CH 5: Recruitment

Recruitment: Process of attracting individuals on a timely basis, in sufficient

numbers, and with appropiate qualifications to apply for jobs with an
organization.
Alternatives to recruitment:(because of the recruitment and selection costs
are high, companies look for another alternatives to hire, those are:
-outsourcing: is the process of hiring and external provider to do the work that
was previously done internally.
-contingent workers: described as the "disposable american workforce" by a
former secretary of labor, have a nontraditional relationship with the worksite
employer and work as part-timers, temporaries, or independent contractors.
-Professional Employer organizations (employee leasing): is a company
that leases employees to other business.
-Overtime: is the most commonly used alternative to recruitment, espeially in
meeting short-term fluctuations in work volume, is overtime.
External environmental of recruitment: factors external to the organization
can significantly affect the firm's recruitment efforts.
-Labor market conditions: Of particular importance is the demand for an
dsupplu of specific skills in the labor market.
-Legal considerations: LEgal matters also play a significant role in recruitment
practices in the United States.
Promotion policies: An organization's promotion policy can have a significant
impact on rcruitment. Afirm can stress a policy of promotion from within its own
ranks or one in which positions are generally filled from outside the organization.
-Promotion from within(PFW): is the policy of filling vacancies above entrylevel positions with current employees.
Recruitment process: is the process of attracting individuals on a timely basis,
in sufficient numbers, and with apropiate wualifications, to apply for jobs with an
organization.
-employee requisition: Document that specifies job tille, deparment, the date
the employee is needed for work, and other details.
-Recruitment sources: Where qualified candidates are located.
-Recruitment methods: Specific means used to attract potencial employees to
the firm, (such online methods).
Internal Recruitment methods: helpful tools used for ijternal recruitment
include employee databases, job postings, and job bidding procedures.
-Job posting: procedure for informing employees the job opening exist.
-Job bidding: procedure that permits employees who believe that they posses
the required qualifications to apply for a posted position.

Employee referrals: Employee referrals continue to be the way that top

performers are identified.
External recruitment sources: External recruitment is needed to: (1) fill entrylevel jobs; (2) acquire skills nor possessed by current employees; and (3) obtain
employees with different backgrounds to provide diversity of ideas.
Poaching: The process of actively recruiting employees from competitors.
Unemployed: Unemployed often provide a valuable source of recruits.
Military personnel: Operation transition is a program that offers employers two
vehicles for tapping into the military labor pool at no cots.
Self-employed workers: The self-employed worker may also be a oos potential
recruit. These individuals may be true entrepreneurs who are ingenious and
creative.
Ex-offenders: some organizations have discovered it benefical to hire exoffenders.
Online recruitment methods: Online recruitiment has evolutionized the way
companies recruit employees and job seekers search and apply for jobs.
Internet recruiter: person whose primary reponsability is to use the internet in
the recruitment process (also called "cyber recruiter").
Virtual job fair: Online recruiting method engaged in by a single emplyer or
group of employers to attract large number of applicants.
Corporate career web sites: Job sites accessible from a company home page
that list available compoany positions and provide a way for applicants to apply
for specific jobs.
Employment websites: monster.om, hotjob.com, careebuilder.com
employment agency: organization that helps firms recruit employees and at
the same time aids individuals in ther attempt to alocate jobs.
job fair: recruitment method engaged in by a single employer or group of
employers to attract a large number of applicants to one locatiion ofr interviews.
intership: special form of recruitment that involes placig a student in a
temporary job with no obligation either by the company to hire the student
permanently ot by the student to accept a permanent position with the firm
following graduation.
contingency search firm: executive firm that receives fees only successful
placement of a candidate in a job opening.
retained search firm: executive search firm considered as consultants to their
client organizations, serving on an eclusive contractual basis, typically recruit top
business executives.
event recruiting: recruiters going to events being attented by individuals the
company is seeking.