Session

4
Recrui-ng in Labour
Markets
 Learning Outcomes
•  Iden%fy different ways that labour markets can be iden%fied
and approached
•  Discuss advantages and disadvantages of internal and
external recrui%ng
•  Specify three internal sources for recrui%ng and issues
associated with their use
•  List and briefly discuss five external recrui%ng sources
•  Explain why Internet recrui%ng has grown and how
employers are conduc%ng it
•  Discuss three factors to consider when evalua%ng recrui%ng
efforts
 Introduc-on
Recruitment is the process of genera%ng a pool of qualified
applicants for organisa%onal jobs

Recruitment
Employers bring Individuals
with jobs to fill seeking jobs
together
 Strategic Recrui-ng
•  To recruit, HR to:
–  Know the industry and have access to qualified
employees
–  Iden%fy keys to success in the labour market
–  Cul%vate networks and rela%onships with prospec%ve
employees
–  Promote the company brand
–  Measure the effec%veness of recrui%ng efforts

•  Recrui%ng should be viewed as part of strategic HR planning

 Strategic Recrui-ng Stages

Strategic
Organisa%onal Recrui%ng
HR planning recrui%ng
responsibili%es methods
decisions
Labour Market Components

Labour Force Popula%on

Applicant Popula%on

Applicant
Pool

Individuals
Selected
Strategic Recrui-ng Decisions
Organisa%on-
based vs
Outsourced

Recrui%ng Non-
Recrui%ng
tradi%onal
Presence
Workers

Strategic
Recrui%ng
Decisions
Regulatory Training of
Requirements Recruiters

Staffing Needs
 Recrui-ng Efforts
Factors Characteris%cs of organiza%on
affec%ng
recrui%ng Labour market condi%ons
efforts
How recrui%ng is done

Characteris%cs of job

Working condi%ons, salary and benefits

Organisa%on policies

Organisa%on growth

Government policy and laws

Recrui%ng costs
 Recrui-ng Source
Internal Source
Advantages Disadvantages

•  Boost morale of promotee •  Poten%al “inbreeding” results

•  Knowledge of exis%ng employee •  Possible inferiority of internal

performance candidates
•  Recrui%ng costs are lower for •  Those not promoted may
some jobs experience morale problems
•  Candidates’ knowledge of the •  Employees may engaged in
organiza%on ‘poli%cal’ infigh%ng for
promo%ons
•  Opportunity to develop mid- and
top-level managers
 Recrui-ng Source
External Source
Advantages Disadvantages

New “blood” bring new perspec%ves The firm may not select soomeone
who will fit the job or the
organisa%on
Training new hires is cheaper and The process may cause morale
faster because of prior experience problems for internal candidates
not selected
The new hire has no group of The new employee may require a
“poli%cal supporters” in the longer adjustment or orienta%on
organisa%on %me
The new hire may bring new
industry insights
 Internal Sources

Internal recrui%ng methods

•  Employee databases
•  Job pos%ng
•  Promo%ons and transfers
•  Current employee referrals
•  Re-recrui%ng of former employees and applicants
 External Sources

External recrui%ng methods

•  Schools, colleges and universi%es

•  Employment agencies and headhunters
•  Professional and trade associa%ons
•  Adver%sements
•  Job fairs and special events
•  Unsolicited applicants
 Internet Recrui-ng

Common sites for internet recrui%ng

•  Internet job boards

•  Professional/career websites
•  Employer websites
 Internet Recrui-ng

Advantages Disadvantages

•  Employers save money •  Employers may get more

unqualified applicants
•  Employers save %me •  Some applicants may have
limited internet access
•  Expanded pool of applicants •  Might violate privacy norms
 Evalua-ng Recrui-ng Efforts

Areas that can be measured

•  Quan%ty of recruits
•  Quality of recruits
•  Time required to fill openings
•  Cost of recrui%ng
•  Sa%sfac%on of par%es involved
Improving Effec-veness of Recrui-ng

Technology-aided approaches

•  Resume mining
•  Applicant tracking
•  Employer career websites
•  Internal mobility
Improving Effec-veness of Recrui-ng

Non-technical issues

•  Personable recruiters who communicate well with

applicants
•  Emphasising posi%ves aspects of the job and the
employer within a realis%c job preview
•  Fair and considerate treatment of applicants in the
recrui%tng process
•  Enhancing applicants’ perceived fit with the organisa%on