The document discusses various recruitment methods used by organizations to attract job applicants. It covers internal sources like employee referrals, rehires, promotions, transfers, and demotions. External sources discussed include colleges, newspapers/magazines, employment agencies, job fairs, direct mail campaigns, and the internet. The benefits and drawbacks of each method are provided. Alternatives to recruitment mentioned are overtime, employee leasing, and temporary employment. Factors that affect recruitment and its potential positive and negative effects are also summarized.

1. Recruitment Methods

2. Definition Recruitment is the process of finding and attracting capable applicants for employment.

3. Recruitment Methods Internal Sources

4. Recruitment sources: - Employee Referrals Good employees tend to refer similar applicants Tends to stay for a long time in the organization. WHY? How is employee referrals encouraged? Bonuses Disadvantages : Fail to provide greater diversification If the candidate is not hired, the employee making the referral would be disappointed. Biasness/ Favoritism Widely used in Pakistan (Government Organizations)

5. Evaluation of Employee Referral Method Quick source of applicants Excellent RJP- Requirements of Job Postings Useful for all types of employees Low expense

6. 2 . Rehires( Former Employees ) Why should we hire the former employees? POINT TO THINK : ARE THEY GOING TO BE LOYAL?

7. 3. Promotions Most powerful potential motivator! Only way to attain pay raises. Greater commitment and enhanced continuity Disadvantages : Lack of new ideas Stagnation GroupThink

8. Promotions are done by two different ways: 1. Managerial Nominations 2. Job Posting

9. 4. Transfers Transferring the employees from one department to another. What could be the disadvantages?

10. 5. Demotions Loss of motivation Permanent Damage could be done ( According to Hawthorne Researchers) Voluntary demotions VS. Involuntary Demotions PETER PRINCIPLE: It refers to organizations promoting people based on how they performed in their last position.

11. 6. College Referrals Placement centers Resume books ( Graduate Directories) Teachers 38% of all external openings are filled by college referralse Employers considers what? Reputation of university Performance of previous hired employees from the same sources

12. College referrals Cont’d Up to date knowledge Naïve expectations Important for volume of applicants with appropriate knowledge Only good for entry-level positions Disadvantages Very high expense Not good RJP Not good screening

13. 7. Walk-Ins - Posting for “ FOR HIRE” can create walk ins - Cheap and plentiful Disadvantage: Difficult to select from a large pool of candidates.

14. 8. Internships Disadvantages : Low professional knowledge Low wages

15. Recruitment Methods External

16. 1. Newspapers/Magazines/Journals/Radio/Television You should know which media to use and what content should be placed. Local newspaper is the best source. Best to fill the blue-collar vacancies You can include hurdles in your advertisements AIDA Guidelines should be followed Advantages/Disadvantages Fast and high volume Low RJP screening High Expense

17. 2. Privately Owned Agencies( Small scale) For lower level jobs such as secretarial, clerical, bookkeeping positions The agency prescreens for the company.

18. 3. Search Firms -Executive Recruiters Headhunters For upper level jobs Professional Jobs Quality Expensive Low risk Out of every four CEOs is hired this way Employment Services ( Provided by Govt.)

19. 4. Job Fairs A group of organizations may combine to share the expenses of a job fair at a common site. High volume of candidates RJP- low

20. 5. Internet Wide range of jobs Quick response Moderate to High expense Job advertisements through social networking websites

21. Examples of Facebook Ads

22. Employers researching Candidates Try these tools: Google Yahoo! Live Search Facebook – of course! Spock ZoomInfo Pipl Spokeo ZabaSearch Checkster 123People PeekYou KnowX

23. 6. Direct Mail Campaign Quick source of applicants High job commitment Low expense High volume Hard to evaluate

24. REALISTIC JOB PREVIEWS Provides complete job related information to the applicants so that they can make right decision before taking up jobs Lower rate of employee turnover High level of job satisfaction & performance Beneficial for organizations hiring at the entry level

25. ALTERNATIVES TO RECRUITMENT

26. ALTERNATIVES TO RECRUITMENT Because of the cost of recruiting 1. OVERTIME - When demand for product peaks - additional income for employee - It results in Fatigue, increased accidents & more absenteeism - Need to pay double wages

27. 2. EMPLOYEE LEASING - Often called Staff outsourcing - Useful to small & medium sized firms 3. TEMPORARY EMPLOYMENT - Low labor costs - Easy access to experienced labor - Flexibility in future - DISADVANTAGE- Do not know the work culture of the firm

28. EFFECTS

29. EFFECTS Positive Recruitment Process Attract highly qualified and competent people Ensure that the selected candidates stay longer with the company Make sure that there is match between cost and benefit Help the firm create more culturally diverse work-force

30. Negative Recruitment Process Failure to generate qualified applicants There is no match between cost and benefit Extra cost on training and supervision Increases the entry level pay scales

31. Some factors to Consider about Recruitment External Factors Supply and Demand Unemployment rate Labor market Political-social Sons of soil Image Recruitment Internal Factors Recruitment Policy HRP Size of the firm Cost Growth and Expansion

32. Evaluation of Recruitment Sources