The document discusses recruiting job candidates. It describes the recruiting process as matching employees to jobs and creating a pool of qualified candidates. External factors like the labor market, competitors, and laws can impact recruiting efforts. Organizations must consider recruiting policies, timing, alternatives, reach, and using social media. Internal recruiting through promotions or referrals has advantages like commitment and knowledge but a smaller pool. External recruiting finds diverse skills but costs more. Recruiting faces challenges like budgets, policies, realistic job previews, and interacting with candidates. Trends include global competition for talent and more contingent knowledge workers.

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.