Recruitment

Introduction
Recruiting
Once an organization identifies its
human resource needs through
employment planning, it can begin the
process of recruiting potential
(possible) candidates for actual or
anticipated (expected ) organizational
vacancies.
 Introduction

Recruiting brings together

those with jobs to fill and
those looking for jobs.
 Recruiting Goals
To provide information that will attract a
significant pool of qualified candidates and
discourage unqualified ones from
applying.
 Recruiting Goals

Factors that affect recruiting efforts

Organizational size
Employment conditions in the area
Working conditions, salary and benefits
offered
Organizational growth or decline
 Recruiting Goals
Constraints on recruiting efforts
include:
Organization image
Job attractiveness
Internal organizational policies
Government influence, such as
discrimination laws
Recruiting costs
 Recruiting: A Global
Perspective
For some positions, the whole world is a
relevant labor market.
Home-country nationals are recruited
when an organization is searching for
someone with extensive company
experience to launch a very technical
product in a country where it has never
sold before.
 Recruiting: A Global
Perspective
Host-country nationals (HCNs) are
targeted as recruits when companies want
each foreign subsidiary to have its own
distinct national identity.
In some countries, laws control how many
expatriates a corporation can send.
HCNs minimize potential problems with
language, family adjustment and hostile
political environments.
 Recruiting Sources
Sources should match the position to be filled.
The Internet is providing many new opportunities
to recruit and causing companies to revisit past
recruiting practices.
Sources:
Internal Searches
Employee Referrals/
Recommendations
External Searches
Alternatives
 Recruiting Sources
The internal search
Organizations that promote
from within identify current
employees for job openings:
by having individuals offer for
jobs
by using their HR management
system
by utilizing employee referrals
 Recruiting Sources
The internal search
Advantages of promoting from within include
good public relations
morale building
encouragement of ambitious employees
availability of information on existing employee
performance
cost-savings
internal candidates knowledge of the organization
the opportunity to develop mid- and top-level
managers
 Recruiting Sources
The internal search
Disadvantages include:
possible infighting of internal candidates
decreases morale of those not selected
potential inbreeding
 Recruiting Sources
Employee referrals/recommendations
Current employees can be asked to recommend
recruits.
Advantages include:
the employees motivation to make a good
recommendation
the availability of accurate job information for the
recruit
Employee referrals tend to be more acceptable
applicants, to be more likely to accept an offer and to
have a higher survival rate.
 Recruiting Sources
Employee
referrals/recommendations
Disadvantages include:
the possibility of friendship
being confused with job
performance
the potential for nepotism
may reduce diversity
the potential for adverse impact
 Recruiting Sources
External searches
Advertisements: Must decide type and location
of ad, depending on job; decide whether to focus
on job (job description) or on applicant (job
specification).
Three factors influence the response rate:
identification of the organization
labor market conditions
the degree to which specific requirements are listed.
Blind box ads dont identify the organization.
 Recruiting Sources
External searches
Employment agencies:
Public or state employment services focus on
helping unemployed individuals with lower
skill levels to find jobs.
Private employment agencies provide more
comprehensive services and are perceived to
offer positions and applicants of a higher
caliber.
Fees may be paid by employer, employee or both.
 Recruiting Sources
External searches
Employment agencies:
Management consulting, executive search
or headhunter firms specialize in executive
placement and hard-to-fill positions.
Charge employers up to 35% of the first year
salary
Have nationwide contacts
Do thorough investigations of candidates
 Recruiting Sources
External searches
Schools, colleges, and
universities:
May provide entry-level or
experienced workers through
their placement services.
May also help companies
establish cooperative education
assignments and internships.
 Recruiting Sources
External searches
Unsolicited applicants (Walk-
ins): May provide a stockpile of
prospective applicants if there are
no current openings.
Cyberspace Recruiting: Nearly
four out of five companies use the
Internet to recruit employees.
Commercial job-posting services
continue to grow.
 Recruiting Sources
Recruitment alternatives
Temporary help services.
Temporary employees help organizations meet short-
term fluctuations in HRM needs.
Older workers can also provide high quality temporary
help.
Employee leasing.
Trained workers are employed by a leasing company,
which provides them to employers when needed for a
flat fee.
Typically remain with an organization for longer
periods of time.
 Recruiting Sources
Recruitment alternatives
Independent contractors
Do specific work either on or off the
companys premises.
Costs of regular employees (i.e. taxes and
benefits costs) are not incurred.
 Meeting the Organization
View getting a job as your job at the moment.
Preparing Your Resume
Use quality paper and easy to read type.
Proofread carefully.
Include volunteer experience.
Use typical job description phrases.
Use a cover letter to highlight your greatest strengths.
Dont forget about networking as an excellent
way of gaining access to an organization.
Thankyou