CH 05

Chapter 5
Recruitment
Copyright © 2016 Pearson Education, Ltd 5-1

Learning Objectives
1. Define recruitment.
2. Describe the recruitment process.
3. Explain internal recruitment methods.
4. Identify external recruitment sources.
5. Explain recruiting technology.
6. Identify traditional external recruitment
methods.

Learning Objectives (Cont.)
7. Describe how recruitment methods and
sources are tailored to each other.
8. Summarize the environment of recruitment.
9. Describe alternatives to recruitment.
10.Explain the global implications for recruitment.

LO 1
Recruitment
 Process of attracting individuals:
On a timely basis
In sufficient numbers
With appropriate qualifications
 Encouraging them to apply for jobs

LO 2 RECRUITMENT PROCESS
External Environment
Internal Environment
Human Resource Planning
Alternatives to Recruitment
Employee Requisition
Internal Sources External Sources
Internal Methods External Methods
Recruited Individuals

LO 2
Employee Requisition
 Recruitment begins with employee

requisition
 Document specifies:
Job title
Department
Date employee is needed
Other details

LO 3,4
Recruitment Sources and Methods
 Recruitment methods: Means by

which potential employees can be
attracted to firm
 Recruitment sources: Places where
qualified individuals are found

LO 3
Internal Recruitment Methods
 Human resource databases
 Job posting
 Job bidding
 Employee referral

LO 3
Job Posting and Job Bidding
 Job posting: Procedure to inform
employees of existing job openings
 Job bidding: Procedure that permits
individuals in organization to apply for
posted job

LO 3
Employee Referrals
 Number-one way workers find a job
 Referrals better qualified and stay on job
longer
 Recruit new hires through employee-referral
incentive programs
 Employee enlistment

LO 4
Why External Recruitment
Is Needed
 Fill entry-level jobs
 Acquire skills not possessed by current
employees
 Obtain employees with different
backgrounds to provide diversity of ideas

LO 4
External Recruitment Sources
 High schools and vocational schools
 Community colleges
 Colleges and universities
 Competitors in the labor market
 Former employees
 Unemployed workers
 Military personnel
 Self-employed workers
 Ex-offenders
LO 4
High Schools and Vocational
Schools
 Clerical and other entry-level employees
 Some companies work with schools
 Companies may loan employees to
schools

LO 4
Community Colleges
 Sensitive to specific employment needs
in local labor market
 Graduate highly sought-after students
with marketable skills

LO 4
Colleges and Universities
 Professional, technical, and management
employees
 Placement directors, faculty, and
administrators

LO 4
Competitors in the Labor Market
 Used when relevant experience is needed

 Smaller firms look for employees trained
by larger organizations
 Poaching: Actively recruiting employees
from competitors

LO 4
Former Employees
 In past, punished with no-return policies
 Smart employers try to get their best ex-

employees to come back
 Also called boomeranging

LO 4
Unemployed Workers
 Qualified applicants become
unemployed every day
 Companies:
Go out of business
Cut back operations
Merge with other firms
 Employees are laid off

LO 4
Military Personnel
 Proven work history

 Flexible, motivated, drug free
 Goal and team oriented

LO 4
Self-Employed Workers
 Technical
 Professional
 Administrative
 Entrepreneurial

LO 4
Ex-Offenders
 Ex-offenders are a viable labor pool for
restaurants
 Often work third shift
 Some organizations actively support
hiring of ex-offenders

LO 5
Mobile Recruiting
 Recruiting via mobile technology is moving

at light-speed
 Mobile recruiting has generated blogs,
webinars, seminars, e-newsletters, and
online groups committed to learning more

LO 5
Online Recruitment
 Biggest change in way that organizations

recruit
 Revolutionized the way companies
recruit and job seekers find jobs

LO 5
Internet Recruiter
 Also called cyber recruiter
 The more a company recruits on
Internet, the greater the need for Internet
recruiters
 High-tech firms have greatest needs

LO 5
Virtual Job Fair
 Online recruiting method to attract large
number of applicants
 Attracts wider range of applicants than
might attend live fair

LO 5
Corporate Career Web site
 Accessible from company homepage
 Lists company positions available
 Provides way for applicants to apply for
specific jobs
 Major resource for job seekers and
companies
 Should be used as a selling device

LO 5
Weblogs (Blogs)
 Use Google or a blog search engine
 Type in a key phrase, like “marketing
jobs”
 Can be used for stealthy background
checks

LO 5
General-Purpose Job Boards
 Job seekers can search for jobs by:
Category
Experience
Education
Location
Any combination of categories
 Monster.com
 CareerBuilder.com

LO 5
NACElink Network
 Alliance among National Association of
Colleges and Employers, DirectEmployers
Association, and Symplicity Corporation
 National recruiting network
 Suite of web-based recruiting and career
services

LO 5
.Jobs
 Network of employment Web sites where
any company can list job openings for free
 Backed by nearly 600 hundred industrial
companies
 Examples: Nurse.jobs, Attorney.jobs,
HR.jobs, and Sales.jobs

LO 5
AllianceQ
 Certain large companies have begun
pooling job candidates
 Those passed over by one company
are invited to submit their résumés to
the AllianceQ database

LO 5
Niche Sites
 Web sites that cater to a specific

profession
 A site for virtually everyone

LO 5
Contract Workers’ Sites
 Sites are available to assist contract

workers
 These let workers advertise skills, set
their price, and pick employers
 Freelance.com
 Guru.com

LO 5
Hourly Workers’ Job Sites
 Attract blue-collar and service workers
 Most pursue jobs by filling out
applications
 Allow job seekers to build applications
 Often have bilingual call center

LO 6
Traditional External
Recruitment Methods
 Media advertising  Professional
 Employment agencies associations
—private and public  Unsolicited applicants
 Recruiters  Open houses
 Job fairs  Event recruiting
 Internships  Sign-on bonuses
 Executive search  Competitive games
firms

LO 6
Media Advertising
Media such as:
 Radio
 Newspaper
 Television
 Industry publications
Previous experiences suggest the best
approach
Newspaper advertising has declined
because of online recruiting
LO 6
Private Employment Agencies
 Often called headhunters
 Best known for recruiting white-collar
employees
 Used for virtually every kind of position
 Not paid until a person is placed

LO 6
Public Employment Agencies
 Operated by each state
 Receive policy direction from U.S.
Employment Service
 Increasingly involved in matching people
with technical, professional, and
managerial positions

LO 6
Recruiters
Used with:
Technical
Vocational
Community colleges
Colleges and universities

LO 6
Job Fairs
 Attract large number of applicants to one
location
 Opportunity to meet large number of
candidates in short time

LO 6
Internships
 Places student in a temporary job
 No obligation
 Temporary job for summer
 Part-time job during school year
 Students bridge gap from theory to
practice

LO 6
Executive Search Firms
 Locate experienced professionals and

executives
 Target ideal candidates
 Find those not actively looking for a job

LO 6
Professional Organizations
Recruitment and placement services

Society for Human Resource
Management operates job referral
service

LO 6
Unsolicited Applicants
 Organization that has reputation of being a
good place to work, may be able to attract
qualified prospects even without extensive
recruitment efforts
 Go to the firm’s Web site and walk in by
making an application online

LO 6
Open Houses
 Pair potential hires and managers in

warm, casual environment
 Encourage on-the-spot job offers
 Cheaper and faster than agencies
 May attract more unqualified
candidates

LO 6
Event Recruiting
 Opportunity to promote image of company
 Recruiters go to events where people
attend that the firm is seeking

LO 6
Sign-On Bonuses
 Used where severe shortages of highly

skilled workers exist
 Amounts vary dramatically

LO 6
Competitive Games
 Unique way to get individuals interested in
applying for technical positions
 Google makes use of recruiting games
 TopCoder creates software coding
competitions

LO 7
Tailoring Recruitment Methods
to Sources
 Tailored to each firm’s needs
 Sources and methods vary according to
position being filled

LO 7 Methods and Sources of Recruitment for an
Information Technology Manager

LO 8
Environment of Recruitment
 Labor market conditions

 Active or passive job seekers
 Legal considerations

LO 8
Labor Market Conditions
 Demand for and supply of specific skills

 Labor market for many professional and
technical positions is global

LO 8
Labor Market Conditions (Cont.)
 Possessing a college degree used to be
passport to securing a good job
 Skills to perform crafts such as welders,
pipe fitters, painters, and machinists are
needed
 New technology may require that workers
have a specialized degree

LO 8
Earnings and Unemployment Rates
by Educational Attainment

LO 8
Active or Passive Job Seekers
 Active job seekers: Committed to finding

another job
 Passive candidates: Typically employed,
satisfied with their employer, and content in
their current role
 Recruitment methods often differ

LO 8
Legal Considerations
 Candidate and employer

first make contact during recruitment
 Essential to emphasize nondiscriminatory
practices
 U.S. Department of Labor has issued
guidelines concerning online recruiting
policies

LO 8
Labor Department Guidelines
 Keep detailed records
 Identify criteria used
 Be able to explain why a person with
protected status was not hired
 Companies with more than 100 employees
keep records for a minimum of 2 years
 50 employees if dealing with the OFCCP
LO 8
Labor Department Guidelines
(Cont.)
 Threshold coverage is 50 employees if
dealing with OFCCP
 Enables compilation of demographic data
 Employers must keep records of any and
all expressions of interest through the
Internet

LO 8
OFCCP Criteria to Determine Whether
an Individual Is an Internet Applicant
 Job seeker expressed interest through
Internet
 Employer considers job seeker for
employment
 Job seeker has indicated he or she meets
position’s qualifications
 Applicant has not indicated he or she is no
longer interested in the position
LO 9
Alternatives to Recruitment
Promotion policies
Overtime
Onshoring

LO 9
Promotion From Within
 Filling vacancies above entry-level
positions with current employees
 Incentive to strive for advancement
 Organization usually aware of
employees’ capabilities
 Good goal: 80%

LO 9
Overtime
 Most commonly used method of meeting
short-term fluctuations in work volume
 Avoids recruitment, selection, and training
costs
 Employees benefit from increased profit
 Potential problems

LO 9
Onshoring
 Moving jobs not to another country but to

lower cost American cities
 Government may require onshore
handling of certain financial, health, and
defense data

LO 10
A Global Perspective: Reshoring

 Reverse of offshoring and involves
bringing work back to the United States
 Need to calculate the real impact of
offshoring because there are often hidden
expenses

LO 10
Outsourcing and Offshoring

 Outsourcing: Transfers responsibility to
external provider
 Offshoring: Migration of all or a significant
part of development, maintenance, and
delivery of services to vendor located in
another country
 Reshoring: The reverse of offshoring and
involves bringing work back to the United
States or to the country of origin

CH 05

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Chapter 5

Copyright © 2016 Pearson Education, Ltd 5-1

Copyright © 2016 Pearson Education, Ltd 5-2

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Copyright © 2016 Pearson Education, Ltd 5-4

Human Resource Planning

Internal Sources External Sources

Internal Methods External Methods

Copyright © 2016 Pearson Education, Ltd 5-5

 Recruitment begins with employee

Copyright © 2016 Pearson Education, Ltd 5-6

Recruitment Sources and Methods

 Recruitment methods: Means by

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Copyright © 2016 Pearson Education, Ltd 5-15

 Used when relevant experience is needed

Copyright © 2016 Pearson Education, Ltd 5-16

 In past, punished with no-return policies

 Smart employers try to get their best ex-

Copyright © 2016 Pearson Education, Ltd 5-17

Copyright © 2016 Pearson Education, Ltd 5-18

 Proven work history

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Copyright © 2016 Pearson Education, Ltd 5-20

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 Recruiting via mobile technology is moving

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 Biggest change in way that organizations

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 Web sites that cater to a specific

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 Sites are available to assist contract

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 Locate experienced professionals and

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Recruitment and placement services

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Copyright © 2016 Pearson Education, Ltd 5-44

 Pair potential hires and managers in

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 Used where severe shortages of highly