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Recruitment

The Hiring Process


• Recruitment

• Selection

• Socialization
Recruitment

• Process of locating,
identifying, and attracting
capable candidates
• Can be for current or future
needs
• Critical activity for the
corporations.
• What sources do we use for
recruitment
Recruitment definition

• Recruitment is defined as the “process


of identifying the prospective
employees, stimulating and
encouraging them to apply for a
particular job or jobs in the
organization”.
Introduction
• Recruiting is the discovering of
potential candidates for actual or
anticipated vacancies.

• Recruiting brings together those with jobs


to fill and those seeking jobs.
Factors affecting recruitment

 Job attractiveness
QWL
Products & services
Role of TU
Recruiting Goals
• To provide information that will attract a
significant pool of qualified candidates and
discourage unqualified ones from
applying.
Roles and Responsibilities for Recruiting and
Retaining Employees

Line Managers HR Professionals Employees


• With HR, develop • Develop objectives, • Openly discuss
objectives, plans plans objectives
• Understand HR • Design recruitment • Consider all aspects
linkages and retention of HR in career
activities decisions
• Disseminate info to
internal candidates • Evaluate recruitment • Participate in
outcomes recruitment efforts
• Know labor market
trends • Provide training in • Assist in diversity
recruitment efforts
• Abide by laws
• Use exit interviews, • Seek info on
• Facilitate retention
surveys company openings
Recruiting Methods and
Sources
• Research shows no clear differences in
employment experiences of employees
recruited from different sources

• Advantages of Using Multiple Sources


• Increases diversity
• Generates a larger pool of applicants
Recruitment Methods and
Sources

Internal Labor

Promotions Job Postings

Talent
Transfers
inventories
Finding Internal Candidates

Hiring-from-Within
Tasks

Posting open Rehiring former Succession


job positions employees planning (HRIS)

5–11
Internal Sources of Candidates
Advantages Disadvantages

• Foreknowledge of • Failed applicants


candidates’ strengths become
and weaknesses discontented
• More accurate view of • Time wasted
candidate’s skills interviewing inside
• Candidates have a candidates who will
stronger commitment not be considered
to the company • Inbreeding
• Increases employee strengthens
morale tendency to
• Less training and maintain the status
orientation required quo
5–12
Internal Recruitment
• Pros • Cons
– Reduces labor – Limits applicant
costs pool
– Valued by – May cause
employees infighting
– Enhances
reputation as
employer
Recruitment Methods and
Sources

External Labor Market


Trade associations Walk-in applicants
College recruiting Traditional Media
Foreign nationals Employee referrals
Acquisitions/ Employment
Mergers agencies
Internships Internet
Application tracking
system
Employment Agencies

Types of
Employment
Agencies

Public Nonprofit Private


agencies agencies agencies

5–15
Why Use a Private Employment
Agency?
• No HR department: firm lacks recruiting and screening
capabilities to attract a pool of qualified applicants.
• To fill a particular opening quickly.
• To attract more minority or female applicants.
• To reach currently employed individuals who are more
comfortable dealing with agencies than competing
companies.
• To reduce internal time devoted to recruiting.

5–16
Employee Referrals and Walk-ins
• Employee Referrals
– Referring employees become stakeholders.
– Referral is a cost-effective recruitment program.
– Referral can speed up diversifying the workforce.
– Relying on referrals may be discriminatory.
• Walk-ins
– Seek employment through a personal direct approach
to the employer.
– Courteous treatment of any applicant is a good
business practice.
5–17
Recruiting via the Internet
• Advantages
• Cost-effective way to publicize job openings
• More applicants attracted over a longer period
• Immediate applicant responses
• Online prescreening of applicants
• Links to other job search sites
• Automation of applicant tracking and evaluation

• Disadvantages
• Exclusion of older and minority workers
• Unqualified applicants overload the system
• Personal information privacy concerns of applicants
Advantages and Disadvantages of
Internal and External Recruiting Sources

Figure 7–5
FIGURE 5–7 Some Top Online Recruiting Job Boards

5–20
Advertising for Outside Candidates
• The Media Choice
– Selection of the best medium depends on the
positions for which the firm is recruiting.
• Newspapers: local and specific labor markets
• Trade and professional journals: specialized employees
• Internet job sites: global labor markets

• Constructing (Writing) Effective Ads


– Create attention, interest, desire, and action (AIDA).
– Create a positive impression (image) of the firm.

5–21
FIGURE 5–8 Ineffective and Effective Web Ads

5–22
Alternatives to Recruitment
• Work sharing/ job sharing
• Overtime
• Employee leasing
• Temporary employment/ contingent
employees.
New trends in recruitment
• Work sharing/ job sharing
• Overtime
• Employee leasing
• Temporary employment/ contingent
employees.
• Event recruiting
• Virtual job fairs
Recruiting protected classes
• Recruitment of women
• Recruitment of minorities
– Sports people
– Ex- servicemen
– Disadvantaged people
– Disabled people
Contingent Employees
• Hired to cope with • Recently called “free
unexpected or agents”
temporary challenges • Limit to 3-12 month
• Include assignments
– Part-timers • Recruited using
– Freelancers internet or temporary
– Subcontractors agencies
– Independent
professionals
Contingent Employment
• Pros • Cons
– Employees have flexibility – Contingent workers may
– Workers can preview jobs and have less commitment
organizations – Conflict common between
– Easier to give regular regular and temporary
employees temporary leaves workers
– Allows “trial run” for
prospective employees
– No recruitment, screening,
and payroll administration
costs
– Increased productivity—paid
only when working
Temp Agencies and Alternative
Staffing
• Costs of Temps
– Increased labor costs due to fees paid to temp
agencies
– Temp employees’ lack of commitment to the firm

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Recalls and Rehires
• Used by seasonal businesses to cope with
unexpected staffing shortages after
downsizing
• May rehire former regular employees as
temporary employees
• Inexpensive to recruit
Developing and Using
Application Forms
Uses of Application Form
Information

Applicant’s Applicant’s Applicant’s Applicant’s


education and prior progress employment likelihood of
experience and growth stability success

Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 5–30


Meeting the Organization
• Preparing Your Resume
– Use quality paper and easy to read type.
– Proofread carefully.
– Include volunteer experience.
– Use typical job description phraseology.
– Use a cover letter to highlight your greatest strengths.
• Don’t forget about networking as an excellent
way of gaining access to an organization.