Management

Chapter-07

The Organizing Process

Attracting Human Resources:
Staffing: Recruitment

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 Slide-01
Chapter-07
Chapter Outline:
1. Introductory remarks.
2. Defining recruitment.
3. Purpose that recruitment helps to achieve.
4. Sources of obtaining job applicants: External and
internal.
5. Methods of recruitment: Traditional and non
traditional.
6. Current trends
7. Legal considerations.
Sources: 1. Managing Human Resources
By
Randall S. Schuler (Chapter-09)

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 Slide-02
Meaning of Recruitment
Recruitment is the set of activities used to obtain a pool of
qualified job applicants. In other words, recruitment finds the
organization its most important asset – its human resources.
Recruitment includes several key activities such as: 1. determining
the organization’s long and short-range needs; 2. developing
effective recruiting materials; 3. developing a systematic and
integrated program of recruitment in conjunction with other HR
activities and with the cooperation of line managers; 4. obtaining a
pool of qualified job applicants; 5. recording the number and
quality of job applicants produced by the various sources and
methods of recruiting; and 6. following up on applicants, those
hired and not hired, in order to evaluate the effectiveness of the
recruiting effort. Finally all these activities must be accomplished
within the proper legal context.

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 Slide-03
Purposes that Recruitment Helps to Achieve
•Determine the present and future recruitment needs of the
organization in conjunction with HR planning and job
analysis activities.
•Increase the pool of potentially qualified job applicants at
minimum cost.
•Increase the success rate of the selection process by
reducing the number of obviously under qualified job
applicants.
•Reduce the probability that job applicants, once recruited
and selected, will leave the organization after only a short
period of time.

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 Slide-03 (Contd.)
Purposes that Recruitment Helps to Achieve

•Increase organizational and individual effectiveness in

the short and long term.
•Evaluate the effectiveness of various recruiting
techniques and sources for all types of job applicants.
•Meet the organization’s responsibility for affirmative
action programs and other legal and social
considerations regarding the composition of its
workforce.

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 Slide-04
Sources of Obtaining Job Applicants
1. Internal Sources:
a. Promotions.
b. Transfers.
c Job rotation.
d. Rehires.
e. Recalls.
2. External Sources:
a. Employee referrals.
b. Walk – in.
c. Employment agencies.
d. Temporary help agencies.
e. Trade associations and unions.
f. Academic institutions.

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 Slide-05
Methods of Recruitment
Traditional methods:
1. Newspaper and trade journals.
2. Radio and television.
3. Computerized services and Internet.
4. Acquisitions and mergers.
Non-traditional methods:
[A new idea to increase the pools of qualified job applicants
and at the same time to ensure their staying back]
1. Conveying job and organizational information
realistically.
2. Impact of socialization.
3. Job assignment : Supervisor's role.

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 Slide-06
Current Trends
1. Recruiting in diverse work force: The rapidly changing
demographics of the US population has created a mosaic of
people. Consequently, organizations are looking at labor
force that varies by age, gender, nationality, ethnic and
cultural background and physical abilities. To facilitate the
entry of this broad array of people into the world of work,
firms are using many methods, they continuously scan the
environment, keep themselves aware on diversity issues, and
look for new ways to recruit populations that may have been
overlooked in standard approach of recruitment.

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 Slide-06 (Contd.) I
Current Trends
2. Truth in - hiring: Ethics in recruitment the HR
department is in carnal position to ensure that line managers
and others involved in recruitment are aware of the law, and
that they do not make exorbitant business. They must
remember that the short-term and the long-term implication
of the contract of trust they held with job applicant – for
ethical and legal considerations.

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 Slide-07
Legal Consideration
Fair employment and equal employment laws (in
U.S.A) is directed at all employment decision
concerning hiring, firing, health and safety, and
compensation etc.

However, this law is directly relevant to

recruitment. In the United States law is intended
to ensure proportional and fair representation of
all qualified individuals.

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Thank You.

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