Chapter 6

Recruiting

Introduction

Where from the recruitment

process actually start?..

In broader sense recruitment

process actually starts
from..
Human Resource Planning

Recruiting Goals
recruiting provides information that will attract

a significant pool of qualified candidates and

discourage unqualified ones from applying
recruiters promote the organization to
prospective applicants

Recruiting Goals

Factors that affect recruiting efforts:

organizational
employment

conditions in the area

effectiveness
working

size

of past recruiting efforts

conditions, salary, and benefits offered

organizational

growth or decline

Introduction
Once an organization identifies its human resource
needs through employment planning, it can begin
recruiting candidates for actual or anticipated vacancies.
Recruiting brings together

those with jobs to fill

and

those seeking jobs

Introduction

Recruiting is the process of discovering

potential candidates for actual or
anticipated organizational vacancies.
Or from another perspective, it is a
linking activity bringing together
those with jobs to fill and those
seeking jobs.
Simply, recruitment is the process of
attracting right number of peoples,
right kinds of peoples at the right place
at the right time.

Sources of Recruiting

Certain recruiting sources are more

effective than others for filling certain
types of jobs.

Two basic sources of recruitment:

1. Internal source of Recruitment
2. External source of recruitment

Recruiting Sources
Internal search

Many large organizations attempt to develop their own

employees for positions beyond the lowest level.

When potential candidates are recruited from within the

organization, it is called internal source of recruitment.

Chapter 6, slide 8

Sources of Recruiting

Internal recruitment options are:

1. promotion/lateral transfer-when
candidate is identified
2. advertise internally-when organization
believe in availability of persons within
the organization and discover hidden
talent that may have been overlooked and
follow standard recruitment process for
selection.

Sources of Recruiting
Employee Referrals:
Current employees can be asked to recommend
recruits.
Advantages:

employees motivation to make a good recommendation

the availability of accurate job information for the recruit
employee referrals tend to be more acceptable applicants,
more likely to accept an offer, and have a higher survival
rate

Disadvantages:

the possibility of friendship being confused with job

performance
the potential for nepotism
the potential for adverse impact

Sources of Recruiting

External source of recruitment:

When potential candidates are recruited from
outside the organization, it is called external
source of recruitment.

External source of recruitment:

External recruitment could be through

- Advertisements:
- Employment Agencies
- Schools, Colleges, and Universities
- Professional Organizations
- Cyberspace Recruiting
- Unsolicited Applicants
- Walk-ins
- Head hunting

Recruiting Sources
External
searches
Advertisements:
When an organization wishes to communicate to the public that it has a
vacancy, advertisement is one of the most popular methods used.
Must decide type and location of ad, depending on job; decide whether
to focus on job (job description) or on applicant (job specification).
The most common techniques that are used as ad.
Newspapers (local and specific labor markets)
Trade and professional journals
Internet job sites
Marketing programs
Radio & Television

Recruiting Sources

Advertisements must be completed indicating

qualification, skills, competencies and other
relevant information. It should also include a brief
job summary, nature of job and place of posting,
compensation packages and professional
references if needed.

Three factors influence the response rate:

identification of the organization
labor market conditions
the degree to which specific requirements are
listed.

Recruiting Sources
Employment Agencies:
Types of employment agencies:
Public agencies operated by federal, state, or local
government
private employment agencies
management consulting firms
executive search firms

Recruiting Sources

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

Management consulting firms (headhunters) research

candidates for mid- and upper-level executive placement

Executive search firms screen potential mid/top-level

candidates while keeping prospective employers anonymous

Recruiting Sources

Reasons for using a private employment agency:

When a firm doesnt have an HR department and is not

geared to doing recruiting and screening.

The firm has found it difficult in the past to generate a

pool of qualified applicants.

The firm must fill a particular opening quickly.

There is a perceived need to attract a greater number of

minority or female applicants.

The firm wants to reach currently employed individuals,

who might feel more comfortable dealing with agencies
than with competing companies.

The firm wants to cut down on the time its devoting to

recruiting.

Recruiting Sources
Schools, colleges, and universities:
Educational

institutions at all levels offer opportunities for

recruiting recent graduates.
Most educational institutions operate placement services
where prospective employers can review credentials and
interview graduates.
May provide entry-level or experienced workers through
their placement services
May also help companies establish cooperative education
assignments and internships

Recruiting Sources

Head Hunting:
Head Hunting is one way of searching
highly qualified senior managers through
informal interview process. The method is
useful to bring potential persons who are
well placed in different organizations who
normally do not apply in response to
formal advertisements.

Recruiting Sources
Job fairs:
attended by company recruiters seeking resumes and info
from qualified candidates

Virtual online job fairs could bring employers and job seekers
together online by logging into a specific Web site at a certain
time.

Recruiting Sources
Professional organizations:
Many

professional organizations, including labor unions, operate

placement services for the benefit of their members.
The professional organizations include such varied occupations
as industrial engineering, psychology, accounting, legal, and
academics.
These organizations publish rosters of job vacancies and
distribute these lists to members.
run placement services at meetings
control the supply of prospective applicants
labor unions are also in this category

Recruiting Sources

Unsolicited applicants (walk-ins):

Unsolicited applications, whether they reach the

employer by letter, telephone, or in person,
constitute a source of prospective applicants.

may provide a stockpile of prospective applicants

if there are no current openings

Direct applicants who seek employment with or

without encouragement from other sources.

Courteous treatment of any applicant is a good

business practice.

Recruiting Sources
Online
sources

most companies use the Internet to recruit employees

job seekers use online resumes and create Web pages

about their qualifications

Recruiting Sources

Advantages of Internet recruiting

Cost-effective way to publicize job

openings

More applicants attracted over a longer

period

Immediate applicant responses

Online prescreening of applicants

Links to other job search sites

Automation of applicant tracking and

evaluation

Recruiting Sources
Promoting from Within the organization
Advantages
good public relations
morale building
encouragement of employees and members of protected
knowledge of existing employee performance
cost-savings
candidates are well known about the organization
Candidates have a stronger commitment to the company
opportunity to develop mid- and top-level managers

groups

Disadvantages
possible inferiority of internal candidates
infighting and morale problems
potential inbreeding
Time wasted interviewing inside candidates

considered

who will not be

Recruiting Sources
Promoting from outside the organization
Advantages

Import new ideas

Reduce employee training and development, particularly, if
they have been trained elsewhere
Hiring outsiders can indicate a change of business outlook; and
Internal person may not be available.

Disadvantages

It takes lots of time and energy

It is costly

It may not build the morale

It can not encourages good individuals who are ambitious

Candidates have weak commitment to the company

No opportunity to develop mid- and top-level managers

Recruiting Sources
Recruiting
alternatives
Temporary help services:
temporary employees help organizations meet short-term
fluctuations in HRM needs
older workers can also provide high-quality help
Employee leasing:
trained workers are employed by a leasing company, which
provides them to employers when needed
typically remain with an organization for longer periods of time
Independent contractors:
do specific work either on or off the companys premises
costs of regular employees (i.e. taxes and benefits costs) are not
incurred

Slide#11

Thank You Very

Much