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Human Resource Management 
Md. Mostofa Jaman
Recruiting
Recruiting
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 
expected organizational vacancies.
INTRODUCTION 
 Recruiting brings together those with jobs to fill 
and those seeking jobs.
INTRODUCTION 
Recruiting is a process of identifying and hiring 
best qualified candidates for a job vacancy, in a 
most timely and cost effective manner.
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
RECRUITING PLANNING 
Requisitions: 
Requisition is a formal document that authorizes the filling of a 
job opening indicated by the signatures of the top management. 
Supervisors are seldom given discretion to authorize the filling of 
job opening. 
Timing: 
Two factors that drive the decision of when look for job applicants 
are lead time concerns and time sequence concerns. 
Number of contacts: 
The pool of applicants almost needs to be larger than the number of 
vacant position. It is very to determine the exact number needed 
to fill a particular vacancy.
RECRUITING PLANNING 
Recruitment budget & Return on investment: 
The recruitment process is a vey expensive component of organizational 
staffing. Cost include staff time developing a recruitment message, 
website development & administration, advertising, time spent making 
personal contacts and following up with potential candidates. 
Development of a recruiment guide: 
A recruitment guide is a formal document that details the process to be 
followed to attract applicants to a job. It should be based on the 
organization’s staffing flowchart. 
Process flow & Record keeping: 
Before deciding where & how to look for applicants, it is essential that organization 
prepare for the high volume of data that accompanies the filling of vacancies.
CONSTRAINTS ON RECRUITING EFFORTS 
INCLUDE 
 Organization image 
 Job attractiveness 
 Internal organizational policies 
 Government influence, such as discrimination laws 
 Recruiting costs
RECRUITING SOURCES 
Sources: 
Internal Searches 
Employee Referrals/ 
Recommendations 
External Searches
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
RECRUITING SOURCES 
Employee referrals/recommendations 
Current employees can be asked to 
recommend recruits.
ADVANTAGES OF INTERNAL 
SOURCE 
> It is good public relation 
> It builds morale 
> It encourage good individuals who are 
ambitious 
> It’s less costly.
ADVANTAGE OF EMPLOYEE 
REFERRAL 
> The employees motivation to make good 
recommendation. 
> Availability of accurate job information. 
> More acceptable. 
Disadvantages 
> Friend become enemy. 
> The potential for nepotism. 
> The potential for adverse impact.
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). 
Three factors influence the response rate: 
identification of the organization 
labor market conditions 
the degree to which specific requirements are 
listed. 
Blind box ads don’t identify the 
organization.
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. 
 Fees may be paid by employer, employee or both.
RECRUITING SOURCES 
External searches 
 Employment agencies: 
 Management consulting, executive search or 
headhunter firms specialize in executive placement 
and hard-to-fill positions. 
 Charge employers up to 35% of the first year salary 
 Have nationwide contacts 
 Do thorough investigations of candidates
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.
RECRUITING SOURCES 
External searches 
 Professional organizations: 
 Labor Unions 
Operate Placement services
RECRUITING SOURCES 
External searches 
 Cyberspace Recruiting: Nearly four out of 
five companies use the Internet to recruit 
employees. Commercial job-posting services 
continue to grow.
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.
RECRUITING SOURCES 
Recruitment alternatives 
 Independent contractors 
 Do specific work either on or off the company’s site. 
 Costs of regular employees (i.e. taxes and benefits 
costs) are not incurred.
COMMUNICATION MESSAGE 
Realistic Recruitment Message: 
A realistic recruiting message portray the organization and 
the job as they really are rather than describing what the 
organization thinks job applicants want to hear. 
Employment Brand Message: 
Organization wishing to portray an appealing message to 
potential applicants may develop an employment to 
attract applicants. An employment brand is a “good 
company tag” that places the image of “being a great place 
to work. An organizations employment brand is closely 
tied to it’s product market image.
Advantage of Brochure: 
It can be lengthier than advertisement. 
Disadvantage of Brochure: 
Costly to develop. Less credible. 
A successful brochures possesses: 
1. A unique theme or point of view relative to organizations in same 
industry. 
2. A visual distinctiveness in terms of design & photograph. A good 
format for the brochure is to begin with a general description of 
the organization includes it’s history, culture, values, goals, 
brand.
Videos & Videoconferencing: 
A video can be used along with brochure, but it should simple 
replicate the brochure. Brochure should be used for general 
information & video should be used to show the culture & climate 
of the organization. 
Advertisements: 
Ads are much shorter and to the point than recruitment 
brochures. 
Organizational Websites: 
Direct Contact: 
Two most common media for direct contact is messages & e-mail.
CLOSED, OPEN & HYBRID 
RECRUITMENT 
Close internal Recruitment System: Under a 
closed internal system, employees are not made aware of job 
vacancies. The only people made aware of promotion or transfer 
opportunities are those who oversee placement in the HR 
department. It is very efficient. And time & cost involved are 
minimal. 
Open Internal Recruitment System: Under an open 
internal system employees are made aware of job vacancies. This 
is accomplished by a job posting & bidding system. It gives 
employees a chance to measure their qualifications against those 
required for advancement. It creates unwanted competition. It is 
lengthy & time consuming.
Hybrid system of internal Recruitment: 
Under a hybrid system, both open & closed steps 
are followed at the same time. Job vacancies are 
posted and HR department conducts a search 
outside the job posting system.

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Recruiting

  • 1. Human Resource Management Md. Mostofa Jaman
  • 4. 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 expected organizational vacancies.
  • 5. INTRODUCTION  Recruiting brings together those with jobs to fill and those seeking jobs.
  • 6. INTRODUCTION Recruiting is a process of identifying and hiring best qualified candidates for a job vacancy, in a most timely and cost effective manner.
  • 7. RECRUITING GOALS  To provide information that will attract a significant pool of qualified candidates and discourage unqualified ones from applying.
  • 8. FACTORS THAT AFFECT RECRUITING EFFORTS  Organizational size  Employment conditions in the area Working conditions, salary and benefits offered  Organizational growth or decline
  • 9. RECRUITING PLANNING Requisitions: Requisition is a formal document that authorizes the filling of a job opening indicated by the signatures of the top management. Supervisors are seldom given discretion to authorize the filling of job opening. Timing: Two factors that drive the decision of when look for job applicants are lead time concerns and time sequence concerns. Number of contacts: The pool of applicants almost needs to be larger than the number of vacant position. It is very to determine the exact number needed to fill a particular vacancy.
  • 10. RECRUITING PLANNING Recruitment budget & Return on investment: The recruitment process is a vey expensive component of organizational staffing. Cost include staff time developing a recruitment message, website development & administration, advertising, time spent making personal contacts and following up with potential candidates. Development of a recruiment guide: A recruitment guide is a formal document that details the process to be followed to attract applicants to a job. It should be based on the organization’s staffing flowchart. Process flow & Record keeping: Before deciding where & how to look for applicants, it is essential that organization prepare for the high volume of data that accompanies the filling of vacancies.
  • 11. CONSTRAINTS ON RECRUITING EFFORTS INCLUDE  Organization image  Job attractiveness  Internal organizational policies  Government influence, such as discrimination laws  Recruiting costs
  • 12. RECRUITING SOURCES Sources: Internal Searches Employee Referrals/ Recommendations External Searches
  • 13. 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
  • 14. RECRUITING SOURCES Employee referrals/recommendations Current employees can be asked to recommend recruits.
  • 15. ADVANTAGES OF INTERNAL SOURCE > It is good public relation > It builds morale > It encourage good individuals who are ambitious > It’s less costly.
  • 16. ADVANTAGE OF EMPLOYEE REFERRAL > The employees motivation to make good recommendation. > Availability of accurate job information. > More acceptable. Disadvantages > Friend become enemy. > The potential for nepotism. > The potential for adverse impact.
  • 17. 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). Three factors influence the response rate: identification of the organization labor market conditions the degree to which specific requirements are listed. Blind box ads don’t identify the organization.
  • 18. 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.  Fees may be paid by employer, employee or both.
  • 19. RECRUITING SOURCES External searches  Employment agencies:  Management consulting, executive search or headhunter firms specialize in executive placement and hard-to-fill positions.  Charge employers up to 35% of the first year salary  Have nationwide contacts  Do thorough investigations of candidates
  • 20. 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.
  • 21. RECRUITING SOURCES External searches  Professional organizations:  Labor Unions Operate Placement services
  • 22. RECRUITING SOURCES External searches  Cyberspace Recruiting: Nearly four out of five companies use the Internet to recruit employees. Commercial job-posting services continue to grow.
  • 23. 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.
  • 24. RECRUITING SOURCES Recruitment alternatives  Independent contractors  Do specific work either on or off the company’s site.  Costs of regular employees (i.e. taxes and benefits costs) are not incurred.
  • 25. COMMUNICATION MESSAGE Realistic Recruitment Message: A realistic recruiting message portray the organization and the job as they really are rather than describing what the organization thinks job applicants want to hear. Employment Brand Message: Organization wishing to portray an appealing message to potential applicants may develop an employment to attract applicants. An employment brand is a “good company tag” that places the image of “being a great place to work. An organizations employment brand is closely tied to it’s product market image.
  • 26. Advantage of Brochure: It can be lengthier than advertisement. Disadvantage of Brochure: Costly to develop. Less credible. A successful brochures possesses: 1. A unique theme or point of view relative to organizations in same industry. 2. A visual distinctiveness in terms of design & photograph. A good format for the brochure is to begin with a general description of the organization includes it’s history, culture, values, goals, brand.
  • 27. Videos & Videoconferencing: A video can be used along with brochure, but it should simple replicate the brochure. Brochure should be used for general information & video should be used to show the culture & climate of the organization. Advertisements: Ads are much shorter and to the point than recruitment brochures. Organizational Websites: Direct Contact: Two most common media for direct contact is messages & e-mail.
  • 28. CLOSED, OPEN & HYBRID RECRUITMENT Close internal Recruitment System: Under a closed internal system, employees are not made aware of job vacancies. The only people made aware of promotion or transfer opportunities are those who oversee placement in the HR department. It is very efficient. And time & cost involved are minimal. Open Internal Recruitment System: Under an open internal system employees are made aware of job vacancies. This is accomplished by a job posting & bidding system. It gives employees a chance to measure their qualifications against those required for advancement. It creates unwanted competition. It is lengthy & time consuming.
  • 29. Hybrid system of internal Recruitment: Under a hybrid system, both open & closed steps are followed at the same time. Job vacancies are posted and HR department conducts a search outside the job posting system.