Recruitment

• The process by which organizations locate

and attract individuals to fill job vacancies
 Process of recruitment
ORGANIZATION APPLICANT

Vacant or new position occurs

Acquire employment education and
experience
Do job analysis and plan recruitment

Search for job openings

Generate applicant pool thru external/
internal recruitment method
Apply for jobs
Evaluate applicants thru
Selection process Impress company during selection

Impress applicants Evaluate jobs/ companies

Make offer Accept or reject job offer

What are some Sources of recruitment
 Sources of recruitment
• Internal (from within the company)
• Advertisements
• Unsolicited applications and resumes
• Internet
• Employee referrals
• Executive search firms
• Educational institutions
• Walk ins (gate hires)
• Professional organizations
• Labor Unions
• Employment consultants/ agencies
• Temporaries Agencies
• Employee Leasing
 Innovative methods of
recruitment
• Tele-recruiting
• Direct mail
• Point-of sale recruiting messages
• Talent scout cards
• Posters
• Door hangers/flyers
• Radio
• Bill boards
• Job Fairs and seminars
 Innovative methods of
recruitment
• Can you add a few more……
 Making Recruitment effective:
e.g. referrals
• Incentives referrals
• Pay for performance(longevity)
• Increase visibility
• Measure results
 Improving Effectiveness of
external recruitment
• Track Yield ratios: percentage of applicants from
a particular source that make it to the next round
of selection
• Compute and analyze costs of recruitment
• Internal organizational recruitment specialists
have an impact on effectiveness of recruitment
• Realistic job Previews
• Resume tracking systems
 Measures of Recruitment
Effectiveness
• Cost per hire
• Contacts per hire
• Offers per hire
• Days from first contact to first day on job
• Turnover in the first year
• Mean first year performance ( on a common
scale)
 Effectiveness (Mean Rated) from survey
of HR Executives (AMA)
Source Effectiveness
Employee referrals
College recruiting
Executive search firms Scale:
Professional associations 1= Not so good
3= Average
Newspaper Adverts
5= Extremely
Direct (unsolicited) good
applications
Private employment agencies
Public employment agencies
Unions
 Effectiveness (Mean Rated) from survey
of HR Executives (AMA)
Source Effectiveness
Employee referrals 3.84
College recruiting 3.81
Executive search firms 3.71 Scale:
Professional associations 3.08 1= Not so good
3= Average
Newspaper Adverts 3.05
5= Extremely
Direct (unsolicited) 2.86 good
applications
Private employment agencies 2.78
Public employment agencies 1.92
Unions 1.64
 Attractiveness from an applicants’ point of view
Job Characteristics All Under 31- 41- Over Earns Earns
30 40 50 50 < > $25K
yrs yrs yrs $25K
Interesting work

Other appreciate my work

Feeling of being involved

Hi job security

Good wages

Promotion and growth

Good working conditions

Personal loyalty to employees

Help with personal problems

 Attractiveness from an applicants’ point of view
Job Characteristics All Under 31- 41- Over Earns Earns
30 40 50 50 < > $25K
yrs yrs yrs $25K
Interesting work 1 4 2 3 1 5 1

Other appreciate my work 2 5 3 2 2 4 3

Feeling of being involved 3 6 4 1 3 6 2

Hi job security 4 2 1 4 7 2 4

Good wages 5 1 5 5 8 1 6

Promotion and growth 6 3 6 8 9 3 5

Good working conditions 7 7 7 7 4 8 7

Personal loyalty to employees 8 9 9 6 5 7 8

Help with personal problems 10 10 8 10 6 9 10

 Organizational Strategy issues in
Recruiting
Human resource Plans:
No and type of vacancies

Recruiting goals and priorities:

Attract large no of applicants Recruiting Philosophy:
Attract highly qualified applicants Internal or external source?
Attract candidate willing to Fill vacancies or hire for
accept offers careers?
Fill vacancies quickly Commitment to diversity?
Fill vacancies at minimal cost Ethics in recruiting
Hire people who perform well
Hire people who will stay
Generate positive PR “spillover”

Recruiting choices and Behavior:

Plans, timings, methods, sources
 Exercise (in groups)
• Write out 1 Classified advertisement
for a position for a organization of
your choice which have the following
differences in strategy:
• Attract large no of applicants
• Attract highly qualified applicants
• Fill vacancies quickly
• Hire people who perform well
• Hire people who will stay
• Generate positive PR “spillover”
When does recruitment become
difficult?
 When recruitment becomes
difficult
• Confidential search (no Ads)
• Technically complex positions where
qualified candidates are hard to find
• Competition in market place for the type of
candidate
• Poor industry, company or division
reputation
 When recruitment becomes
difficult
• Low pay relative to what other firms are
offering to similarly qualified candidates
• Unclear job descriptions or confusing
reporting relationships
• No housing or relocation costs paid by the
company
• Undesirable location