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MGM 411
By: Dr Hassan Al-Dhaafri
Recruiting
Employees
Chapter 6
McGraw-Hill/Irwin Copyright © 2011 by The McGraw-Hill Companies, Inc. All rights reserved.
Learning Objectives
1. Define recruitment.
2. Discuss job analysis, human resource
planning, and recruitment.
3. Explain the purpose of a personnel
requisition form.
4. Describe the advantages and disadvantages
of using internal methods of recruitment.
6-3
Learning Objectives (cont.)
5. Discuss job posting and bidding.
6. Describe the advantages and disadvantages
of using external methods of recruitment.
7. Define realistic job previews.
8. Explain organizational inducements.
6-4
Recruitment
Recruitment
└ Process of seeking and attracting a pool of people
from which qualified candidates for job vacancies
can be chosen.
6-5
Recruitment
Other options
└ Temporary workers
└ Offering overtime to existing employees
└ Subcontracting the work to another organization
└ Leasing employees
└ Outsourcing work
6-6
Personnel Requisition Form
Personnel requisition
form
└ Describes the reason
for the need to hire a
new person and the
requirements of the
job.
6-7
Relationships among Job Analysis, Human
Resource Planning, Recruitment, and Selection
6-9
Advantages – Internal Sources
Organization has a good idea of strengths and
weaknesses of its employees
Performance evaluations of employees are
available
More accurate data are available concerning
current employees, thus reducing chance of
making a wrong decision
6-10
Advantages – Internal Sources
Employees know more about organization and
how it operates
Recruitment from within can have a significant,
positive effect on employee motivation and
morale when it creates promotion opportunities
or prevents layoffs
Most organizations have a sizable investment in
their workforce
6-11
Disadvantages - Internal Sources
Intense infighting for promotions can have a
negative effect on morale and performance of
employees not promoted
Inbreeding of
ideas
6-12
Two Issues – Promoting from
Within
1. Organization needs a 2. Desirability of using
strong employee and seniority as the basis
management for promotions
development
program to ensure
that its people can
handle larger
responsibilities
6-13
Job Posting and Bidding
Job posting and bidding
└ A method of informing employees of job
vacancies by posting a notice in central locations
and giving a specified period to apply for the job.
6-14
Job Posting and Bidding
Procedure involves:
All applications are sent to HR department for
an initial review
An interview by prospective manager
Decision is based on qualifications,
performance, length of service, and other
pertinent criteria
6-15
Job Posting and Bidding -
Implementation
Both promotions and transfers should be
posted
Openings should be posted for specified time
period before external recruitment begins
Eligibility rules for job posting system need to
be developed and communicated
Specific standards for selection should be
included in notice
6-16
Job Posting and Bidding –
Implementation (cont.)
Job bidders should be required to list their
qualifications and reasons for requesting a
transfer or promotion
Unsuccessful bidders should be notified by
human resource department and advised as
to why they were not accepted
6-17
External Sources
6-18
Advantages - External Sources
Pool of talent much larger in comparison to
internal sources
External hires may bring new insights and
perspectives
Often cheaper and easier to hire technical,
skilled, or managerial people from outside
than to train and develop internally
6-19
Disadvantages - External Sources
Attracting, contacting, and evaluating
potential employees is more difficult
Employees hired from outside need a longer
adjustment or orientation period
Recruiting from outside may cause morale
problems among current employees
6-20
External Sources
Job advertising
www.careers.org
└ The placement of help-
wanted www.computerjobs.com
advertisements in daily www.ajb.org
newspapers, in trade
and professional
publications, or on
radio and television.
6-21
External Sources
Headhunter
└ A type of private
employment agency
that seeks candidates
for high-level, or
executive, positions.
6-22
External Sources
Temporary help Employee leasing
└ People working for companies
employment agencies └ Provide permanent
who are subcontracted staffs at customer
out to businesses at an companies.
hourly rate for a
period of time
specified by the
businesses.
6-23
Advantages and Disadvantages of
Internal and External Recruiting
6-24
Who Does the Recruiting, and
How?
Most large and middle-size organizations
normally have an employment office within
human resource department
Consists of recruiters, interviewers, and
clerical personnel
6-25
Who Does the Recruiting, and
How?
Role of personnel in the employment office is
crucial
└ Walk-ins/write-ins and respondents to advertising
develop an impression through their contacts
with employment office
└ Having employees trained in effective
communication and interpersonal skills is
essential
6-26
Who Does the Recruiting, and
How?
In small organizations, the recruitment
function, and many other responsibilities, is
normally handled by one person, frequently
the office manager
Line managers in small organizations often
recruit and interview job applicants
6-27
Lets look back!
1-28