5-1

Recruitment

Staffing Activities:
External Recruitment
By
Sudhir tiwari
Compliance Coordinator
 5-2

Staffing Organizations Model

Organization
Vision and Mission
Goals and Objectives

Organization
OrganizationStrategy
Strategy HR
HRand
andStaffing
StaffingStrategy
Strategy

Staffing Policies and Programs

Support Activities Core Staffing Activities
Legal compliance Recruitment: External, internal

Planning Selection:
Measurement, external, internal

Job analysis Employment:

Decision making, final match
Staffing System and Retention Management
 5-3

Chapter Outline
 Recruitment Planning  Applicant Reactions
 Organizational Issues  Transition to Selection
 Administrative Issues
 Recruiters

 Strategy Development
 Open vs. Targeted
Recruitment
 Recruitment Sources
 Choice of Sources
 Searching
 Communication Message
 Communication Medium
 5-4

Recruitment Planning: Organizational Issues

 In-house vs. external recruitment agency

 Many companies do recruiting in-house
 Recommended approach for large companies
 Smaller companies may rely
on external recruitment agencies
 Individual vs. cooperative recruitment alliances
 Cooperative alliances involve arrangements to share
recruitment resources
 Centralized vs. decentralized recruitment
 5-5

Recruitment Planning: Administrative Issues

 Requisitions
 Exh. 5.1: Personnel Requisition
 Number of contacts
 Yield ratio - Relationship of applicant inputs to
outputs at various decision points
 Types of contacts
 Qualifications to perform job must be clearly
established
 Consideration must be given to job search and choice
process used by applicants
 5-6

Recruitment Planning: Administrative Issues

(continued)
 Recruitment budget
 Exh.5.2: Example of a Recruitment Budget for 500
New Hires
 Development of a recruitment guide
 Exh. 5.3: Recruitment Guide for Director of Claims
 Process flow and record keeping
 Selecting recruiters

 Training recruiters

 Rewarding recruiters
 5-7

Considerations Related to Recruiters:

Selection
 Desirable characteristics of recruiters
 Strong interpersonal skills
 Knowledge about company, jobs,
and career-related issues
 Technology skills
 Enthusiasm

 Various sources of recruiters

 HR professionals
 Line managers
 Employees
 5-8

Considerations Related to Recruiters:

Training and Rewards
 Training
 Traditional areas of training
 Interviewing skills, job analysis, interpersonal skills, laws,
forms and reports, company and job characteristics, and
recruitment targets
 Nontraditional areas of training
 Technology skills, marketing skills, working with other
departments, and ethics
 Rewards
 Performance must be monitored and rewarded
 Effectiverecruiter behaviors
 End results
 5-9

Open vs. Targeted Recruitment

 Open recruitment
 Targeted recruitment
 Key KSAO shortages  Employment
discouraged
 Workforce diversity
gaps  Reward seekers
 Passive job seekers  Former employees
 Former military  Reluctant applicants
personnel
 5-10

Recruitment Sources
 Unsolicited  Executive search firms
 Employee referrals and  Professional associations
networks and meetings
 State Employment
 Advertisements
services
 Recruiting online  Outplacement services
 Colleges and placement  Community agencies
offices
 Job fairs
 Employment agencies  Co-ops and internships
 5-11

Approaches to Recruiting Online

 Job postings on Internet job boards

 Searching Web-based databases

 Exh. 5.4: List of Recruiting Web Sites

 Job postings on organization’s Web site

 Mining databases
 5-12

Innovative Recruitment Sources

 Religious organizations
 Interest groups
 Realtors

 Senior networks
 5-13

Effectiveness of Recruitment Sources

 Effectiveness

 Involvesassessing impact of sources on increased

employee satisfaction, performance, and retention
 Research results
 Most effective
 Referrals,
job postings, rehiring of
former employees
 Least effective
 Newspaper ads, employment agencies
 5-14

Searching: Communication Message

 Jobrequirements and rewards matrices
 Type of messages
Realistic recruitment message -- RJP
 Exh. 5.5: RJP for Elementary School Teachers
Branding
Targeted messages
 Choice of messages
Nature of labor market
Vacancy characteristics
Applicant characteristics
 5-15

Searching: Communication Medium

 Recruitment brochures  Telephone messages
 Videos and  Organizational Web sites
videoconferencing
 Radio
 Advertisements
 Types of ads
 E-mail
 Classified ad
 Classified display ad
 Display ad
 Online ad
 5-16

Applicant Reactions
 Reactions to recruiters
 Influence of recruiter vs. job characteristics
 Influence of recruiter on attitudes and behaviors

 Demographics of recruiters

 Influential recruiter behaviors

 Reactions to recruitment process

 Relationship of screening devices to job
 Delay times in recruitment process

 Funding of recruitment process

 Credibility of recruiter during recruitment process

 5-17

Transition to Selection
 Involves making applicants aware of
 Next steps in hiring process
 Selection methods used and instructions
 Expectations and requirements
 5-18

Ethical Issues
 Issue 1
 Many organizations adopt a targeted recruitment
strategy. For example, Home Depot has targeted
workers 50 and above in its recruitment efforts, which
include advertising specifically in media outlets
frequented by older individuals. Other organizations
target recruitment messages at women, minorities, or
those with desired skills. Do you think targeted
recruitment systems are fair? Why or why not?