Introduction to the Nature

and Sources of Recruitment

Recruiting

https://www.youtube.com/watch?v=9Qc-ykmHh8s
https://www.youtube.com/watch?v=nAJ1S3oYFyo
 LEARNING OUTCOMES
After reading this chapter, you will be able to:
1. Explain necessary elements for effective recruiting.
2. Outline challenges that affect the organization ’ s ability to recruit qualified employees.
3. Explain internal recruiting sources and their effectiveness.
4. Explain external recruiting sources and their effectiveness.
5. Describe the elements and effectiveness of online recruiting.
6. Explain the alternatives to recruiting full‐time, permanent employees and the benefits to the organization of
using these alternatives.
7. Explain the elements of recruiting for overseas positions.
8. Identify ways to conduct an effective job search.
 Recruitment
• is a human resource function that
brings together those with jobs to
fill and those seeking jobs.
 Effective Recruiting

Exhibit 1: The Foundation of Human Resources

Job analysis is the foundation on which all HR functions rest.
Exhibit 2: Contemporary Job Description for Registered Nurse
 Constraints in Recruiting Efforts:
Constraints are factors that limit managers’ freedom to recruit and select candidates of their
choice. These include:
1. Too Many or Too Few Applicants – An over and under supply of applicants.
2. Organization Image – how an organization is viewed, positively or negatively, will either
attract or repel job seekers.
3. Job Attractiveness – if a position is difficult, distasteful, or unattractive, recruiting a large
pool of qualified applicants will be difficult.
4. Internal Organizational Policies - such as those encouraging promotion from within, may or
may not attract potential candidates.
5. Recruiting Costs – sometimes budget restrictions may put a time limit on searches or limit the
travel of possible candidates. 
RECRUITING SOURCES
 Recruiting Sources (cont.)

Internal Sources: Organizations that promote from within identify current employees for job openings
by having individuals bid for jobs, by using their HR management system or by utilizing employee referrals.

Advantages of promoting from within include:

Disadvantages include:
• Promotes good public relations
• Builds morale • Possible less-qualified internal candidates
• Encourages individuals who are qualified and ambitious for promotional opportunities
• Improves the probability of a good selection, because
information on the individual’s performance is readily
• Infighting among rival candidates and
available. decreased morale levels of those not
• Is less costly than going outside to recruit selected
• Helps with recruiting entry level workers
• Consistently using internal sources may
• Reduces orientation and training costs.
not promote a diversity or people or ideas.
• When carefully planned can also act as a training device for
developing middle and top-level managers.
 Recruiting Sources (cont.)
Internal Sources (cont.)
Example of Internal Sources of
Recruitment
Employee Referrals and Recommendations
• A recommendation from a current
employee regarding a job applicant.
Employee Referrals and Recommendations
Advantage and Disadvantage
Advantages include the employee’s motivation to make a good
recommendation and 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.

Disadvantages include the possibility of friendship being confused with job

performance, the potential for nepotism, and the potential for adverse
impact.
 Recruiting Sources (cont.)

External Sources: is the process of identifying and attracting job applicants outside the
organization
Types of External Sources
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, and the degree to which specific requirements are listed.
• The job analysis is the basic source of information for the ad.
• Blind box ads do not identify the organization and are used when an organization
does not wish to publicize the fact it is seeking to fill an internal position
Exhibit 3: Advertisement with General Information Exhibit 4: Advertisement with Specific Information
 Recruiting Sources (cont.)
External Sources (cont.)
Types of External Sources (cont.)

Employment Agencies
• Public and state agencies have the major function of assisting workers receiving unemployment benefits to find
employment.
-They assist employers with testing, job analysis, evaluation programs and community wage surveys.
-Workers seeking employment receive assistance with career guidance, job seeking skills, and training.
• Private agencies charge for their services and may provide a more complete line of services than public agencies.
-They may advertise the position, screen candidates, and provide a guarantee to the employer should the applicant
not work out.
-Fees may be paid by employer, employee or both.
• Management consulting firms, frequently called “headhunters” specialize in executive placement and hard-to-
fill positions. They charge employers up to 35% of the first year salary, have nationwide contacts, and do
thorough investigations of candidates.
• Executive search firms canvass their contacts and do preliminary screening. They seek out highly effective
executives who have the right skills
 Recruiting Sources (cont.)
External Sources (cont.)
Types of External Sources (cont.)

Schools, Colleges, and Universities

It may provide entry-level or experienced workers through their placement
services. May also help companies establish cooperative education
assignments and internships.
 Recruiting Sources (cont.)
External Sources (cont.)
Types of External Sources (cont.)

Job Fair
Job fairs are making a comeback on or near college campuses. Virtual job
fairs allow recruiters and potential job candidates meet online, which
eliminates the need to travel and even dress up.
 Recruiting Sources (cont.)
External Sources (cont.)
Types of External Sources (cont.)

Professional Organizations
Professional organizations publish rosters of vacancies, placement services
at meetings, and may control the supply of prospective applicants.
Professional organizations also include labor unions.
 Recruiting Sources (cont.)
External Sources (cont.)
Types of External Sources (cont.)

Unsolicited Applicants
Unsolicited applicants may provide a stockpile of prospective applicants if
there are no current openings. These applications usually have a short shelf-
life, however, during economic stagnation, prime candidates may still in the
job market for a long period of time.
 ONLINE RECRUITING
Employer Website - By adding a “career” section to their web sites, most companies use the
Internet in recruiting employees.
Job Boards - Commercial job-posting services, such as, Monster and CareerBuilder, continue to
grow.
Social Media - An estimated 80% of résumés submitted electronically are inappropriate for the
position, but employers can use technology to sort through the submissions. Potential employees
use the web by creating online résumés, joining social networking sites like Facebook and
LinkedIn.
Specialized Job Boards – narrow the focus of their postings to a specific career or set of job
skills such as sales, medical, technology or accounting.
 RECRUITING: A GLOBAL
PERSPECTIVE
For some positions, the whole world is a relevant labor market.
1. Home-country nationals are recruited when an organization is searching for someone with extensive
company experience to launch a very technical product in a country where it has never sold before.
2. (HCNs) are targeted as recruits when companies want each foreign subsidiary to have its own distinct
national identity. In some countries, laws control how many expatriates a corporation can send. HCNs
minimize potential problems with language, family adjustment and hostile political environments.
3. Expatriates live and work in countries of which they are not citizens.
4. International recruiting for executives, regardless of nationality, may develop an executive cadre with
a truly global perspective.
 YOUR OWN JOB SEARCH
Applying for a job is one of the most stressful situations one will face, since the search will not
be quick and easy. It is important not to get discouraged when receiving rejection letters, since
competition for most good jobs is fierce, especially in times of high unemployment.
Preparing Your Résumé 
• 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.
 
 Prepare your Résumé

Exhibit 5: Sample Résumé