Chapter 5

1. Chapter 5:
Recruiting
Job
Candidates

2. The Recruiting Process
• Matches employees with jobs and
creates a reasonable pool of qualified
candidates for a job opening.
• Process should be efficient because
costs of recruiting, selecting, and
training are often more than 100% of
employees’ annual salaries.
• Thumb rule: 15 to 25 qualified
candidates for each job opening.
2Lussier and Hendon, Fundamentals of Human Resource Management. © 2017, SAGE Publications.

3. External Forces Acting On
Recruiting Efforts
• Labor Market
– The external pool of candidates from which recruits are
drawn.
• Supply and Demand and the Unemployment Rate
– If unemployment is high, the job of recruiting is generally
easier.
• Competitors
– A high number of competitors means a more difficult
recruiting environment.
• Social and Legal Environments
– The social environment affects the ability to recruit new
people.
– The legal environment requires abiding by all EEO laws.
3Lussier and Hendon, Fundamentals of Human Resource Management. © 2017, SAGE Publications.

4. Organizational Recruiting
Considerations
• What Policies to Set: The policies will
determine the actions on the four other
recruiting considerations.
• When to Recruit: We recruit when we
need someone to fill a job.
• Alternatives to Recruitment: Do we
have a viable and financially feasible
way to solve our shortage other than
recruitment?
4Lussier and Hendon, Fundamentals of Human Resource Management. © 2017, SAGE Publications.

5. Organizational Recruiting
Considerations
• Reach of the Recruiting Effort: We need
to identify our effective labor market.
• Social Media Recruiting: Social media
can provide recruiters with much more
reach.
5Lussier and Hendon, Fundamentals of Human Resource Management. © 2017, SAGE Publications.

6. Internal Recruiting
• Internal Recruiting: Filling job openings
with current employees or individuals
known by current employees
• Internal Recruiting Sources
– Promotions or lateral moves from within
– Promotions leave vacancies that may
need to be recruited externally
– Employee referrals
6Lussier and Hendon, Fundamentals of Human Resource Management. © 2017, SAGE Publications.

7. Internal Recruiting:
Advantages
• Promotions and requested lateral
moves increase organizational
commitment and job satisfaction
• Recruits know the “back channels” of
the organization.
• Recruit has interest in organization,
knowledge of operations and
processes, and comfort continuing to
work in the company.
7Lussier and Hendon, Fundamentals of Human Resource Management. © 2017, SAGE Publications.

8. Internal Recruiting:
Advantages
• Organization has existing knowledge of
internal employees.
• Internal is usually quicker than external
recruiting and saves money.
8Lussier and Hendon, Fundamentals of Human Resource Management. © 2017, SAGE Publications.

9. Internal Recruiting:
Disadvantages
• Applicant pool is significantly smaller.
• Hiring from within opens another position to
fill.
• Success in one job doesn’t mean success in
a different job.
• External candidates may have better
qualifications.
9Lussier and Hendon, Fundamentals of Human Resource Management. © 2017, SAGE Publications.

10. Internal Recruiting:
Disadvantages
• Internal employees may feel entitled to the
job.
• It may create or perpetuate resistance to
change.
• It may stifle creativity and innovation if the
individual is already immersed in the
organization’s culture.
10Lussier and Hendon, Fundamentals of Human Resource Management. © 2017, SAGE Publications.

11. External Recruiting
• External Recruiting: Engaging
individuals from labor market outside
the firm to apply for a job.
• It can be accomplished in an open or
targeted manner.
11Lussier and Hendon, Fundamentals of Human Resource Management. © 2017, SAGE Publications.

12. External Recruiting Sources
• Walk-ins
• Educational institutions
• Employment agencies
– Temporary agencies
– Public (state employment) agencies
– Private agencies
• General
• Contingency and retained agencies
• Retained search firms/executive recruiters
• Advertising
12Lussier and Hendon, Fundamentals of Human Resource Management. © 2017, SAGE Publications.

13. Exhibit 5-2 Major Recruiting Sources
13
Lussier and
Hendon,
Fundamentals of
Human Resource
Management. ©
2017, SAGE
Publications.

14. External Recruiting:
Advantages
• Avoids creating or perpetuating
resistance to change
• Finds individuals with complex skill sets
who are not available internally
• Lowers training costs by hiring
someone with the requisite skills
• Increases organizational diversity
14Lussier and Hendon, Fundamentals of Human Resource Management. © 2017, SAGE Publications.

15. External Recruiting:
Disadvantages
• Disruption of introducing different ways
of operating
• Takes more time and training costs
• May adversely affect current
employees’ motivation and satisfaction
due to a perceived inability to move up
in the organization
• External hires have no history with the
firm
15Lussier and Hendon, Fundamentals of Human Resource Management. © 2017, SAGE Publications.

16. Challenges and Constraints
in Recruiting
• Budgetary Constraints
• Policy Constraints and Organizational
Image
• Job Characteristics and Realistic Job
Previews (RJP)
• The Recruiter – Candidate Interaction
16Lussier and Hendon, Fundamentals of Human Resource Management. © 2017, SAGE Publications.

17. Exhibit 5-2: Evaluation of Recruiting Programs
17
Lussier and
Hendon,
Fundamentals of
Human Resource
Management. ©
2017, SAGE
Publications.

18. Trends and Issues in HRM
• Talent Wars
– A global war for talent has become a
reality.
• Global Knowledge Workers
– We will increasingly see a much larger
number of contingent workers as a
segment of the overall workforce.
18Lussier and Hendon, Fundamentals of Human Resource Management. © 2017, SAGE Publications.