Recruiting and Labor Markets.
Recruiting is the process of generating a pool of qualified applicants for organizational jobs. If the
number of available candidates equals the number of people to be hired, no real selection is required.
Less qualified applicants as the biggest recruiting and hiring challenge. Employers are quite
concerned about cost per hire as well as the cost of vacancies, Quality might be an important trade-
off. To be effective, recruiters need to integrate efforts involving labor markets, recruiting
responsibilities and goals, and recruiting sources, including the Internet
Strategic Recruiting and HR Planning
Recruiting be treated as a part of strategic HR planning. Know the industry and where to
successfully recruit qualified employees.
Identify keys to success in the labor market, including competitors’ recruiting efforts.
Cultivate relationships with sources of prospective employees.
Promote the “company brand” so that the employer is known as a good place to work.
Use recruiting metrics in order to measure the effectiveness of recruiting efforts.
Integrating Recruiting Components
Integrative Recruiting Success
Labor Markets
Recruiting Responsibilities and Goals
Recruiting Sources, including Internet
Training of Recruiters and Managers
An important recruiting issue is how much training will be given to recruiters and managers.
Recruiting related activities, communications skills, and job-specific details.
Diversity issues with applicants.
Appropriate language to use with applicants so that racist, sexist, and other inappropriate remarks do
not hurt the image of the employer and result in legal complaint.
Ethical behaviors during recruiting efforts
LABOR MARKETS: External supply pool from which employers attract employees
To understand the scope of labor market, one need to understand progress steps from the point of
selection and job offer.
In case of rejecting of the offer, reopen the recruiting process.
Labor Market Components
Labor force population: which is made up of all individuals who are available for selection if all
possible recruitment strategies are used.
Labor force population will be larger for the firm operating in multiple locations of the world.
Applicant Population: Subset of the labor force population
Population can be broad or narrow depending on the jobs needing to be filled. Recruiting method for
specialized job for Professional association, Convention attendance, general and specialized websites
through recruiting consulting firms, and offering recruitment incentives.
Applicant pool: All persons who are actually evaluated for selection Pool affecting reputation of the
organization and industry as a place to work, the screening efforts of the organization, the job
specifications, and the information available
Development an applicant tracking system
Considerations for Determining Applicant Populations
Number and type of recruits needed
Timing of recruiting to ensure timely placement
External and internal messages on job details
Qualifications of competent applicants to be considered
Sources for obtaining qualified applicants
Outside and inside recruiting means to be used
Administrative recruiting and application review activities
