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HRM

Recruitment

Human Resource Management, 2/C/E, Mondy, Noe, Premeaux, Knowles 2001 Pearson Education Canada, Inc. All rights reserved.

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CHAPTER OBJECTIVES
1. 2.

3. 4.

Define recruitment. Identify alternatives that a firm might consider before resorting to outside recruitment. Describe the recruitment process. Describe how the external environment can affect the recruitment process.

Human Resource Management, 2/C/E, Mondy, Noe, Premeaux, Knowles 2001 Pearson Education Canada, Inc. All rights reserved.

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CHAPTER OBJECTIVES (Continued)


5.

6.
7. 8.

Explain and describe internal recruitment methods. Identify external sources of recruitment. Identify external methods of recruitment. Explain what needs to be accomplished to reduce discrimination.

Human Resource Management, 2/C/E, Mondy, Noe, Premeaux, Knowles 2001 Pearson Education Canada, Inc. All rights reserved.

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CHAPTER OUTLINE MAJOR TOPICS


Alternatives to Recruitment The Recruitment Process External Environment of Recruitment Internal Environment of Recruitment Methods Used in Internal Recruitment External Sources of Recruitment

Human Resource Management, 2/C/E, Mondy, Noe, Premeaux, Knowles 2001 Pearson Education Canada, Inc. All rights reserved.

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CHAPTER OUTLINE MAJOR TOPICS (Continued)

Conventional External Methods of Recruitment Innovative External Methods of Recruitment Tailoring Recruitment Methods to Sources Eliminating Discrimination Designing an Employment Equity Program

Human Resource Management, 2/C/E, Mondy, Noe, Premeaux, Knowles 2001 Pearson Education Canada, Inc. All rights reserved.

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Alternatives To Recruitment

Outsourcing Contingent Workers Employee Leasing Overtime

Human Resource Management, 2/C/E, Mondy, Noe, Premeaux, Knowles 2001 Pearson Education Canada, Inc. All rights reserved.

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The Recruitment Process


External Environment Internal Environment Human Resource Planning Alternatives to Recruitment Discussion with Supervisors Internal Sources Internal Methods Recruited Human Resource Management, 2/C/E, Mondy, Noe, Premeaux, Knowles Individuals 2001 Pearson Education Canada, Inc. All rights reserved. Recruitment Job Analysis Review External Sources External Methods
Figure 5-1
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The Recruitment Process Involves:

Employee Requisition

Recruitment Sources
Recruitment Methods

Human Resource Management, 2/C/E, Mondy, Noe, Premeaux, Knowles 2001 Pearson Education Canada, Inc. All rights reserved.

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An Employee Requisition
JOB NUMBER JOB TITLE DATE OF DATE REPLACEMENT OTHER JOB ANALYSIS METHODS JOB VACANCY NEEDED Permanent PLEASE CHECK Temporary Part-Time

Functional Job Analysis Nonexempt Job Class Exempt REASONPosition Analysis Questionnaire FOR REQUEST: What management or Management Position Description Questionnaire employee action(s) caused the opening? Occupational Measurement System BRIEF DESCRIPTION OF

MINIMUM QUALIFICATIONS FOR THE JOB CANDIDATES: BRIEF DESCRIPTION OF JOB DUTIES:

LOCATION NAME DATE MANAGERS SIGNATURE


Human Resource Management, 2/C/E, Mondy, Noe, Premeaux, Knowles 2001 Pearson Education Canada, Inc. All rights reserved.

Figure 5-2

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External Environment Of Recruitment

Demand & Supply of Specific Skills Can Greatly Affect Recruiting Unemployment Rate Local Labour Market Conditions Legal Considerations Firm's Corporate Image

Human Resource Management, 2/C/E, Mondy, Noe, Premeaux, Knowles 2001 Pearson Education Canada, Inc. All rights reserved.

5-10

Methods Used in Internal Recruiting

Job Posting

Job Bidding

Human Resource Management, 2/C/E, Mondy, Noe, Premeaux, Knowles 2001 Pearson Education Canada, Inc. All rights reserved.

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Job Posting and Bidding Procedure


Responsibility
Human resource assistant

Action Required
1. Upon receiving a Human Resource Requisition, write a memo to each appropriate supervisor stating that a job vaccancy exists. The memo should include a job title, job number, pay grade, salary range, a summary of the basic duties performed, and the qualifications required for the job (data to be taken from the job description/specification). 2. Ensure that a copy of this memo is posted on all company bulletin boards. 3. Make certain that every employee who might qualify for the position is made aware of the job opening. 4. Contact the human resource department.
Figure 5-4
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Supervisors Interested employees

Human Resource Management, 2/C/E, Mondy, Noe, Premeaux, Knowles 2001 Pearson Education Canada, Inc. All rights reserved.

Internal Promotion and External Recruitment


President and Chief Executive A.L. Weaver Vice-President Human Resources R.E. Lewis Manager Employment R.R. Jackson Manager Human Resource Dev. M.L. Denney

Promotion

Retirement

Promotion Manager Compensation J. Hicks

B. Massenburg B.B.S., State University

Promotion External Recruit

Salary Analyst G.L. Newman

Benefits Analyst B.W. Swain


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Human Resource Management, 2/C/E, Mondy, Noe, Premeaux, Knowles 2001 Pearson Education Canada, Inc. All rights reserved.

Figure 5-5

External Sources of Recruitment

High Schools & Vocational Schools Community Colleges Universities Competitors & Other Firms The Unemployed Older Individuals Self-employed Workers
Human Resource Management, 2/C/E, Mondy, Noe, Premeaux, Knowles 2001 Pearson Education Canada, Inc. All rights reserved.

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CONVENTIONAL EXTERNAL METHODS OF RECRUITMENT

Advertising Employment Agencies Human Resources Development Canada Company Recruiters Special Events

Human Resource Management, 2/C/E, Mondy, Noe, Premeaux, Knowles 2001 Pearson Education Canada, Inc. All rights reserved.

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CONVENTIONAL EXTERNAL METHODS OF RECRUITMENT (CONTINUED)

Internships Executive Search Firms Professional Associations Employee Referrals Unsolicited Walk-in Applicants

Human Resource Management, 2/C/E, Mondy, Noe, Premeaux, Knowles 2001 Pearson Education Canada, Inc. All rights reserved.

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INNOVATIVE EXTERNAL METHODS OF RECRUITMENT

Internet Recruiting Recruitment Databases/Automated Applicant tracking systems Virtual Job Fairs Sign-on Bonuses

Human Resource Management, 2/C/E, Mondy, Noe, Premeaux, Knowles 2001 Pearson Education Canada, Inc. All rights reserved.

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Tailoring Recruitment Methods To Sources

Must Be Tailored to Meet the Needs of Each Firm Recruitment Sources & Methods of Recruitment Vary By the Position

Human Resource Management, 2/C/E, Mondy, Noe, Premeaux, Knowles 2001 Pearson Education Canada, Inc. All rights reserved.

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Screening
Employee will be screened in terms of qualification, experience knowledge Etc.,

Human Resource Management, 2/C/E, Mondy, Noe, Premeaux, Knowles 2001 Pearson Education Canada, Inc. All rights reserved.

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Validation
Validation will be done based out of test, Interview with panel or board members Personal discussion Negotiation Etc.,

Human Resource Management, 2/C/E, Mondy, Noe, Premeaux, Knowles 2001 Pearson Education Canada, Inc. All rights reserved.

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Placement and Orientation

Employee will be placed and orientation will be given ie., about the company and JD

Human Resource Management, 2/C/E, Mondy, Noe, Premeaux, Knowles 2001 Pearson Education Canada, Inc. All rights reserved.

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You. . .

Human Resource Management, 2/C/E, Mondy, Noe, Premeaux, Knowles 2001 Pearson Education Canada, Inc. All rights reserved.

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