5-1

RECRUITMENT

Staffing Activities:
External Recruitment
By
Compliance Coordinator

STAFFING ORGANIZATIONS
MODEL
Organization

5-2

Vision and Mission

Goals and Objectives

Organization
Organization Strategy
Strategy

HR
HR and
and Staffing
Staffing Strategy
Strategy

Staffing Policies and Programs

Support Activities
Core Staffing Activities
Legal compliance

Recruitment:

Planning

Selection:

Job analysis

Employment:

External, internal

Measurement, external, internal

Decision making, final match

Staffing System and Retention Management

5-3

CHAPTER OUTLINE
Recruitment Planning
Organizational Issues
Administrative Issues

Recruiters

Strategy Development
Open vs. Targeted
Recruitment
Recruitment Sources
Choice of Sources

Searching
Communication
Message
Communication
Medium

Applicant Reactions
Transition to
Selection

5-4

RECRUITMENT PLANNING:
ORGANIZATIONAL ISSUES
In-house vs. external recruitment agency
Many companies do recruiting in-house
Recommended approach for large companies
Smaller companies may rely
on external recruitment agencies
Individual vs. cooperative recruitment alliances
Cooperative alliances involve arrangements to share recruitment
resources
Centralized vs. decentralized recruitment

5-5

RECRUITMENT PLANNING:
ADMINISTRATIVE ISSUES
Requisitions
Exh. 5.1: Personnel Requisition
Number of contacts
Yield ratio - Relationship of applicant inputs to outputs at various
decision points
Types of contacts
Qualifications to perform job must be clearly established
Consideration must be given to job search and choice process used by
applicants

5-6

RECRUITMENT PLANNING:
Recruitment
budget
ADMINISTRATIVE
ISSUES

Exh. 5.2: Example of a Recruitment Budget for 500 New Hires

(CONTINUED)
Development of a recruitment guide

Exh. 5.3: Recruitment Guide for Director of Claims

Process flow and record keeping
Selecting recruiters
Training recruiters
Rewarding recruiters

5-7

CONSIDERATIONS RELATED TO
Desirable
characteristics ofSELECTION
recruiters
RECRUITERS:
Strong interpersonal skills
Knowledge about company, jobs,
and career-related issues
Technology skills
Enthusiasm
Various sources of recruiters
HR professionals
Line managers
Employees

5-8

CONSIDERATIONS RELATED TO
Training
RECRUITERS: TRAINING AND
Traditional areas of training
Interviewing skills, job analysis, interpersonal skills, laws, forms and
REWARDS
reports, company and job characteristics, and recruitment targets
Nontraditional areas of training
Technology skills, marketing skills, working with other
departments, and ethics
Rewards
Performance must be monitored and rewarded
Effective recruiter behaviors
End results

5-9

OPEN VS. TARGETED RECRUITMENT

Open recruitment
Targeted recruitment

Key KSAO shortages

Workforce diversity
gaps

Employment
discouraged

Reward seekers

Passive job seekers

Former employees

Former military
personnel

Reluctant applicants

5-10

RECRUITMENT SOURCES
Unsolicited

Executive search firms

Employee referrals
and networks

Professional
associations and
meetings

Advertisements

State Employment
services

Recruiting online

Outplacement services

Colleges and
placement offices

Community agencies

Employment
agencies

Co-ops and
internships

Job fairs

5-11

APPROACHES TO RECRUITING ONLINE

Job postings on Internet job boards
Searching Web-based databases
Exh. 5.4: List of Recruiting Web Sites
Job postings on organizations Web site
Mining databases

5-12

INNOVATIVE RECRUITMENT SOURCES

Religious organizations
Interest groups
Realtors
Senior networks

5-13

EFFECTIVENESS OF RECRUITMENT
SOURCES
Effectiveness
Involves assessing impact of sources on increased employee
satisfaction, performance, and retention
Research results
Most effective
Referrals, job postings, rehiring of
former employees
Least effective
Newspaper ads, employment agencies

5-14

SEARCHING: COMMUNICATION
MESSAGE
Job requirements and rewards
matrices
Type of messages

Realistic recruitment message -- RJP

Exh. 5.5: RJP for Elementary School Teachers

Branding
Targeted messages

Choice of messages

Nature of labor market

Vacancy characteristics
Applicant characteristics

5-15

SEARCHING: COMMUNICATION MEDIUM

Recruitment
brochures

Telephone
messages

Videos and
videoconferencin
g

Organizational
Web sites

Advertisements

Radio

Types of ads
Classified ad
Classified display ad
Display ad
Online ad

E-mail

5-16

APPLICANT REACTIONS
Reactions to recruiters

Influence of recruiter vs. job characteristics

Influence of recruiter on attitudes and behaviors
Demographics of recruiters
Influential recruiter behaviors
Reactions to recruitment process

Relationship of screening devices to job

Delay times in recruitment process
Funding of recruitment process
Credibility of recruiter during recruitment
process

5-17

TRANSITION TO SELECTION
Involves making applicants aware of
Next steps in hiring process
Selection methods used and instructions
Expectations and requirements

5-18

ETHICAL ISSUES
Issue 1
Many organizations adopt a targeted recruitment strategy. For
example, Home Depot has targeted workers 50 and above in its
recruitment efforts, which include advertising specifically in media
outlets frequented by older individuals. Other organizations target
recruitment messages at women, minorities, or those with desired
skills. Do you think targeted recruitment systems are fair? Why or
why not?