Recruitment decisions

1. Recruitment
Decisions

2. Recruitment
A process of generating a pool of
suitable candidates for available jobs.
Purpose:
 Attract suitable candidates to apply
 Discourage unsuitable ones
 Provide job information
 Project organization image

3. Alternatives to recruitment
 Reorganization
 Flexible working
 Employee leasing
 Outsourcing
 Internal redeployment
 Technology

4. Employment Lifecycle
Recruit Hire Retain Exit
Decision
Selection
Criteria
Job
Design
Competency
Profile

5. Quality of new hire
Improving
quality of hire
is a means to
an end – NOT
the end itself
There is no
one-size-fits-
all with quality
of hire
It is up to YOU
to determine
what is
important to
your company

6. Recruitment process
Recruitment Philosophy
• Internal vs external
• Job vs career
• Short vs long term
• Other considerations
Recruitment Evaluation
• Number of jobs filled
• Timeliness of jobs filled
• Cost per job filled
• Diversity goals met
Recruitment Activities
• Internal & External
methods of recruitment
• Follow up actions
• Record keeping
Recruitment Planning
• Numbers needed
• Cost/time needed
• Diversity of hires
Strategy Development
• Whom, how, when to recruit
• Which source to use
• Choice of recruiters
• What information to share

7. Tools for recruitment planning
Yield ratio analysis (YR)
 The YR reflects percentage of job candidates at
beginning of recruitment who moved to the next step in
the process
 After initial screening, if company invites 8 out of 20
applicants for interview,
 The YR for this stage of recruitment is 40%
 Not everyone receiving the interview call may accept it
 If 6 out of 8 candidates accept the call,
 YR for this stage of recruitment is 75%
 If 3 out of 6 candidates are finally selected & job offers
are given to them, then
 YR at this stage of recruitment is 50%

8. Effective recruiting: Yield Pyramid
New hires (50%)
Offers made (67%)
Interviewed (75%)
Invited (17%)
Leads generated
Significance YR will help to estimate the suitable candidate
number required in future
Saves time and resource

9. Sources of recruitment
1. Internal source of recruitment
 Generating a pool of candidates from
within the organization
2. External source of recruitment
 Generating a pool of candidates from
outside the organization

10. Methods for internal recruitment
 Job posting (company website, notice board)
 Employee referrals (since internal rather than
external sources are used to attract
candidates, this method is still considered
internal)
 Employee/Executive Development Programs
 Succession Planning
 Training
 Grooming

11. Methods for external recruitment
 Advertisement (media)
 College recruitment (campus visit, job fair,
internship)
 Employment agencies (most widely used
source)
 Walk-ins
 Online recruiting (social networking sites)

12. Filling vacancies from Within
Pros
 Familiarity may
increase selection
accuracy.
 Employee motivation to
perform well and
develop skills.
 Quicker and lower
staffing costs.
 Lower training and
adjustment costs.
Cons
 Current employees may
not be prepared.
 May lead to a “ripple
effect”, as one vacancy
filled from within
causes another
vacancy, which
increases staffing
costs.
 May lower the influx of
new ideas and
innovation.

13. Filling vacancies from Outside
Pros
 Larger number of
applicants lowers
selection ratio.
 Prevent ripple effect.
 May increase innovation.
 Aid in meeting diversity
goals.
Cons
 Increases staffing
costs.
 Increases training and
adjustment costs.
 Takes longer to fill
vacancies.
 May lower employee
motivation to perform
well and develop skills.

14. Set objectives
 Attract suitable candidates
 Deter unsuitable candidates
 Create a favorable impression
 Provide adequate & accurate information
What information?
 Is the organization reputed one?
 Is the work interesting?
 Is the job relevant to qualification/ experience?
 Is the pay right?
 Will it advance my career?
 Is it secure?
Ad construction checklist

15. AIDA components:
 Catch ATTENTION
 Hold INTEREST
 Arouse DESIRE
 Stimulate ACTION
Guidelines
 Catch attention with imaginative headline and illustration
 Stimulate interest by describing the organization and the job in
the first paragraph in a personally rewarding way
 Arouse desire by stating opportunities early in the copy, job
location, job requirements and job rewards
 Stimulate action by telling how, when and where to apply
AIDA principles & guidelines