Professional Documents
Culture Documents
Recruitment Process
Recruitment Process
Recruitment
Staffing Activities:
External Recruitment
By
Sudhir tiwari
Compliance Coordinator
5-2
Chapter Outline
Recruitment Planning Applicant Reactions
Organizational Issues Transition to Selection
Administrative Issues
Recruiters
Strategy Development
Open vs. Targeted
Recruitment
Recruitment Sources
Choice of Sources
Searching
Communication Message
Communication Medium
5-4
Requisitions
Exh. 5.1: Personnel Requisition
Number of contacts
Yieldratio - Relationship of applicant inputs to
outputs at various decision points
Types of contacts
Qualifications to perform job must be clearly
established
Consideration must be given to job search and choice
process used by applicants
5-6
Recruitment budget
Exh.5.2: Example of a Recruitment Budget for 500
New Hires
Development of a recruitment guide
Exh. 5.3: Recruitment Guide for Director of Claims
Process flow and record keeping
Selecting recruiters
Training recruiters
Rewarding recruiters
5-7
Recruitment Sources
Unsolicited Executive search firms
Employee referrals and Professional associations
networks and meetings
Mining databases
5-12
Senior networks
5-13
Applicant Reactions
Reactions to recruiters
Influence of recruiter vs. job characteristics
Influence of recruiter on attitudes and behaviors
Demographics of recruiters
Transition to Selection
Involves making applicants aware of
Next steps in hiring process
Selection methods used and instructions
Expectations and requirements
5-18
Ethical Issues
Issue 1
Many organizations adopt a targeted recruitment
strategy. For example, Home Depot has targeted
workers 50 and above in its recruitment efforts, which
include advertising specifically in media outlets
frequented by older individuals. Other organizations
target recruitment messages at women, minorities, or
those with desired skills. Do you think targeted
recruitment systems are fair? Why or why not?