Chapter 6

Recruiting Human Resources

Human Resource Management, 5E


Recruitment is the process of finding and attracting the capable job candidates for employment. The process begins when new recruits are sought and ends when their applications are submitted…

Human Resource Management, 5E


Nature and Purposes of Recruitment
 

Recruitment is the process of searching for and obtaining applicants for jobs Recruitment has several benefits for a firm:
– – – – – – – – Determine the present and future requirements of the organisation in conjunction with its personnel-planning and job-analysis activities. Increase the pool of job candidates at minimum cost. Help increase the success rate of the selection process by reducing the number of visibly underqualified or overqualified job applicants. Help reduce the probability that job applicants, once recruited and selected, will leave the organisation only after a short period of time. Meet the organisation’s legal and social obligations regarding the composition of its workforce. Begin identifying and preparing potential job applicants who will be appropriate candidates. Increase organisational and individual effectiveness in the short term and long term. Evaluate the effectiveness of various recruiting techniques and sources for all types of job applicants.
Human Resource Management, 5E 3

Factors Influencing Recruitment External Forces
• • • • • • Supply and demand Unemployment rate Labour market Political-social Sons of soil Image Recruitment

Internal Forces • Recruitment • HRP • Size of the firm • Cost • Growth and expansion

Human Resource Management, 5E


Recruitment Process
Personnel Planning Job Analysis Employee Requisition

Job Vacancies

Recruitment Planning • Numbers • Type

Searching Activation “Selling” • Message • Media

Applicant Pool


Potenti al Hires

To Selection

Strategy Development • Where • How • When

Applicant Population

Evaluation and Control

Human Resource Management, 5E


Recruitment Yield Pyramid
Offer Acceptance 20 Job Offer 30 Invited for Final Interview Invited to Screening Interview Initial Contacts 40 200 2000 Interview/Offers (4:3) Screening/Invites (5:1) Contacts/Screens (10:1) Offers/Acceptance (3:2)

Human Resource Management, 5E


Sources of Recruitment
Professional or Trade Associations Advertisements Present Employees Employment Exchanges Campus Recruitment


Employees Referrals

Consultants Contractors Displaced Persons Radio and Television

Former Employees

Previous Applicants Acquisitions and Mergers Competitors E-Recruiting Human Resource Management, 5E 7

External Sources

Internal Sources

Walk0ins and Write-ins

Philosophies of Recruitment
 Realistic  JCQ

job previews

– – – –

Alternatives over time work employee leasing temporary employment

Human Resource Management, 5E


Typical Consequences of Job Previews
Traditional Procedures Realistic Procedures Set initial job expectations too high Set job expectations realistically Job may or not be attractive depending on individual needs

Job is typically viewed as attractive

High rate of job offer acceptance

Some accept, some reject job offer

Work experience belies expectations

Work experience confirms expectations

Lower job survival, dissatisfaction, frequent thoughts of quitting

High job survival, satisfaction, no thoughts of quitting

Human Resource Management, 5E


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