Introduction
•Recruiting
•Once an organization identifies its
human resource needs through
employment planning, it can begin the
process of recruiting potential
candidates for actual or anticipated
organizational vacancies.
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Recruiting-Development And Human Resource Management-Lecture Slides, Slides of Human Resource Management
This lecture was delivered by Dr. Sambodh Jivana at Unity Degree College - Lucknow for Development And Human Resource Management course. It includes: Recruiting, Human, Resource, Organization, Goals, Employment, Organizational, Growth, Job, Attractiveness, Government
Typology: Slides
2011/2012
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Introduction
• Recruiting
• Once an organization identifies its
human resource needs through
employment planning, it can begin the
process of recruiting potential
candidates for actual or anticipated
organizational vacancies.
Introduction
• Recruiting brings together
those with jobs to fill and
those seeking jobs.
Recruiting Goals
• Factors that affect recruiting efforts
- Organizational size
- Employment conditions in the area
- Working conditions, salary and benefits offered
- Organizational growth or decline
Recruiting Goals
• Constraints on recruiting efforts
include:
- Organization image
- Job attractiveness
- Internal organizational policies
- Government influence, such as discrimination laws
- Recruiting costs
Recruiting: A Global
Perspective
• Host-country nationals (HCNs) are
targeted as recruits when companies
want each foreign subsidiary to have its
own distinct national identity.
• In some countries, laws control how
many expatriates a corporation can
send.
• HCN’s minimize potential problems with
language, family adjustment and hostile
political environments.
Recruiting: A Global
Perspective
• Recruiting regardless of
nationality may develop an
executive cadre with a truly
global perspective.
Recruiting Sources
The internal search
• Organizations that promote
from within identify current
employees for job openings:
- by having individuals bid for jobs
- by using their HR management system
- by utilizing employee referrals
Recruiting Sources
The internal search
- Advantages of promoting from within include
- good public relations
- morale building
- encouragement of ambitious employees and members of protected groups
- availability of information on existing employee performance
- cost-savings
- internal candidates’ knowledge of the organization
- the opportunity to develop mid- and top-level managers
Recruiting Sources
Employee referrals/recommendations
- Current employees can be asked to
recommend recruits.
- Advantages include:
- the employee’s motivation to make a good recommendation
- the availability of accurate job information for the recruit
- Employee referrals tend to be more acceptable applicants, to be more likely to accept an offer and to have a higher survival rate.
Recruiting Sources
Employee
referrals/recommendations
• Disadvantages include:
- the possibility of friendship being confused with job performance
- the potential for nepotism
- the potential for adverse impact
Recruiting Sources
External searches
• Employment agencies:
- Public or state employment services focus on helping unemployed individuals with lower skill levels to find jobs.
- Private employment agencies provide more comprehensive services and are perceived to offer positions and applicants of a higher caliber. - Fees may be paid by employer, employee or both.
Recruiting Sources
External searches
• Employment agencies:
• Management consulting, executive
search or headhunter firms specialize in
executive placement and hard-to-fill
positions.
- Charge employers up to 35% of the first year salary
- Have nationwide contacts
- Do thorough investigations of candidates
Recruiting Sources
External searches
• Professional organizations:
- Publish rosters of vacancies
- Placement services at meetings
- Control the supply of prospective applicants