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The Hiring Process

• Recruitment

• Selection

• Socialization

• Process of locating,
identifying, and attracting
capable candidates
• Can be for current or future
• Critical activity for the
• What sources do we use for
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
• 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
Products & services
Role of TU
Recruiting Goals
• To provide information that will attract a
significant pool of qualified candidates and
discourage unqualified ones from
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
• 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

Internal Labor

Promotions Job Postings

Finding Internal Candidates


Posting open Rehiring former Succession

job positions employees planning (HRIS)

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
Internal Recruitment
• Pros • Cons
– Reduces labor – Limits applicant
costs pool
– Valued by – May cause
employees infighting
– Enhances
reputation as
Recruitment Methods and

External Labor Market

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

Types of

Public Nonprofit Private

agencies agencies agencies

Why Use a Private Employment
• 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
• To reduce internal time devoted to recruiting.

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.
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

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.

FIGURE 5–8 Ineffective and Effective Web Ads

Alternatives to Recruitment
• Work sharing/ job sharing
• Overtime
• Employee leasing
• Temporary employment/ contingent
New trends in recruitment
• Work sharing/ job sharing
• Overtime
• Employee leasing
• Temporary employment/ contingent
• 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
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
– Increased productivity—paid
only when working
Temp Agencies and Alternative
• Costs of Temps
– Increased labor costs due to fees paid to temp
– Temp employees’ lack of commitment to the firm

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

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.