Chapter 5

Recruiting Applicants

Prepared by-
Tasnuva Rahman
Eastern University
 Linking Recruitment Practices to
Competitive Advantage
Productive Employees
Increase Overall
Productivity

Improved Chances
Recruit High- Of Selecting Best Competitive
Quality Applicants Advantage
Qualified

Training Needs And

Costs Are Minimized
Recruitment
1. Achieve cost efficiency
2. Attract highly qualified
candidates
Attract applicants 3. Help ensure employee
Locate applicants retention
4. Comply with
nondiscrimination laws
5. Create a more diverse
workforce
 Recruitment Costs
+ advertising
+ recruiter travel
+ candidate travel
+ sign-on bonuses
+ agency/search firm fees
+ recruiters’ salaries and benefits
+ managers’ time

= typically 1/3 of new hire’s annual salary

Factors Influencing Applicant Decisions

Alternative Job Opportunities

Recruitment Attractiveness of
Activities Company

Attractiveness of the Job

 Help Ensure Retention
Realistic Job Preview

Positive Aspects of Job Negative Aspects of Job

+ -
+ -
+ -
 Discussion Question:
How the effectiveness of recruitment activities of HR
Department will be measured?
Recruitment Planning Steps
1. Identify the job opening.
2. Decide how to fill the job opening.
3. Identify the target population.
4. Notify the target population.
5. Meet with the candidates.
 Step 1:
Identify the Job Opening
• Are any new budgeted positions opening
soon?
• Is a contract under negotiation that may result
in the need for additional hires?
• What is the amount of expected turnover in
the next several months?
 Step 2:
Decide How to Fill the Job Opening

• Core vs. contingency personnel?

• Internal vs. external recruiting?
Core vs. Contingent Personnel

Contingent

Core
Personnel

Personnel
 Step 3:
Identify the Target Population

• Specify worker requirements.

• Decide whether to target certain
segments of the applicant population.
Specifying Worker Requirements

• Job duties
• Reporting relationships
• Salary range
• Needed competencies
– education
– experience
– knowledge
– skills
– abilities
 Step 4:
Notify the Target Population
• Limit the applicant pool to a manageable
size.
• Discourage unqualified applicants from
applying.
– Clearly state the job qualifications in
the vacancy notification.
 Step 5:
Meet with the Candidates
• Provide applicants with information about the
job and the company.
• Provide specific rather than general
information.
Methods of Internal Recruitment

•Computerized career progression systems

•Supervisor recommendations
•Job posting
•Employee References
Methods of External Recruitment
On-Line
Public employment
Applicant-initiated agencies
recruitment

Private
organization
employment
Help-wanted agencies
advertisements
Executive search
Campus
firms
recruiting
 Factors Affecting the Choice of
Recruitment Methods
 Type of job being filled
 How quickly the job needs to be filled
 Geographic region of recruitment
 Cost of implementing recruitment method
 EEO consequences of using recruitment
method
Line Managers and Recruitment
Identify recruitment
needs.
Communicate
recruitment needs to
the HRM department.
Interact with
applicants.
The HRM Department and Recruiting
 Plan the recruitment process.
 Implement the recruitment process.
 Evaluate the recruitment process.