The document discusses recruiting in chapter 6 of the textbook "Fundamentals of Human Resource Management". It describes the goals of recruiting as filling jobs with qualified candidates and outlines factors that affect recruiting efforts such as organizational size and market conditions. The sources of recruiting discussed include internal searches, employee referrals, external searches using methods like ads and agencies, and alternatives to traditional hiring like temporary help. Effective recruiting requires using appropriate sources that match each position.
The document discusses recruiting in chapter 6 of the textbook "Fundamentals of Human Resource Management". It describes the goals of recruiting as filling jobs with qualified candidates and outlines factors that affect recruiting efforts such as organizational size and market conditions. The sources of recruiting discussed include internal searches, employee referrals, external searches using methods like ads and agencies, and alternatives to traditional hiring like temporary help. Effective recruiting requires using appropriate sources that match each position.
The document discusses recruiting in chapter 6 of the textbook "Fundamentals of Human Resource Management". It describes the goals of recruiting as filling jobs with qualified candidates and outlines factors that affect recruiting efforts such as organizational size and market conditions. The sources of recruiting discussed include internal searches, employee referrals, external searches using methods like ads and agencies, and alternatives to traditional hiring like temporary help. Effective recruiting requires using appropriate sources that match each position.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Introduction
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Recruiting Goals
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Recruiting Goals • Factors that affect recruiting efforts – Organizational size – Employment conditions in the area – Working conditions, salary and benefits offered – Organizational growth or decline
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Recruiting Goals • Constraints on recruiting efforts include: – Organization image – Job attractiveness – Internal organizational policies – Government influence, such as discrimination laws – Recruiting costs
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Recruiting Sources • Sources should match the position to be filled. • The Internet is providing many new opportunities to recruit and causing companies to revisit past recruiting practices. • Sources: – Internal Searches – Employee Referrals/ Recommendations – External Searches – Alternatives
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Recruiting Sources The internal search • Organizations that promote from within identify current employees for job openings: – by having individuals bid for jobs – by using their HR management system – by utilizing employee referrals
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Recruiting Sources The internal search • Advantages of promoting from within include – good public relations – morale building – encouragement of ambitious employees and members of protected groups – availability of information on existing employee performance – cost-savings – internal candidates’ knowledge of the organization – the opportunity to develop mid- and top-level managers
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Recruiting Sources The internal search • Disadvantages include: – possible inferiority of internal candidates – infighting and morale problems – potential inbreeding
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Recruiting Sources Employee referrals/recommendations • Current employees can be asked to recommend recruits. • Advantages include: – the employee’s motivation to make a good recommendation – the availability of accurate job information for the recruit – Employee referrals tend to be more acceptable applicants, to be more likely to accept an offer and to have a higher survival rate.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Recruiting Sources Employee referrals/recommendations • Disadvantages include: – the possibility of friendship being confused with job performance – the potential for nepotism – the potential for adverse impact
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Recruiting Sources External searches • Advertisements: Must decide type and location of ad, depending on job; decide whether to focus on job (job description) or on applicant (job specification). • Three factors influence the response rate: – identification of the organization – labor market conditions – the degree to which specific requirements are listed. • Blind box ads don’t identify the organization.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Recruiting Sources External searches • Employment agencies: – Public or state employment services focus on helping unemployed individuals with lower skill levels to find jobs. – Private employment agencies provide more comprehensive services and are perceived to offer positions and applicants of a higher caliber. • Fees may be paid by employer, employee or both.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Recruiting Sources External searches • Employment agencies: • Management consulting, executive search or headhunter firms specialize in executive placement and hard-to-fill positions. – Charge employers up to 35% of the first year salary – Have nationwide contacts – Do thorough investigations of candidates Fundamentals of Human Resource Management 8e, DeCenzo and Robbins Recruiting Sources External searches • Schools, colleges, and universities: – May provide entry-level or experienced workers through their placement services. – May also help companies establish cooperative education assignments and internships.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Recruiting Sources External searches • Professional organizations: – Publish rosters of vacancies – Placement services at meetings – Control the supply of prospective applicants • Professional organizations also include labor unions.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Recruiting Sources External searches • Unsolicited applicants (Walk- ins): May provide a stockpile of prospective applicants if there are no current openings. • Cyberspace Recruiting: Nearly four out of five companies use the Internet to recruit employees. Commercial job-posting services continue to grow. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins Effective Recruiting
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Recruiting Sources Recruitment alternatives • Temporary help services. – Temporary employees help organizations meet short-term fluctuations in HRM needs. – Older workers can also provide high quality temporary help. • Employee leasing. – Trained workers are employed by a leasing company, which provides them to employers when needed for a flat fee. – Typically remain with an organization for longer periods of time.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Recruiting Sources Recruitment alternatives • Independent contractors – Do specific work either on or off the company’s premises. – Costs of regular employees (i.e. taxes and benefits costs) are not incurred.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins