RECRUITMENT

Chapter Objectives
• Explain alternatives to recruitment.
• Explain the external and internal
environment of recruitment.
• Describe internal recruitment methods.
• Identify external sources of
recruitment.
• Describe how recruitment methods and
sources are tailored to each other.
• Explain how to recruit for diversity.
 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
 Alternatives to Recruitment
• Outsourcing
• Contingent Workers
• Professional Employer
Organizations--Employee Leasing
• Overtime
 Outsourcing

• Transfers responsibility to an
external provider
• Provides greater efficiency and
effectiveness
Contingent Workers
• Part-timers, temporaries, and
independent contractors
• Staffing companies or
independent contractors
• Fast growing
• Provides greater flexibility
and lower labor costs
• Human equivalent of just-in-
time inventory
 Professional Employer
Organizations--Employee Leasing
• Off-site human resources department
• Puts business owner’s employees on
their payroll
• Leases employees back to company
• Charge from 1-4%
• Small- and medium-sized firms
• Opportunities for job mobility
• Some firms are nationwide
• Loss of employee loyalty
 Overtime

• Most commonly used

method of meeting short-
term fluctuations in work
volume
• Employer avoids
recruitment, selection, and
training costs
• Employees gain from
increased income
• Potential problems
External Environment of
Recruitment
• Labor Market Conditions
• Legal Considerations
• Corporate Image
Internal Environment of
Recruitment

• Human Resource Planning

• Promotion Policies
• Firm’s Knowledge of
Employees
• Nepotism
The Recruitment Process

• Human Resource Planning

• Alternatives to
Recruitment
• Use Internal Sources and
Methods
• Use External Sources and
Methods
• Recruited Individual
Methods Used in Internal
Recruiting

• Employee Databases
• Job Posting
• Job Bidding
External Sources of Recruitment
• High Schools and Vocational Schools
• Community Colleges
• Colleges and Universities
• Competitors and Other Firms
• Unemployed
• Older Individuals
• Military Personnel
• Self-employed Workers
High Schools and Vocational
Schools
• Clerical and other entry-
level operative employees
• Outstanding training
programs
• Some companies work
with schools
• Companies may loan
employees to schools
Community Colleges
• Employment needs in
their local labor
market
• Designed for terminal
education and
preparation for a
four-year degree
• Often have excellent
mid-management
programs
Colleges and Universities
• Professional,
technical, and
management
employees
• Placement directors,
faculty, and
administrators
 Competitors and Other Firms
• Five percent of working population
is either actively seeking or
receptive to change
• Smaller firms look for employees
trained by larger organizations
 Unemployed
• Qualified applicants become
unemployed every day
• Companies go out of business
• Cut back operations
• Merge with other firms
• Employees are fired
• Former employees coaxed out
of retirement
Older Individuals
• Valuable source of
employees
• Perform some jobs
extremely well
• Good work habits
• Lower absenteeism rates
• Higher levels of
commitment
Military Personnel

• Defense Outplacement
Referral System (DORS)
• Transition Bulletin Board
(TBB)
• Proven work history--
flexible, motivated,
drug free
• Goal and team
orientation
Self-Employed Workers
•Technical
•Professional
•Administrative
•Entrepreneurial
External Recruitment Methods
• Advertising
• Employment
Agencies - Private
and Public
• Recruiters
• Special Events
• Internships
• Executive Search
Firms
External Recruitment Methods
(Continued)
• Professional Associations
• Employee Referrals
• Unsolicited Walk-In Applicants
• Open Houses
• Event recruiting
• Virtual Job Fairs
• Sign-In Bonuses
 Advertising
• Communicates firm’s employment
needs
• Should indicate how to respond
• Previous experience with various media
suggest the approach taken
• Certain media attract more
homogeneous audiences
• Professional groups publish journals
Employment Agencies - Public
and Private
• Help firms recruit employees and
aid individuals to locate jobs
• Best known for recruiting
white-collar employees
• One-time fee may discourage
candidate
• Some private agencies deal
primarily with firms that pay fee
Employment Agencies - Public
and Private -- (Continued)
• Each state operates public
employment agencies
• Receive overall policy direction
from the U.S. Employment Service
• Public employment agencies best
known for recruiting and placing
individuals in operative jobs
 Recruiters
• Used with technical, vocational,
community colleges, colleges and
universities
• On-campus recruiting is number one
method for snaring students
• Director of Student Placement is key
campus contact
• Company recruiter plays vital role
• Videoconferencing system used
 Special Events
• A single employer or group of
employers attempt to attract a large
number of applicants for interviews
• Meet a large number of candidates in a
short time
• Job fairs offer lower cost per hire than
traditional approaches
 Internships
• Places student in a temporary job
• Used as a recruiting technique
• No obligation to hire student
permanently or for student to accept a
permanent position
• Typically a temporary job for summer
or a part-time job during school year
• Students bridge gap from theory to
practice
 Executive Search Firms
• Locate experienced professionals and
executives
• Need specific types of individuals
• Sophisticated profession serving greatly
expanded role
• Assist in determining HR needs,
establishing compensation packages,
and revising organizational structures
• Client pays expenses, as well as fee
Professional Organizations
• Recruitment and
placement services for
members
• Society for Human
Resource Management
operates job referral
service
Employee Referrals
• Important role in
recruitment process
• Referrals better
qualified and stay
on job longer
• Recruit new hires
through employee-
referral incentive
programs
Unsolicited Walk-In Applicants
• Reputation of being a good
place to work attracts qualified
prospects without extensive
recruitment
• Well-qualified workers seek
specific company
 Open Houses
• Pair potential hires and managers
in warm, casual environment that
encourages on-the-spot job offers
• Cheaper and faster than agencies
• May attract more unqualified
candidates
 Event Recruiting

• Opportunity to create image of

company
• Attend events where recruits are
likely to be
Virtual Job Fairs

• Students are interviewed

face-to-face by recruiters
using computers that use
cameras to send head-
and-shoulder images
• Recruiters visit schools
without leaving office
Sign-In Bonuses

• 3 out of 5 companies
use signing bonus as
recruitment tool
• Used where severe
shortages of highly
skilled workers exist
• Dollar amounts vary
dramatically
Tailoring Recruitment Methods
to Sources

• Tailored to need each firm’s needs

• Recruitment sources and methods
vary according to position being
filled
other firms
universities
College and
High schools

Unemployed
Self-Employed
Competitors and
Vocational schools
Community colleges
Advertising

X X
Private agencies
Public agencies
Recruiters
Special events
Internships
X
Executive search firms
Unsolicited applications
X
Professional associations
Employees referrals
Automated applicant
tracking system
Resume databases
Recruitment Methods and Sources
Recruitment for Diversity
• Analysis of recruitment
procedures
• Utilization of minorities,
women, and individuals
with disabilities
• Advertising
• Employment agencies
• Other suggested
approaches