HR Management 1

CHAPTER 6
RECRUITING
EMPLOYEES
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LEARNING OBJECTIVES
• Define recruitment
• Discuss job analysis, human resource planning,
and recruitment
• Explain the purpose of a personnel requisition
form
• Describe the advantages and disadvantages of
using internal methods of recruitment
2
This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part..
LEARNING OBJECTIVES
• Discuss job posting and bidding

• Describe the advantages and disadvantages of
using external methods of recruitment
• Define realistic job previews
• Explain organizational inducements
• Outline some specific EEOC recommendations
for job advertising
3
RECRUITMENT
• Process of seeking and attracting a pool of

people from which qualified candidates for job
vacancies can be chosen
• Methods to be used in recruiting effort are
determined from:
• Human resource planning process
• Requirements of the specific jobs to be filled
4
RECRUITMENT
• Options available to organizations other than

recruitment
• Temporary workers
• Offering overtime to existing employees
• Subcontracting the work to another organization
• Leasing employees
• Outsourcing work
5
FIGURE 6.1 - RELATIONSHIPS AMONG JOB
ANALYSIS, HUMAN RESOURCE PLANNING,
RECRUITMENT, AND SELECTION
6
PERSONNEL REQUISITION FORM
• Describes the reason for the need to hire a new

person and the requirements of the job
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SOURCES OF QUALIFIED
PERSONNEL
• Internal source - Someone already employed by
the organization
• Advantages
• Organization has a good idea of strengths and
weaknesses of its employees
• Performance evaluations of employees are
available
• More accurate data are available concerning
current employees
• Employees know more about organization and
how it operates
8
PERSONNEL
• Recruitment from within can have a significant, positive
effect on employee motivation and morale when it
creates promotion opportunities or prevents layoffs
• Most organizations have a sizable investment in the
workforce
• Disadvantages
• Intense infighting for promotions can have a negative
effect on morale and performance of employees not
promoted
• Inbreeding of ideas
9
PERSONNEL
• Issues of promoting from within
• Organization needs a strong employee and
management development program to ensure that
its people can handle larger responsibilities
• Desirability of using seniority as the basis for
promotions
10
PERSONNEL
• Job posting and bidding: Informs employees of
job vacancies by posting a notice in central
locations and giving a specified period to apply for
the job
• Job bidders are required to list their qualifications
and reasons for requesting a transfer or promotion
• Unsuccessful bidders are notified by human
resource department and advised as to why they
were not accepted
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PERSONNEL - EXTERNAL SOURCES
• Advertising
• Job advertising: Placement of help-wanted
advertisements in daily newspapers, in trade and
professional publications, or on radio and television
• Employment agencies
• Headhunter: Type of private employment agency that
seeks candidates for high-level, or executive, positions
12
• Temporary help agencies
• People working for employment agencies who are
subcontracted out to businesses at an hourly rate for a
period of time specified by the businesses
• Employee leasing companies
• Provide permanent staffs at customer companies
13
Employee referrals and walk-ins
• Organizations involve their employees in the recruiting process
• Corporate image has an impact on the number and quality of
people who apply to an organization
Campus recruiting
• Recruitment activities of employers on college and university
campuses
Internet recruiting
• Job candidates and managers searching for qualified job
applicants are increasingly relying on the Internet
14
TABLE 6.1 - ADVANTAGES OF
INTERNET RECRUITMENT
15
TABLE 6.1 - DISADVANTAGES OF INTERNET
RECRUITMENT
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ADVANTAGES & DISADVANTAGES -
EXTERNAL SOURCES
Advantages Disadvantages
• Pool of talent much larger • Attracting, contacting, and
in comparison to internal evaluating potential
sources employees is more difficult
• Bring new insights and • Employees hired from
perspectives outside need a longer
• Cheaper and easier to adjustment or orientation
hire technical, skilled, or period
managerial people from • Recruiting from outside may
outside than to train and cause morale problems
develop internally among current employees
17
TABLE 6.2 - ADVANTAGES AND DISADVANTAGES
OF INTERNAL AND EXTERNAL RECRUITING
18
REALISTIC JOB PREVIEW (RJP)
• Method of providing complete job information,

both positive and negative, to the job applicant
• Enables job candidates to self-select out of jobs
that do not meet their expectations
• If individuals are offered and accept a job, RJP
can cause them to be more committed to it
19
FIGURE 6.2 - TYPICAL CONSEQUENCES OF
JOB PREVIEW PROCEDURES
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RECRUITMENT PROCEDURE
• Most large and middle-size organizations have

an employment office within human resource
department
• Consists of recruiters, interviewers, and clerical
personnel
21
RECRUITMENT PROCEDURE
• Role of personnel in the employment office is

crucial
• Walk-ins/write-ins and respondents to advertising
develop an impression through the contacts with
employment office
• Having employees trained in effective
communication and interpersonal skills is essential
22
RECRUITING PERSONNEL
• Office manager - Handles the recruitment

function and other responsibilities in small
organizations
• Line managers - Recruit and interview job
applicants in small organizations
23
ORGANIZATIONAL INDUCEMENTS
• Positive features and benefits offered by an

organization to attract job applicants
• Organizational compensation systems
• Career opportunities
• Organizational reputation
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EQUAL EMPLOYMENT
OPPORTUNITY AND RECRUITMENT
• Recruitment procedures for each job category
are analyzed and reviewed to identify and
eliminate discriminatory barriers
• Employee referral and walk-ins - perpetuate the
present composition of an organization’s
workforce
• If minorities and females are not well represented
at all levels of the organization reliance on such
recruitment procedures is a discriminatory practice
25
EEOC SUGGESTIONS
• Content of help-wanted ads should not indicate

any race, sex, or age preference for the job
• Unless age or sex is a bona fide occupational
qualification (BFOQ)
• Organizations are encouraged to advertise in
media directed toward minorities and women
• Campus recruiting visits are to be scheduled at
colleges with minority and female enrollment
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EEOC SUGGESTIONS
• Employers should develop and maintain

contacts with minority, female, and community
organizations as sources of recruits
• Contact nontraditional recruitment sources, such
as organizations that place physically and
mentally handicapped persons
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CHAPTER 6

• Discuss job posting and bidding

• Process of seeking and attracting a pool of

• Options available to organizations other than

• Describes the reason for the need to hire a new

• Method of providing complete job information,

• Most large and middle-size organizations have

• Role of personnel in the employment office is

• Office manager - Handles the recruitment

• Positive features and benefits offered by an

• Content of help-wanted ads should not indicate

• Employers should develop and maintain

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