2. Introduction
Recruiting
– Once an organization identifies its
human resource needs through
employment planning, it can begin the
process of recruiting potential
candidates for actual or anticipated
organizational vacancies.
– Recruiting brings together those with
jobs to fill and those seeking jobs.
3. Recruitment Definition :
Recruitment
– The process of locating, identifying, and
attracting capable applicants to an
organization
4. Recruiting Goals
To provide information that will attract a
significant pool of qualified candidates and
discourage unqualified ones from applying.
Factors that affect recruiting efforts
– Organizational size
– Employment conditions in the area
– Working conditions, salary and benefits
offered
– Organizational growth or decline
6. Recruiting: A Global Perspective
For some positions, the whole world
is a relevant labor market.
Parent (Home) country nationals
are recruited when an organization
is searching for someone with
extensive company experience to
launch a very technical product in a
country where it has never sold
before.
7. Recruiting: A Global Perspective
Host-country nationals (HCNs)
are targeted as recruits when
companies want each foreign
subsidiary to have its own distinct
national identity.
HCN’s minimize potential problems
with language, family adjustment
and hostile political environments.
8. Recruiting Sources
Sources should match the position
to be filled.
Sources:
– Internal Searches
– Employee Referrals/
Recommendations
– External Searches
– Alternatives
9. Recruiting Sources
The internal search
Organizations that promote from
within identify current
employees for job openings:
– by having individuals bid for
jobs
– by using their HR
management system
– by utilizing employee
referrals
10. Recruiting Sources
The internal search
Advantages of promoting from
within include
– morale building
– encouragement of ambitious
employees
– availability of information on
existing employee
performance
– cost-savings
– internal candidates’
knowledge of the organization
11. Recruiting Sources
The internal search
Disadvantages include:
– possible inferiority of
internal candidates
– infighting and morale
problems
12. Recruiting Sources
Employee referrals/recommendations
Current employees can be asked to
recommend recruits.
Advantages include:
– the employee’s motivation to make a
good recommendation
– the availability of accurate job
information for the recruit
– Employee referrals tend to be more
acceptable applicants, to be more likely
to accept an offer and to have a higher
survival rate.
13. Recruiting Sources
Employee referrals/recommendations
Disadvantages include:
– the possibility of friendship being
confused with job performance
14. Recruiting Sources
External searches
Advertisements: Must decide type and
location of ad, depending on job; decide
whether to focus on job (job description) or
on applicant (job specification).
Two factors influence the response rate:
– identification of the organization
– labor market conditions
15. Recruiting Sources
External searches
Employment agencies:
– 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.
16. Recruiting Sources
External searches
Schools, colleges, and
universities:
– May provide entry-level or
experienced workers
through their placement
services.
– May also help companies
establish cooperative
education assignments and
internships.
17. Recruiting Sources
Recruitment alternatives
Temporary help services.
– Temporary employees help organizations meet
short-term fluctuations in HRM needs.
– Older workers can also provide high quality
temporary help.
Employee leasing.
– Trained workers are employed by a leasing
company, which provides them to employers
when needed for a flat fee.
– Typically remain with an organization for longer
periods of time.
