CHAPTER 4 - RECRUITMENT

Learning Objectives:

1. Discuss the need for forecasting human resource needs and

techniques for forecasting.
2. Explain the steps to an effective recruitment strategy.
3. Develop a job analysis and job description.
KEEPING UP WITH THE GROWTH
Over the last 2 years, the company where
Melinda works as HR Manager, Dragon
Enterprises, has seen plenty of growth.

Melinda develop a job analysis questionnaire,

which she had all employees fill out using the
website SurveyMonkey.

Her goal was to create a job analysis for each position that existed
at the company, keeping in mind the equal employment
opportunity laws and the company’s position on a diverse
workforce.
KEEPING UP WITH THE GROWTH
Job analysis should be tied to the job description, and both
of these should be tied to the job qualifications.

To recruit for these positions, a recruitment plan is needed.

1. Send an e-mail to all employees asking them to refer a friend and receive a $500 bonus.
2. Work with a recruiting company to find a specialized talent in management.
3. Used Twitter and Facebook.

After 3 weeks, Melinda had 54 applications for

the management positions, 78 for the office
positions, and 110 for the factory floor
positions.
RECRUITMENT
process that provides the
organization with a pool of
qualified job candidates from
which to choose.

process of identifying, PEOPLE

attracting, interviewing, MANAGEMENT
selecting, hiring, and on within an organization
boarding.
RECRUITERS
1. Executive Search Firm
Focused on high-level positions (management and CEO roles)
Typically charge 10-20 percent of the first year salary

2. Temporary Recruitment or Staffing Firm

Provide employees for a temporary or short-term contracts to an organization
The firm pays the salary of the employees and the company pays the recruitment firm

3. Corporate Recruiter
An employee working within a company and focuses entirely on recruiting for the
manpower needs of the company
RECRUITMENT PROCESS
1. Planning
2. Sourcing
3. Screening
4. Selecting
5. Hiring
6. Onboarding
1. PLANNING
1. Identify the hiring need
Filling the vacant position, manage team’s workload, or expand the reach
of organization tasks

2. Devise a Recruitment Plan

Steps, communication, publicizing the new position, criteria

3. Write a Job Description

Job requirements, qualifications, characteristics and required experience
JOB ANALYSIS
is a formal system developed to determine what
tasks people actually perform in their jobs.

Fitting the right person to the right job

JOB ANALYSIS: SELECTION CRITERIA
K - knowledge
Credentials needed - proof or
documentation that an individual possesses certain
S - skills competencies (diplomas, certifications, and licenses)

A - abilities
Personal characteristics - individual’s traits or willingness/ability
to adapt to the environment (e.g. work ethic, assertiveness, willingness to work OT, etc)

assesses training needs and to develop and evaluate

training programs
develop performance appraisal forms
2 TYPES OF JOB ANALYSIS
1) Task-Based Analysis
focuses on the duties of the job, specific tasks

write performance evaluations for employees

prepare reports
answer incoming phone calls
assist customers with product question
cold-call three customers a day
2 TYPES OF JOB ANALYSIS
2. Competency Analysis
focuses on specific knowledge and abilities an
employee must have to perform the job.

able to utilize data analysis tools

able to work within teams
adaptable
innovative
JOB DESCRIPTION
is a list of tasks, duties, and responsibilities of a job.

Components:

job functions (task the employee performs)

knowledge, skills, and abilities (what an employee is expected
to know and be able to do, as well as personal attributes)

education and experience required

physical requirements of the job (ability to lift, see, or hear)

TIPS IN WRITING JOB DESCRIPTION
1) Be sure to include the pertinent information: title, department, reports to,
duties and responsibilities, terms of employment, and qualification needed.

2) Think of the job description as a snapshot of the job.

3) Communicate clearly and concisely.

4) Make sure the job description is interesting to the right candidate

applying for the job.

5) Avoid acronyms.

6) Do not try to fit all job aspects into the job description.

7) Proofread the job description.

JOB SPECIFICATIONS
is a list of recommended qualities for a person to qualify
for and success in a position.
- help provide more insight into what skills a candidate will
use in a role rather than what tasks they will do
Elements:
1) Required Experience
2) Required Education
3) Required certification or credentials
4) Required skills
5) Personality traits
6) Demands
2. SOURCING
1. Advertise the Position

A. Internal sourcing people who are already working for the

company.

head hunting, social networking websites,

B. External referral, job fair, campus recruiting, professional
associations, events, special/specific interest
groups.
2. SOURCING
2. Recruit the Position
involves filling vacancies with existing employees from within an
A) Internal organization.
the organization hire an exclusive recruiting firm to find candidates until the
B) Retained position is filled.
recruiting firm, no upfront fee, but instead receives payment only when the
C) Contingency clients they represent are hired by an organization.
recruiters work for staffing agencies, matches applicants with qualified job
D) Staffing openings, and usually focus on short-term or temporary employment
positions.
employer-sponsored which helps former employees transition into new
E) Outplacement jobs.
employee is encouraged to seek employment with a different organization
F) Reverse that offers a better fit for their skill set
ADVANTAGES & DISADVANTAGES OF RECRUITING METHODS

RECRUITMENT
ADVANTAGES DISADVANTAGES
METHOD
Outside recruiters, executive
Expensive, less control over final candidates
search firms, & temporary Can be time saving to be interviewed
employment agencies
C a m p u s r e c r u i t i n g / Can hire people to grow with the organization, Time consuming, only appropriate for certain
educational institutions plentiful source of talent types of experience levels
Professional organizations Maybe a fee to place an ad, Maybe time
Industry specific, networking
and associations consuming to network
Could be too broad, Be prepared to deal with
Websites/internet recruiting Diversity friendly, low cost, quick hundreds of resumes
Social Media Inexpensive Time consuming, overwhelming response
Can be expensive, may not be the right
Events Access to specific target markets of candidates
target market
ADVANTAGES & DISADVANTAGES OF RECRUITING METHODS
RECRUITMENT
ADVANTAGES DISADVANTAGES
METHOD
Research required for specific SIGS tied to
Specific Interests Groups Industry specific
jobs
Referrals Higher quality people, retention Concern for lack of diversity, Nepotism
Unsolicited resumes and Inexpensive, esp with time-saving keyword
Time consuming
applications keyword resume search software
Internet &/or traditional
Can target a specific audience Can be expensive
advertisements
For smaller org, does not need to administer
Employee Leasing compenben, as this is handled by leasing Possible costs, less control
company
P u b l i c E m p l o y m e n t Potential ability to recruit a more diverse May receive many resumes which can be
Agencies workforce, no cost since its a govt agency time-consuming
May not apply to some jobs or industries,
Labor Unions Access to specialize skills
builds relations with the union
3. SCREENING

1. Review Applications

review and eliminate any candidate who does not

meet the minimum requirements for the position or
the company (short listing)
3. SCREENING
2. Interview

Phone Interview - determine if applicants possess

the requisite qualifications to fill the position & align
with organizations’s culture and values.

In-Person Interview - one-on-one between

applicant and recruiter and hiring manager, and focus
on experience, skills, work history, and availability
3. SCREENING
Additional Interview - with management, staff,
executives, & other members of the organization or
group interviews with the hiring committee, and focuses
on a specific topic or aspect of the job and in-depth
conversation on candidates qualifications and
experience.

Final Interview - usually conversations with the

company’s senior leadership.
3. SCREENING

3. Applicant Assessment

standardized tests to measure personality

traits, problem-solving ability, reasoning,
reading comprehension, emotional intelligence,
and more
4. SELECTING
1. Background Check
r e v i e w c a n d i d a t e ’s c r i m i n a l r e c o r d , v e r i f y
employment history and eligibility, run credit check,
and sometime check social media accounts
(Facebook, Twitter, Instagram, etc).

2. Medical Check
physical check-up, including drug testing,
pregnancy testing.
4. SELECTING
3. Reference Check

verify any pertinent information

shared by the candidate about
previous employment (job performance,
experience, responsibilities, workplace conduct,
etc) or if fresh graduate, last school
attendance (registrar, professor or instructor)
5. HIRING
1. Job Offer
an offer letter containing position’s salary, benefits,
paid time off, start date, potential severance pay,
working remotely policy (work equipment), and other
terms and conditions of employment.
2. Hiring
After acceptance of the job offer, begins a process of filling out
paperwork related to employment (contract of employment,
withholding forms), submission of pre-employment requirements
(government mandated numbers, licenses, certifications, and others).
6. ONBOARDING
1) Orientation seminar

company code of conduct, policies, culture,

vision and mission, values, and others).
6. ONBOARDING
2) Welcome Kit

welcome letter, uniforms, identification card,

copy of COC, etc)

3) Introduction to staff, officers and

executives of the company.
RECRUITMENT COST
Cost per hire = advertising costs + recruiter costs +
referral costs + social media costs + event costs

Where: your need to fill 3 = 400 + 700 + 500

positions
= 1,600/3
Advertising costs = 400
= 533 cost per hire
Temporary agency costs = 700
Referral fee = 500
RECRUITMENT COST
Yield Ratio = percentage of applicants from one
source who can make it to the next stage in the selection
process

Example: = 52 interviewed / 200 resumes

= 26%