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Recruiting

Recruiting involves identifying an organization's human resource needs and finding qualified candidates to fill vacancies. The goals of recruiting are to attract a large pool of qualified applicants while discouraging unqualified ones. Recruiting efforts are affected by factors like organizational size and job market conditions, and are constrained by the organization's image, job attractiveness, policies and government laws. Sources for recruiting include internal searches of current employees, employee referrals, external searches through advertisements and agencies, and unsolicited applicants. The internet provides many new opportunities for recruitment.

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Yasir Ayaz
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57 views

Recruiting

Recruiting involves identifying an organization's human resource needs and finding qualified candidates to fill vacancies. The goals of recruiting are to attract a large pool of qualified applicants while discouraging unqualified ones. Recruiting efforts are affected by factors like organizational size and job market conditions, and are constrained by the organization's image, job attractiveness, policies and government laws. Sources for recruiting include internal searches of current employees, employee referrals, external searches through advertisements and agencies, and unsolicited applicants. The internet provides many new opportunities for recruitment.

Uploaded by

Yasir Ayaz
Copyright
© Attribution Non-Commercial (BY-NC)
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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Session 4

What is Recruiting
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.
• 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 Goals
• Constraints on recruiting efforts include:
– Organization image (Everyone wants to work
with this organization)
– Job attractiveness (Candidates attracted
towards glossy jobs)
– Internal organizational policies (Promotions)
– Government influence, such as discrimination
laws (i.e an airline company cannot neglect men
or aged females just because they want to have
young females as air hostess)
– Recruiting costs
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 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
The internal search
• Disadvantages include:
• People might be promoted to the position where
they cant perform well.
• Infighting for promotions can negatively affect the
moral.
• It can stop new ideas and innovations.
• Morale problems can develop among those
employees within the organization who feel
qualified to do the job.
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 adverse impact
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 is an ad that does not identify the
advertising organization.
Recruiting Sources
External searches
• Employment agencies:
– Public or state employment services focus on
helping unemployed individuals 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
• 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
• Unsolicited applicants (Walk-
ins): May provide a stock of
prospective applicants if there are
no current openings.
• Cyberspace Recruiting: Nearly
four out of five companies use the
Internet to recruit employees.
Commercial job-posting services
continue to grow.

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