Recruitment

Lecture 8
Presented by: Nurain Zuhair

Learning Objectives
At the end of the lecture you should have developed a clear understanding of :
The meaning of Recruitment The Recruitment Process External Recruitment Internal Recruitment

Recruitment
Recruitment involves attracting and obtaining as many applications as possible from eligible job seekers

Importance of Recruitment
To acquire pool of suitably qualified job seekers, not over qualified or under qualified job seekers. To acquire this pool at the lowest possible cost. To reduce the likelihood that an applicant, once hired, would leave the organization after a short time period. To meet the organizations legal and social obligations regarding the composition of its workforce

Recruitment Process

Sources of Recruitment
Sources of Recruitment

1) HRIS 2) Job Posting and Bidding 3) Performance Appraisal 4) Inventory management talent 5) Assessment Centers

1) Advertisements 2) Unsolicited Applications and Resumes 3) Internet Recruiting 4) Employee Referrals 5) Executive search Firms 6) Educational Institutes 7) Professional associations 8) Public Employment Agencies 9) Private Employment Agencies 10)Employee Leasing

Recruiting Talent Externally

Labor Market
Area from which applicants are to be recruited.
Tight market: high employment, few available workers Loose market: low employment, many available workers

Recruiting Talent Externally

Factors determining the relevant labor market:
Skills and knowledge required for a job Level of compensation offered for a job Reluctance of job seekers to relocate Ease of commuting to workplace Location of job (urban or nonurban)

Recruiting Talent Externally

Sources Advertisements Larger Audience Selectivity Burden on employment office Correlation between accurate and complete job advertisements and recruitment success

Recruiting Talent Externally

Sources
Unsolicited Applications and Resumes
Employees contacting the Organization directly with hope of employment opportunities

Internet recruiting
E Recruitment Websites, to submit resumes for employers to find Application tracking systems Reduces the volume of unsatisfactory applicants

Recruiting Talent Externally

Sources
Employee Referrals Recommendations from current employees
Up the ante. Pay for performance. Tailor the program. Increase visibility. Keep the data. Rethink your taboos. Widen the program. Measure the results

Recruiting Talent Externally

Sources
Executive Search firms
Help employers find the right person for the job They do not advertise Do not accept fee from individuals Receive commission from firms

Recruiting Talent Externally

Sources
Educational institutions
Management trainee job/ Graduate jobs High skilled employees

Professional Associations
Placement Services Advertise members who require placement in journals Hiring skilled workers for projects

Recruiting Talent Externally

Sources
Public Employment Agencies
Assist with finding jobs and self employment ventures Registering jobseekers Notifying them of vacancies Vocational guidance Collecting employment market information

Recruiting Talent Externally

Sources
Private Employment and Temporary Agencies They charge job seekers They often specialize in a specific occupational area Professionalism with counseling Temporary positions are filled

Recruiting Talent Externally

Sources
Employee Leasing
The process of dismissing employees who are then hired by a leasing company and contracting that company to lease back the employees Contract basis (3-6 months) Reduce operating costs while retaining control

Improving the Effectiveness of External Recruitment

Calculate Yield Ratios Training Recruiters

External Recruitment

Realistic Job Previews

Improving the Effectiveness of External Recruitment

Yield Ratio
Percentage of applicants from a recruitment source that make it to the next stage of the selection process.
100 resumes received, 50 found acceptable = 50% yield.

Improving the Effectiveness of External Recruitment

Requirements for Effective Recruiters Knowledge of the recruited jobs requirements and of the organization Training as an interviewer Personable and competent to represent the organization

Improving the Effectiveness of External Recruitment

Realistic Job Previews (RJP)
Informing applicants about all aspects of the job, including both its desirable and undesirable facets. Positive benefits of RJP
Improved employee job satisfaction Reduced voluntary turnover Enhanced communication through honesty and openness Realistic job expectations

Recruiting Talent Internally

Advantages of a promotion-from-within policy:
Capitalizes on past investments (recruiting, selecting, training, and developing) in current employees. Rewards past performance and encourages continued commitment to the organization. Signals to employees that similar efforts by them will lead to promotion. Fosters advancement of members of protected classes within an organization.

Recruiting Talent Internally

Limitations of a promotion-fromwithin policy:
Current employees may lack the knowledge, experience or skills needed for placement in the vacant/new position. The hazards of inbreeding of ideas and attitudes (employee cloning) increase when no outsiders are considered for hiring. The organization has exhausted its supply of viable internal candidates and must seek additional employees in the external job market.

Methods for Identifying Qualified Candidates

Human Resources Information Systems (HRIS)
Database systems containing the records and qualifications of each employee that can be accessed to identify and screen candidates for an internal job opening.

Methods for Identifying Qualified Candidates

Job Posting and Bidding
Posting vacancy notices and maintaining lists of employees looking for upgraded positions

Methods for Identifying Qualified Candidates

Assessment Center
A process by which individuals are evaluated as they participate in a series of situations that resemble what they might be called on to handle on the job.
In-basket exercises Leaderless group discussions Role playing Behavioral interviews

References
Aswathappa, K. (2010) Human Resource Management: Text and Cases, 6th edn., India: Tata McGraw Hill Education Pvt. Ltd. Snell, Scott, Bohlander, George, Vohra, Veena (2010) Human Resource Management: A South-Asian Perspective, India: Cengage Learning India Pvt. Ltd. Opatha, H.D.N.P. Henarath (2009) Human Resource Management : Personnel , Sri Lanka: H.D.N.P Opatha.

Question!!
Discuss the case for and against recruiting employees from within the organization. (12)