

Screen & select

Hire

Recruiter (Team)

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Generator Group Recruitment Process

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Methods Used in Internal Recruiting

Job Posting Employee Referrals Internal Job Fairs

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External Recruitment Sources

Why external recruitment? Acquire skills not possessed by current employees Obtain employees with different backgrounds to provide a diversity of ideas

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External Recruitment Sources

Internet Community Colleges Colleges and Universities Competitors and Other Firms Outplacement Firms Military Personnel Consultants or Researcher Professional Associations
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External Recruitment Methods

Advertising Employment Agencies Job Fairs/Virtual Job Fairs Executive Search Firms Target Research

Internships Professional Associations Open Houses Event Recruiting Sign-on Bonuses Company Database Target Internet sites
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Executive Search Firms

Dedicated resource to locate experienced professionals and executives Have established network of professionals Contingency search firms receive fees only upon successful placement Retained search firms receives payment up front, during the project and after successful placement
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Professional Organizations

Specialized organizations for certain professions Serves as a educational resource for that profession Example: SHRM

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Sign-on Bonuses

3 out of 5 companies use signing bonus as recruitment tool Often used when applicant maybe leaving $ on the table Amounts vary depending on the level of position
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Key metrics to monitor and track

[Time-to-hire]

[The total time required for hiring.]

[Quality-of-hire]

[How satisfied an organization is with a hire.]

[Number of vacancies outstanding]

[The total number of job vacancies the company has.]

[Cost-per-hire]

[The total cost associated with a given position and hire.]

[Recruit source effectiveness]

[The effectiveness of each source the company uses to generate candidates.]
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Exercise

Read recruiting dilemma on page 131 Break into groups of three for 10min Develop two - three solution Report back
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Applicant Tracking System

Automates online recruiting Allows companies to track recruiting results

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