1. Recruiting job candidates

2. Recruiting approaches
 Internal approach
 External approach

3. Importance of recruiting
 Recruiting is a very important process
because the more applicants you have
the more selective you can be in your
hiring.
 From this perspective, it is crucial to
pay attention to how an organization’s
image is influenced by recruitment and
selection processes.

4. Line and staff cooperation
 Recruiting is a process in which line managers
and the HR manager must work together.
 HR manager must collect information such as
job characteristics, specifications, and job
values before starting recruiting. This can be
more effective when working with line
managers.

5. Some sources of candidates
 Advertising;
 Employment agencies and executive recruiter;
 College recruiting and on-site visits;
 Web-based recruitment;
 Social networks.

6. Advertisement
 Two issues must be addressed:
1. Proper media: depends on the types of
positions; local newspapers, industrial
journals, professional journals, radio and
television may be used for different types of
positions.
2. Ad’s construction: A four-point guide has
been proposed to construct advertisements.

7. A four-point guide for Ad’s construction
 Attention: you must attract attention by adding
visual effects and highlighting important points.
 Interest: describe the nature of the job by
highlighting important aspects of job from
candidates’ points of view such as its location, salary,
and interesting aspects of job.
 Desire: create desire by amplifying the job’s interest
factors such as career development, travel, or similar
advantages.
 Action: the ad should prompt action and invite
people for next phases of recruiting process.

8. Examples of benefits that increase a job
seeker's desire to work for your company
• Great pay or pay that exceeds the industry standard for that specific position
• On-the-job skills training-list the skills the employee will learn
• Pay raises when new skills are mastered
• Tuition reimbursement
• A company car
• Free or low cost (to the employee) medical and dental insurance
• A flexible work schedule
• Better-than-average vacation incentives
• Performance bonuses (more vacation, money, prizes, etc.)
• Scheduled pay raises-list the time frame to the first raise
• Opportunities for promotion
• Free onsite cafeteria
• Onsite gym
• Onsite daycare
• Opportunities to telecommute
• A beautiful office

9. Job adverts checklist
 job title
 employer or recruitment agency/consultancy
 job base location
 succinct description of business/organization/division activity and market position and aims
 to whom the position reports - or other indication of where the role is in the structure
 outline of job role and purpose - expressed in the 'second-person' (you, your, etc)
 indication of scale, size, responsibility, timescale, and territory of role
 outline of ideal candidate profile - expressed in 'second-person'
 indicate qualifications and experience required (which could be incorporated within candidate profile)
 salary or salary guide
 whether the role is full-time or permanent or a short-term contract (if not implicitly clear from
elsewhere in the advert)
 other package details or guide (pension, car etc)
 explanation of recruitment process
 response and application instructions
 contact details as necessary, for example, address, phone, fax, email, etc.
 website address
 corporate branding

10. Employment agencies
 Some reasons when employment agencies
may be useful:
- your company doesn’t have its own HR
department;
- it is difficult to generate a pool of qualified
applicants;
- some positions must be filled quickly.

11. A sample list of Iranian employment agencies
http://www.irantalent.com/

12. Social network (networking)
 A study carried out in the UK by Capital
Consulting shows has found that fewer
than one in five (18 per cent) of
employees work in organizations which
encourage them to recommend friends or
acquaintances.

13. Pros & Cons
 Some argue that the candidates who come through referrals have already
been examined by an employee, they are usually a better fit with the
company and the job and have a better understanding of the business.
 With a ready-made network of workmates, they settle in quickly and tend
to stay longer than employees who come to the business through
external agencies. They are also more likely to perform well so as to not
reflect badly on the one who recommended them.
 Using social networking without an effective performance appraisal
system may result in dysfunctional informal groups.