The document outlines essential components of external recruitment, including requisition forms, timing factors, recruitment budgets, and various external sources for attracting applicants. It emphasizes the importance of communication mediums, branding, and targeted advertising to convey the organization's image to potential candidates. Additionally, it highlights the necessity of proper record-keeping and the strategic use of recruitment guides to streamline the hiring process.

1. EXTERNAL
RECRUITMENT
Katherine S. Chin

2. Administrative Issues
 Requisitions
 Timing
 Number of Contacts
 Types of Contacts
 Recruitment Budget
 Development of Recruitment Guide
 Process Flow & Record Keeping

3. REQUISITION
 A formal document that authorizes the
filing of a job opening, indicated by the
signatures of top management.
 Ensures that staffing activities are
consistent with the business plan of the
organization.
 Ensures that the qualifications of the job are
clearly detailed so that a good person/job
match is made.

5. Components of a Requisition Form
 Date filed
 Position
 Date position is needed
 Department
 Salary/Grade Level
 Replacement/Additional
 Position Overview
 KSAOs needed
 Approvals
 HR Summary

6. TIMING
Factors that affect timing:
 Lead Time Concerns
 Time Sequence Concerns
Lead Time Concerns
 Availability of labor in marketplace
 Knowledgeable about print deadlines
for ads

7. Time Sequence Concerns
 Statistics
 Data-time between various phases
NUMBER OF CONTACTS
 How many applicants submitted their
intentions
 How many are qualified
 How many are contacted and came for
testing/interviews
 Ratio

8. TYPES OF CONTACTS
Depends on 2 factors:
 Qualifications needed to perform job
are clearly established which is done
through job analysis.
 Job search and choice used by
applicants where they search
opportunities, what attracts the
applicants relies on advertisements.

9. RECRUITMENT BUDGET
 Top-down or Bottom-up procedure
 Where to charge recruitment costs
Top-down Approach
set by Top management on the basis of
business plan for organization and on
the basis of projected revenues.
Bottom-up Approach
set-up on the basis of specific needs of
each business unit.

11. DEVELOPMENT OF A
RECRUITMENT GUIDE
 Formal document that details the
process to be followed to attract
applicants to the job.
 Safeguards the interest of the
employer, applicant and recruiter.

12. PROCESS FLOW AND RECORD
KEEPING
Record keeping should be a process
done in every step.
Haphazard record keeping may lose
well qualified applicant.
Importance of HRIS and filing.

13. EXTERNAL RECRUITMENT SOURCES
Employment at factory level
Advertisements
Radio
Television
News paper
Online posting
Employment Agencies
Educational Institutions
Job Fairs
Recommendations/Referrals
Labor Contractors

14. COMMUNICATION MEDIUM
 Recruitment Brochures
 Videos and Videoconferencing
 Advertisements
Classified advertisements
Classified display ads
Display ads
Online ads
Radio and television ads
Organizational Websites

15. EMPLOYMENT BRAND
 is a company tag that places the
image of being a “great place to work”
or “employer of choice” in the minds of
the candidates.
 organizations must be well known to
the applicants
 orgs can highlight their awards and
achievements

16. CHOICE OF INFORMATION APPLICANT POTENTIAL BEST FOR
MESSAGE CONVEYED REACTIONS DRAWBACK
REALISTIC Both positive and Some applicants self- The best potential Loose labour
negative aspects of select out, those who applicants may be markets or
a job and will remain will have a more likely to leave when
organization are better understanding turnover is
described of the job and be less costly
likely to leave
BRANDED An appealing Positive view of the Overly positive Tight labour
description is org , increased message may result markets or for
developed based on intention to apply for in employee higher-value
marketing jobs and better dissatisfaction after jobs
principles, prehire information hire
emphasizing about the benefits of
unique features of the job
the org
TARGETED Advertising themes Better fit between May dissuade Specific
are designed to application message applicants who KSAOs or
attract a specific set and specific aren’t interested in seeking a
of employees application groups the work attributes specific type
featured in the of applicant
message from
applying

17. FAMOUS COMPANY SLOGANS
Disneyland The happiest place on earth
Hallmark When you care enough to send the very best
Nike Just do it
L’Oréal Because I’m worth it
M&Ms Melts in your mouth, not in your hands
Kentucky Fried Chicken Finger-lickin’ good!
FedEx When it absolutely, positively has to be there overnight

18. COMPANY LOGOS

22. Thank You