HUMAN RESOURCE MANAGEMENT (HRM 730)

RECRUITMENT
Presented by: NURUL SHAKINAH SHAMIDI 2011363507 BM7001DF Prepared for: Dr. Roshidi Hassan

Introduction

Before an organization can fill a job vacancy, it must find people who
Are

qualified for the position Want the job

Recruiting is one of the ways organization deal with shortages in Human Resources needs.

Definition
Recruitment refer to organizational activities that influence the number and types of applicants who apply for a job and whether the applicants accept jobs that are offered. (Ivancevich & Konopaske ,2013) Recruitment is a way used by an organizations to attract job seekers. (Catanzaro et al., 2010)

Definition
Organizational recruitment involves practices and activities carried out by an organization to identify and attract potential employees. (Saks & Uggerslev, 2010) Recruitment is an effort made by the organization in order to attract potential employees to apply the job offered by the organization. (Thompson & Aspinwall, 2007)

Definition
Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization. (Johnson et al. 2007)

Recruitment is an origination activities to attract qualified applicants to apply and accept the job offered by the organization.

Recruitment and Selection

Recruitment involves attracting the right standard of applicants to apply for vacancies in the organization. Selection involves choosing the most suitable applicants from those that apply for a vacancy in the organization.

Recruitment and selection

Factors Influencing Recruitment

Government and Union Restriction
Labor Market Conditions
Composition of Labor Force and Location of Organization

Government and Union Restriction

To determine whether an organization has violated the law, government agencies can review:
Recruitment sources Recruiting advertising Estimates of employment needs for the coming year Number of applicants by demographic category Evidence used to verify the legal right to work

Government and Union Restriction

Guidelines for Legal Recruitment

Source: Ivancevich & Konopaske (2013)

Labor Market Conditions

When near full employment, skillful and prolonged recruiting may needed. The availability of applicants depending on the state of the economy.

Surplus of labor

Employer researching current employment picture

Boards and journal Federal Department of Labor State divisions of employment security and labor

Composition of Labor Force and Location of Organization

As legal requirements increase, it becomes more important to analyze workforce composition
Determine if employment practices are discriminatory The number of minorities in the workforce affects the number of minorities in the labor market

An aggressive diversity management program is essential

Diversity leads to enhanced competitiveness, higher productivity, and increased customer satisfaction

Interactions of the Recruit and the Organization

There is a complex interaction between job applicants and the organization who is trying to hire them . Technique used and sources of recruits differ according to the job . Applicants abilities and past work experience affecting on how they are seeking a job.

The Organizations View of Recruiting

Several aspects that affect recruiting:

Recruiting requirements set

Organization policies and procedures

Organization image

Recruiting Requirements

Recruiting process begins with a detailed job description and job specification. Without these, it is impossible for recruiters to determine how well the applicant fits the job. The recruiter must know which requirements are essential and which are merely desirable. This helps the organization to avoid unrealistic expectations.

Organizational Policies and Procedures

HRM policies and practices can affect recruiting. One of the most significant policies is promotion from within.
It

assures the employees of secure future and chances to be promoted. It helps the employers to protect their trade secrets.

In some cases, promotion from within may be harmful and employ new employees from outside might be helpful to the organization.

Organizations Image

It is easier for an organization with a positive corporate image to attract and retain employees. Recruitment is easier for organizations with a strong community presence or positive name recognition. They also may need less time and effort to recruit high quality workers compare to organization with a negative image.

Applicants View of Recruiting

The applicants abilities, attitudes, and preference are based on:

Past

work experiences Influences of parents, teachers, and others.

These factors affect recruits in two ways:

How

they set their job preferences How they go about seeking a job

Preferences of Recruits

Recruits also have their set of job preferences just like organization have ideal specification for recruits. For example:
Education and skill levels Geographic preferences Salary expectation Career development

Preferences of Recruits

Barrier to find ideal job

Selecting a job

Economic conditions Government/union restrictions Organizational policies and practices

Choose an occupation Choose an organization

Preferences of Recruits
Choose an occupation
Occupational choice mostly influenced by parents, teachers, carrier counselors, friends, and relatives.

Choose an organization
Organizational choice influenced by the corporate image, size, and their satisfaction with recruitment.

Job Search: The Recruit

An effective job search involves several steps:

Self-assessment
Information Networking

gathering

Targeting

specific jobs Successful self-presentation

Job Search: The Recruit

Selfassessment
Information gathering and networking
To recognize their goals, strengths and weaknesses, interest and values, preferred lifestyles To help them identifying whether they are fit with the job offered.

Use to find potential employers and jobs Sources of information include newspapers, college recruitment offices, organizational insider and the internet

Job Search: The Recruit

When job seeker has decided where to send the resume, self-presentation become critical. Recruiters want resumes and cover letters that are made to the position and are truthful. The cover letter and resume should include:
Position you seek Your specific job objectives Your career objectives Reason you seek employment An indication that you know something about the organization

Job Search: The Recruit

However, not all job seekers provide a truthful resume. Survey conducted by Reid Psychological Systems found about 95% of college students are willing to be less truthful when searching for a job. Successful job seeker will carefully prepared for interviews.
Learn

about the organization as much as possible Use impression management tactics (eg: smiling, eye contact, proper attire)

Methods of Recruiting

Most organization have to use both internal and external sources to generate sufficient number of applicants. Organization choice of recruiting method can make all the difference in the success of the recruiting effort.

Internal Recruiting Job Posting

Use bulletin boards and company publications to advertise job opening. Now, posting jobs opportunities on the companys intranet. Employees can match the available job with their skills and experience .

Internal Recruiting
Internal Moonlighting
Enable the employees to take up additional responsibility that will be rewarded. Used when there is short-term shortage or no great amount of additional work is necessary.

Employee Referral
Before recruiting outsider, organization ask the employees to encourage friends and relative to apply. If used wisely, it can be a powerful recruiting technique. However, need to be used cautiously especially if the workforce is already racially or culturally imbalanced.

External Recruiting: Media Advertisement

When developing a recruitment advertisement, it starts with the corporate image as the advertisement will be seen as an extension of the company. Examples of media medium:
Newspaper Billboards Bus cards Radio Television Pop-up ads on the internet

External Recruiting: ERecruiting

Organization
Inexpensive way to attract qualified applicants Immediate access to thousands of prospective applicants As a recruitment strategy

Job Seeker
Allows searches over broad geographic areas Easier to search for job using the Internet-based job searching website Eg: Jobstreet.com, monster.com.my, jobscentral.com.my, etc.

External Recruiting: ERecruiting

Also known as online recruitment. The internet has become one of the most outstanding of all worldwide recruiting methods. E-Recruiting

External Recruiting: Social Networking Sites

To engage and connect with members of the Net generation who spend a considerable amount of time using social media sites. The technology allow the organization to attract potentially strong job candidates from huge applicant pools. Eq: LinkedIn, Facebook, Twitter, etc. Social Recruitment

External Recruiting: Employment Agencies and Executive Search Firms

Employment Agencies Executive Search Firms

Focus on higherlevel managerial position Are paid only when they provide new hire

Deal with middlelevel management and below Charge higher fees Need to pay them even they did not provide new hire

External Recruiting: Special Events Recruiting

Organization used special events to attract potential employees. Examples:

Open

house Sponsored cultural events Visits to headquarter Give speeches Job fair

External Recruiting: Special Events Recruiting

Most interesting approaches is Job fairs.

Reduce

recruiting costs up to 80%. Attracts job seekers who wish to be in a particular area or want to minimize travel and interview time. Usually held on holidays or weekends to reach college students and other who are currently employed.

External Recruiting: Internship Program

Hire students as intern in the organization. Organization expose themselves to talented potential employees that may become their recruiters. Provide trial-run employment to determine whether they want to hire particular people fulltime. To improve the diversity of their recruitment efforts.

External Recruiting: College Recruitment

Recruiting from college campuses has played a prominent role in obtaining new employees for high-level positions (Rynes and Boudreau, 1986), with organizations spending large amounts of time and recruitment money targeting college students (Bauer and Aiman-Smith, 1996). In the past two years alone, Google has expanded its university recruiting program, holding an increasing number of campus recruiting drives and nearly tripling the number of campuses from which it recruits (Helft, 2007).

Realistic Job Previews

Recruitment is more effective when realistic job previews (RJPs) are used. It give important information about the job without distortion or exaggeration. Traditional job preview is presented attractively, interesting and stimulating but not the full picture of the job. RJP presents the full picture of the job.

Realistic Job Previews

Source: Ivancevich & Konopaske (2013)

Alternatives to Recruitment: Overtime

Organizations avoid the cost of recruiting and having additional employees. Provide the employees with additional income. However, there are potential problems:
Fatigues,

high accident rates and absenteeism

increases

Continuous overtime often resulted in higher labor costs and reduced productivity.

Alternatives to Recruitment: Outsourcing

Also known as staff sourcing. It involves paying a fee to a leasing company or professional employer organization (PEO) to handles payroll, employee benefits and routine of the HRM functions. It is suitable for a small and midsize firms that cant afford a full-service HR department. Outsourcing

Alternatives to Recruitment: Temporary Employment

One of the most noticeable effects of downsizing epidemic and labor shortages in the past two decades. Advantages:
Low

labor cost Easy accessible source of experienced labor Flexible to respond to the demand change in the future

Disadvantage:
Do

not know the culture or work flow of the organization. Less commitment towards the organization.

CONCLUSION
It is one of the ways of meeting the manpower needs of an organization. It refers to organizational activities that influence the number and types of applicants who apply for a job and whether the applicants accept the jobs offered. It is directly connected to manpower planning and selection. It represents the first contact between organization and employees prospective which helps to create a positive impression among the job applicants. Recruitment

THANK YOU