This document discusses human resources recruitment and the labor market. It defines recruitment as generating qualified job applicants, and defines the labor market as the external pool from which organizations find employees. The recruitment process includes planning, developing a strategy, searching for candidates, screening applicants, and evaluating the process. Recruitment sources can be internal, like current employees, or external, like advertising. Increasing effectiveness and overcoming difficulties and challenges in recruitment are also discussed.

1. Human resources recruitment
and labor market.
By / MahmoudShaqria
‫شقريه‬ ‫محمد‬‫محمود‬

2. Out lines.
 Definition of recruitment
 • Definition of labor market
 • Labor market component
 • Recruitment process
 • Recruitment sources
 • Increasing recruiting effectiveness
 • Difficulties in recruitment
 • Challenges in recruitment
 •

3. 

 Definition of Recruitment:
 Strategic process of generating a pool of qualified applicants for
organizational jobs
 Definition of labor markets:
 The external supply pool from which organizations attract their
employees

4.  Definition of labor markets:
 The external supply pool from which organizations attract their employees
 Labor market components:
 Labor force population : all individuals who are available for selection
 Applicant population: subset of the labor force that is available for
selection
 Applicant pool : all persons who are actually evaluated for selection
 Individually selected

5.  Recruitment process
 is a process of identifying the jobs vacancy, analyzing the job requirements,
reviewing applications, screening, shortlisting and selecting the right candidate.


6.  1-Recruitment Planning
 Recruitment planning is the first step of the recruitment process,
where the vacant positions are analyzed and described. It
includes job specifications and its nature, experience,
qualifications and skills required for the job, and job evaluation.


7. 
 2-Recruitment Strategy
Recruitment strategy is the second step of the recruitment process, where a strategy is
prepared for hiring the resources.
. The steps involved in developing a recruitment strategy include
−
 Setting up a board team
 Analyzing HR strategy
 Collection of available data
 Analyzing the collected data
 Setting the recruitment strategy

8.  3-Searching the Right Candidates

Searching is the process of recruitment where the resources are sourced depending upon the
requirement of the job. After the recruitment strategy is done, the searching of candidates will
be initialized. This process consists of two steps −
Source activation − Once the line manager verifies and permits the existence of the vacancy,
the search for candidates starts.
Selling − Here, the organization selects the media through which the communication of vacancies
reaches the prospective candidates.

9.  4-Screening / Shortlisting

Screening starts after completion of the process of sourcing the candidates.
Screening is the process of filtering the applications of the candidates for
further selection process.
Screening is an integral part of recruitment process that helps in removing
unqualified or irrelevant candidates, which were received through sourcing

10. 5-Evaluation and Control

Evaluation and control is the last stage in the process of
recruitment. In this process, the effectiveness and the validity of
the process and methods are assessed. Recruitment is a costly
process, hence it is important that the performance of the
recruitment process is thoroughly evaluated

11. Sources of recruitment:
Internal and external sources.
 Internal sources
 Organizational database
 Job posting
 Promotion and transfer
 Current employee referral

12.  Advantage of internal source:
 Lower costs for some jobs
 The morale of a promote is usually high
 The process is a motivator for good performances by employees
 Better assessment of abilities

13.  Disadvantage
 Need for management develop program
 Inbreeding
 May cause political infighting for promotion

14.  External sources
 Advertising
 Employment agencies
 Professional organization
 Electronic recruiting

15.  Advantage of external sources
 Cheaper and faster than training
 Organization already
 May bring new industry insight
 Disadvantage
 May no select someone who will fit to the job
 Candidates not selected
 May cause morale problem to internal


16.  Increasing recruiting effectiveness through:
 Use evaluation data to target different applicant pool.
 Tap broader labor markets.
 Change recruiting methods.
 Train recruiter and managers.

17.  Difficulties in recruitment process:
 Talent acquisition
 Expensive
 Time constraint
 Retention of employees
 Budget


18.  Challenges in recruitment:
 Talent shortage
 Governmental policies
 Remoteness of job

