Recruitment - Unitedworld School of Business


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  • Human Resource Management, 5E Human Resource Management, 5E
  • Recruitment - Unitedworld School of Business

    1. 1. Recruiting Human Resources
    2. 2. Nature and Purposes of Recruitment• Recruitment is the process of searching for and obtainingapplicants for jobs• Recruitment has several benefits for a firm:– Determine the present and future requirements of the organisation in conjunctionwith its personnel-planning and job-analysis activities.– Increase the pool of job candidates at minimum cost.– Help increase the success rate of the selection process by reducing the number ofvisibly underqualified or overqualified job applicants.– Help reduce the probability that job applicants, once recruited and selected, willleave the organisation only after a short period of time.– Meet the organisation’s legal and social obligations regarding the composition of itsworkforce.– Begin identifying and preparing potential job applicants who will be appropriatecandidates.– Increase organisational and individual effectiveness in the short term and long term.– Evaluate the effectiveness of various recruiting techniques and sources for all typesof job applicants.
    3. 3. Factors Influencing RecruitmentExternal Forces• Supply and demand• Unemployment rate• Labour market• Political-social• Sons of soil• ImageRecruitmentInternal Forces• Recruitment• HRP• Size of the firm• Cost• Growth and expansion
    4. 4. Recruitment ProcessApplicantPoolPotential HiresPersonnelPlanningJobVacanciesJobAnalysisEmployeeRequisitionRecruitmentPlanning• Numbers• TypeStrategyDevelopment• Where• How• WhenSearchingActivation“Selling”• Message• MediaEvaluationand ControlToSelectionScreeningApplicantPopulation
    5. 5. Sources of RecruitmentRecruitmentPresent EmployeesFormer EmployeesPrevious ApplicantsEmployees ReferralsProfessional or Trade AssociationsAdvertisementsEmployment ExchangesCampus RecruitmentWalk0ins and Write-insConsultantsContractorsDisplaced PersonsRadio and TelevisionAcquisitions and MergersCompetitorsE-RecruitingInternalSourcesExternalSources
    6. 6. Recruitment Yield PyramidOffer AcceptanceJob OfferInvited for FinalInterviewInvited to ScreeningInterviewInitial ContactsOffers/Acceptance (3:2)Interview/Offers (4:3)Screening/Invites (5:1)Contacts/Screens (10:1)2030402002000
    7. 7. Evaluation and Control• Salaries for recruiters.• Management and professional time spent on preparingjob description, job specifications, advertisements,agency liaison, and so forth.• Cost of advertisements or other recruitment methods,that is, agency fees.• Cost of producing supporting literature.• Recruitment overheads and administrative expenses.• Costs of overtime and outsourcing while the vacanciesremain unfilled.• Cost of recruiting suitable candidates for the selectionprocess.
    8. 8. Philosophies of Recruitment• Realistic job previews• JCQ– Alternatives– over time work– employee leasing– temporary employment
    9. 9. Typical Consequences of Job PreviewsTraditional Procedures Realistic ProceduresSet initial job expectations too high Set job expectations realisticallyJob is typically viewed as attractiveJob may or not be attractive dependingon individual needsHigh rate of job offer acceptance Some accept, some reject job offerWork experience belies expectations Work experience confirms expectationsLower job survival, dissatisfaction,frequent thoughts of quittingHigh job survival, satisfaction, nothoughts of quitting
    10. 10. Reality Check• Think of a firm you want to submit jobapplication. Which factors attract youtowards the company?
    11. 11. Reality Check• Have you at any time tried internetrecruiting? What has been yourexperience with it when compared withconventional route?