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1. RECRUITMENT

2. Recruitment
The process of attracting individuals
on a timely basis, in sufficient
numbers, and with appropriate
qualifications, and encouraging them
to apply for jobs with an
organization

3. Alternatives to Recruitment
 Outsourcing
 Contingent Workers
 Professional Employer Organizations
 Overtime

4. Outsourcing
 Transfers responsibility to an
external provider
 Provides greater efficiency and
effectiveness

5. Contingent Workers
 Part-timers, temporaries, and
independent contractors
 Staffing companies or independent
contractors
 Fast growing
 Provides greater flexibility and lower
labor costs

6. Professional Employer
Organizations
 A firm that provides a service under which an
employer can outsource employee management
tasks, such as employee benefits, payroll and
workers' compensation, recruiting, risk/safety
management, and training and development

7. Overtime
 Most commonly used method of
meeting short-term fluctuations in
work volume
 Employer avoids recruitment,
selection, and training costs
 Employees gain from increased income
 Potential problems

8. External Environment of
Recruitment
 Labor Market Conditions
 Legal Considerations
 Corporate Image

9. Internal Environment of
Recruitment
 Human Resource Planning
 Promotion Policies
 Firm’s Knowledge of Employees
 Nepotism

10. The Recruitment Process
 Human Resource Planning
 Alternatives to Recruitment
 Use Internal Sources and Methods
 Use External Sources and Methods
 Recruited Individual

11. Methods Used in Internal
Recruiting
 Employee Databases
 Job Posting
 Job Bidding

12. External Sources of Recruitment
 High Schools and Vocational Schools
 Community Colleges
 Colleges and Universities
 Competitors and Other Firms
 Unemployed
 Older Individuals
 Military Personnel
 Self-employed Workers

13. External Recruitment Methods
 Advertising
 Employment Agencies - Private and
Public
 Special Events
 Internships
 Executive Search Firms

14. External Recruitment Methods
(Continued)
 Professional Associations
 Employee Referrals
 Unsolicited Walk-In Applicants
 Event recruiting
 Virtual Job Fairs
 Sign-In Bonuses

15. Advertising
 Communicates firm’s employment
needs
 Should indicate how to respond
 Previous experience with various media
suggest the approach taken
 Certain media attract more
homogeneous audiences

16. Employment Agencies - Public
and Private
 Help firms recruit employees and aid
individuals to locate jobs
 Best known for recruiting white-
collar employees
 One-time fee may discourage
candidate
 Some private agencies deal primarily
with firms that pay fee

17. Special Events
 A single employer or group of
employers attempt to attract a large
number of applicants for interviews
 Meet a large number of candidates in a
short time
 Job fairs offer lower cost per hire than
traditional approaches

18. Internships
 Places student in a temporary job
 Used as a recruiting technique
 No obligation to hire student
permanently or for student to accept a
permanent position
 Typically a temporary job for summer
or a part-time job during school year
 Students bridge gap from theory to
practice

19. Executive Search Firms
 Locate experienced professionals and
executives
 Need specific types of individuals
 Sophisticated profession serving greatly
expanded role
 Assist in determining HR needs,
establishing compensation packages,
and revising organizational structures
 Client pays expenses, as well as fee

20. Professional Organizations
 Recruitment and placement services for
members
 Society for Human Resource
Management operates job referral
service

21. Employee Referrals
 Important role in recruitment
process
 Referrals better qualified and stay
on job longer
 Recruit new hires through
employee-referral incentive
programs

22. Unsolicited Walk-In Applicants
 Reputation of being a good place
to work attracts qualified
prospects without extensive
recruitment
 Well-qualified workers seek
specific company

23. Event Recruiting
 Opportunity to create image of
company
 Attend events where recruits are
likely to be

24. Virtual Job Fairs
 Students are interviewed face-to-face
by recruiters using computers that use
cameras to send head-and-shoulder
images
 Recruiters visit schools without leaving
office

25. Tailoring Recruitment Methods to
Sources
 Tailored to need each firm’s needs
 Recruitment sources and methods vary
according to position being filled

26. Recruitment for Diversity
 Analysis of recruitment procedures
 Utilization of minorities, women, and
individuals with disabilities
 Advertising
 Employment agencies
 Other suggested approaches