Recruiting - Human Resource Development - Lecture Slides, Slides of Human Resource Management

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Chapter 6

Recruiting

Fundamentals of Human

Resource Management

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.

Recruiting Goals

• To provide information that will attract a

significant pool of qualified candidates

and discourage unqualified ones from

applying.

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: A Global

Perspective

• For some positions, the whole world is a

relevant labor market.

• Home-country nationals are recruited

when an organization is searching for

someone with extensive company

experience to launch a very technical

product in a country where it has never

sold before.

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 Sources

• Sources should match the position to be filled.
• The Internet is providing many new opportunities to recruit and causing companies to revisit past recruiting practices.
• Sources :
  • Internal Searches
  • Employee Referrals/ Recommendations
  • External Searches
  • Alternatives

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

• Disadvantages include:
  • possible inferiority of internal candidates
  • infighting and morale problems
  • potential inbreeding

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

External searches

• Advertisements : Must decide type and location of ad, depending on job; decide whether to focus on job ( job description ) or on applicant ( job specification ).
• Three factors influence the response rate:
  • identification of the organization
  • labor market conditions
  • the degree to which specific requirements are listed.
• Blind box ads don’t identify the organization.

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

• Schools, colleges, and

universities:

• May provide entry-level or experienced workers through their placement services.
• May also help companies establish cooperative education assignments and internships.

Recruiting Sources

External searches

• Professional organizations:
  • Publish rosters of vacancies
  • Placement services at meetings
  • Control the supply of prospective applicants
• Professional organizations also include

labor unions.