2. Recruiting
This is the process of generating a pool of qualified
applicants for organizational jobs. The steps in a typical
recruiting process are:
• Human resource plan
• Ongoing general recruiting visibility
• Manager notifies human resources unit of opening
• Human resources recruiter and manager review
job and needed qualifications
• Internal sources are checked
• External sources used
• Selection process
• Follow up and evaluation and tie back to human
resource plan
3. Basic Recruiting Concepts
Recruiting and selection are closely related. Recruiting determines the
types of applicants from which selection is made. Selection involves
the actual choosing of new employees based on predictive
information obtained from the applicant.
To understand the environment in which recruiting takes place, three
different groups are conceptually important. These three groups are:
1. Labor force population(This includes all individuals who are available for
selection if all possible recruitment strategies are used)
2. Applicant population(This is a subset of the Labor force population that it is
available for selection using a particular recruiting approach)
3. Applicant pool(The applicant pool consists of all persons who are actually
evaluated for selection)
4. Methods Of Recruiting:
Internal Versus External Recruiting Sources
An organization may use both inside and outside sources in recruiting
employees.
Advantages of Internal Recruiting Disadvantages of Internal Recruiting
• Morale of promote is raised • Inbreeding takes place
• Better assessment of abilities • Possible morale problems of those not
promoted
• Lower cost for some jobs
• “Political” infighting for promotions
• Motivator for good performance • Need for a strong management program
• Causes a succession of promotions
• Have to hire only at entry level
Advantages of External Recruitment Disadvantages of External Recruitment
• “New blood”, new perspectives • May not select someone who will “fit”
• May cause morale problems for those
• Cheaper than training a professional
internal candidates
• No group of political supporters in • Longer adjustment/ orientation time
organization already
• May bring industry insights
5. Sources Of Internal Recruitment
1. Job posting and bidding (Here, employees can be notified of
all job openings by posting notices, circulating publications or in
some other way, inviting employees to apply for jobs)
2. Recruiting through current employees(A reliable source
of people to fill vacancies can be reached through current
employees who may know of good prospects among their friends
and families.)
3. Promotions and transfers (Most companies choose to fill
vacancies through promotions or transfers from within, if possible)
4. Recruiting former employees and applicants(Some
retired employees may be willing to come back to work on a part-
time basis or may recommend someone who may be interested in
working for the company)
6. Sources Of External Recruitment
1. School recruiting – High schools or vocational/technical schools may be a
good source of new employees for many organizations.
2. College recruiting – At the college/university level, the recruitment of
graduating students is a large scale operation for many organizations.
3. Labor unions – These are a source of certain types of workers. In some
industries, such as construction, unions traditionally supplied workers to
employers.
4. Trade and competitive sources
5. Temporary help
6. Employment agencies
7. Executive search firms
8. The Internet – Perhaps no method has ever has as revolutionary effect on
organizational recruitment practices as the internet.
7. Alternatives To Recruitment
A. Overtime: on a limited, short-term basis, having some
employees work overtime may be an alternative to recruitment.
When a firm faces pressures to meet a production goal, it may
mean that employees need to work overtime. By having
employees work overtime, organizations avoid the costs of
recruiting and having additional employees.
B. Employee leasing: this is sometimes called Staff sourcing and
involves paying a fee to a leasing company that handles payroll,
employee benefits and routine HRM functions. Leasing is
specially attractive to small and mid-size firms that might not
otherwise be able to afford a full-service HRM department.
C. Temporary employment: today, “just-in-time” employees can
be found staffing all types of jobs in organizations, including
professional, technical and higher executive positions.
8. Some of the main negative reasons why
employees leave a job
•Poor salary and benefits
•Lack of training and development opportunities
•Dissatisfaction with management Unfriendly colleagues
•Horrendous journey/commute to work
•Lack of balance in work and home life
Methods to find out why staff are
leaving
• Confidential attitude surveys
• Questionnaires sent to former employees around six months after
their departure
• Exit interviews – while some companies conduct these exit
interviews to try and ascertain the reasons behind a departure, because
of the necessity to obtain a decent reference, people often tone down
or completely fabricate their reasons for leaving.
9. How To Retain Employees
Employers should survey staff to find out what they value most. some of the most
popular programs include:
1-Orientation
2-Medical benefits
3-Tuition re-imbursement
4-Training incentives
5-Coaching
6-Career development assistance
7-On site daycare
8-Home buyer program
9-Computer purchase assistance
10-Mentoring
11-Retirement savings matching
12-Competitive compensation
13-Flex time
14-Free passes to use to gain a few hours off to attend family or personal events
15-Magazine subscriptions
16-Wellness programs ranging from health club discounts to free sports classes
as well as rewards for healthy, stress-reducing choices
