Human Resource Management

Lecture 7

MGT 350

1
 Last Lecture
• What is recruitment?
• Goals of recruitment.
• Process of recruitment.
• Recruitment in Global Village.
• Expatriates
• Home country nationals.
• Host country nationals.

2
 Topic

Recruiting
Recruiting Sources

3
 Recruiting Sources
• Sources should match the position to be filled.
• The Internet /IT is providing many new
opportunities to recruit and causing companies
to revisit past recruiting practices.
• Sources:
– Internal Searches
– Employee Referrals/Recommendations
– External Searches
– Alternatives

4
 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

5
 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

6
 Recruiting Sources
The internal search
• Disadvantages include:
– possible inferiority of internal candidates
(Feeling low in Rank)
– infighting and morale problems (Conflict
between members of the same organization)

7
 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.

8
 Recruiting Sources
Employee
referrals/recommendations
• Disadvantages include:
– the possibility of friendship
being confused with job
performance
– the potential for nepotism

9
 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.

10
 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.

11
 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

12
 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.

13
 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.

14
 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.

15
 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.

16
 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.

17
 Meeting the Organization
• View getting a job as your job at the moment.
• Preparing Your Resume
– 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.

18
 Summary
• Recruiting Sources
– Internal Searches
– Employee Referrals/Recommendations
– External Searches
– Alternatives

Meeting the Organization

19