Recruiting Goals

 Recruiting is the process of seeking sources for job

candidates
 Recruiter represents employer to prospective
applicants at college and job fair
 Recruiting is a major human resource activity and
depends upon the size of the company
 HR department estimate that they spend between
50% and 70% of their time on recruiting new
employee each year
 Activities include participating in job fairs, visiting
college campuses, and developing community or
industry contacts
Recruiting Goals
 An effective recruiting process requires a significant
pool of diverse candidates to choose from.
Achieving satisfactory pool of candidates however
may not be easy, this can be particularly
challenging in times of economic growth that result
in tight labor market and overwhelming during
difficult economic times resulting in overqualified
candidates or an overabundance of resumes
 The more applications received the better the
recruiters chances for finding an individual who is
best suited to the job requirements
Factors that affect recruiting efforts
 Although all organizations will at one time or
another engage in recruiting activities some
do more than the others
 Size is one factor an organization with

100000 employees must recruit continually

 Organizations with high turn over such as

fast food, smaller service organizations and

firms that pay lower wages
 Organizations not growing or those facing

downsizing may find little need to recruit

Constraints on recruiting efforts
 Factors that can limit recruiting outcomes
 The ideal recruiting effort might bring in a

satisfactory number of qualified applicants

who want the job but certain realities can not
be ignored. For example, a pool of qualified
applicants may not include the best
candidates or the best candidates may not
want to work for the organization
 Organization image
Candidates may not be interested in pursuing
job opportunities in particular organization. The
image of the organization can be potential
constraint. A poor image may limit its attraction
to applicants. Many college graduates know that
those in top spots at Disney earn excellent
salaries, benefits and are greatly respected in
their profession. Among most college graduates
Disney has a positive image.
 Job attractiveness
If the position to be filled is difficult, distasteful
or unattractive, recruiting a large and qualified
pool of applicants will be difficult. In recent
years for instance, many employers have been
complaining about the difficulty of finding
suitably qualified individuals for manual labor
positions. For example in the years immediately
followed Hurrican Katrina, qualified construction
workers were in short supply in affected areas
 Internal organizational policies
Internal organizational policies such as
promote from within wherever possible may
give priority to individuals inside the
organization. Such policies when followed
typically ensure that all positions other than
the lowest level entry positions will be filled
from within the ranks.
 Legal influence
The recruiting process needs to stay legal. An
employer can no longer seek our preffered
individuals based on non related job factors such
as physical appearance, sex, or religious
background.
 Recruiting costs

Recruiting efforts are costly ranging from $ 2000

for a retail position to @ 16000 for a biotech
position. Sometimes budget restriction put a time
limit on searches
Recruiting sources
 Certain recruiting sources are more effective than
others for filling certain types of jobs.
 The internal search

Many large organizations attempt to develop their

own entry level employees for higher positions. These
promotions can occur through an internal search of
current employees who have bid for the job, been
identified through organization's human resource
management system. Companies like UPS and
McDonald’s use these policies to develop candidates
for promotion. In fact 40% of the top fifty executives
at McDonald’s started out working in the restaurants.
 Employee referrals and recommendations
One of the better sources for individuals who
will most likely perform effectively on the job
is recommendation from a current employee.
Because employees rarely recommend
someone unless they believe the individual can
perform adequately.
External searches
 Advertisement
-Blind box ad: An advertisement that does not
identify the advertising organization.
 Employment agencies

Assists in matching employees seeking work with

employers seeking workers. Three different types
of employment agencies exist.
Public and state agencies: all states provide a
public employment service. The U.S department of
Labor sponsors a site called careeronestop.org that
offer career resources to job seekers.
 Private agencies: these agencies collect fees
from employers or employees for their
matching services. Private agencies may also
provide a more complete line of services than
public agencies. They may advertise the
position, screen applicants against the
criteria specified by the employer. Some of
the largest private agencies are Manpower,
Addeco
 Management consulting firms: frequently
called executive recruiters or headhunters
these are actually specialized private
employment agencies. They specialize in
middle and top level executive placement, as
well as hard to fill positions such as actuaries,
IT specialists or managers with international
experience.
School, colleges and universities
Educational institutions at all levels offer
opportunities for recruiting recent graduates.
Most educational institutions operate
placement service services where prospective
employers can review credentials and interview
graduates.
 Job fairs
Events attended by employer representatives or
recruiters with the goal of reaching qualified
candidates.
Professional organizations
Many professional organizations including labor
unions operate placement service for the benefit of
their members. Professional organizations serving
such varied occupations as human resource
management, industrial engineering, accounting,
legal, and academia publish rosters of job vacancies
and distribute these lists to members.
 Unsolicited applicants
Unsolicited applications whether they reach the
employer by letter, email, online application,
telephone or in person constitute a source of
prospective applicants. Although the number
of these applicants depends upon the
economic conditions, the organization image
and the job seekers perception of the types of
jobs that might be available.
Online recruiting
 Most companies both large and small use the
internet to recruit new employees by adding a
career section to their website. One recent survey
indicates that 60%of employees report hiring new
employees from online sources.
 Employer website

Organizations like the container store that do a lot of

recruiting often have a career section of their website
specifically designed for recruitment. They include
the typical information you might find in an
employment advertisement such as qualifications,
experience required, and benefits provided.
Job boards
Provide employers the opportunity to recruit
for a wide variety of positions with worldwide
exposure. Job seekers are able to search jobs
by location, keywords, industry, level of
education, salary and any combination of these
criteria. They also allow job seekers to post
resumes and provide helpful services like
career testing and advice on conducting an
effective job hunt
Social media
Provides opportunities for companies like The
Container Store, Walmart and CareerBuilder to
promote their business along with their
employment brand and connect with potential
applicants. Most include career section on their
Facebook page, promote employment on
Linkedin and would love to add you to their list
of followers on Twitter.
POTENTIAL COSTS OF A BAD
RECRUITMENT DECISION
 Cost of mistakes, accidents and loss of
customers caused by employees who cannot
cope with the job.
 Cost of lowered morale amongst the employee’s
supervisor and his or her co-workers who have
to rework his mistakes or take over his tasks.
 Cost of defending a claim of dismissal without
just cause or excuse, once the employee has
been dismissed.
 Cost of recruiting a replacement.
 Cost of training a replacement.
ALTERNATIVES TO HIRING NEW
EMPLOYEES
 Before hiring, an employer should ask the
following questions:
 Can the work be outsourced?
 Can the work be reorganized and carried
out by existing employees?
 Can the work be automated?
 Can the work be carried out by existing
employees working overtime?
 If an employee is needed, should he or she
be hired on a part-time or full-time basis?