Chapter 6

Recruiting Human
Resources

Human Resource Management, 5E 1

 Definition
Recruitment is the process of finding
and attracting the capable job
candidates for employment. The
process begins when new recruits
are sought and ends when their
applications are submitted…

Human Resource Management, 5E 2

 Nature and Purposes of
Recruitment
 Recruitment is the process of searching for and obtaining
applicants for jobs
 Recruitment has several benefits for a firm:
– Determine the present and future requirements of the organisation in
conjunction with its personnel-planning and job-analysis activities.
– Increase the pool of job candidates at minimum cost.
– Help increase the success rate of the selection process by reducing the
number of visibly underqualified or overqualified job applicants.
– Help reduce the probability that job applicants, once recruited and selected,
will leave the organisation only after a short period of time.
– Meet the organisation’s legal and social obligations regarding the
composition of its workforce.
– Begin identifying and preparing potential job applicants who will be
appropriate candidates.
– Increase organisational and individual effectiveness in the short term and
long term.
– Evaluate the effectiveness of various recruiting techniques and sources for
all types of job applicants.
Human Resource Management, 5E 3
 Factors Influencing
Recruitment
External Forces
• Supply and demand
• Unemployment rate
• Labour market Recruitment
• Political-social
• Sons of soil
• Image

Internal Forces
• Recruitment
• HRP
• Size of the firm
• Cost
• Growth and expansion

Human Resource Management, 5E 4

 Recruitment Process
Personnel Job Employee
Planning Analysis Requisition

Recruitment Searching
Job Planning Activation Screening
Applicant Potenti To
Vacancies • Numbers “Selling”
Pool al Hires Selection
• Type • Message
• Media

Strategy
Development
Applicant Evaluation
• Where
Population and Control
• How
• When

Human Resource Management, 5E 5

Recruitment Yield Pyramid

Offer Acceptance
20
Offers/Acceptance (3:2)
Job Offer
30 Interview/Offers (4:3)
Invited for Final
Interview
40
Screening/Invites (5:1)
Invited to Screening
Interview
200
Contacts/Screens (10:1)
Initial Contacts
2000

Human Resource Management, 5E 6

 Sources of Recruitment
Professional or Trade Associations

Advertisements

Present Employees Employment Exchanges

Campus Recruitment

Walk0ins and Write-ins

Recruitment

External Sources
Internal Sources

Employees Referrals
Consultants

Contractors
Former Employees
Displaced Persons

Radio and Television

Previous Applicants
Acquisitions and Mergers

Competitors

E-Recruiting

Human Resource Management, 5E 7

Philosophies of Recruitment
 Realistic job previews
 JCQ
– Alternatives
– over time work
– employee leasing
– temporary employment

Human Resource Management, 5E 8

Typical Consequences of Job
Previews
Traditional Procedures Realistic Procedures

Set initial job expectations too high Set job expectations realistically

Job may or not be attractive depending

Job is typically viewed as attractive
on individual needs

High rate of job offer acceptance Some accept, some reject job offer

Work experience belies expectations Work experience confirms expectations

Lower job survival, dissatisfaction, High job survival, satisfaction, no

frequent thoughts of quitting thoughts of quitting

Human Resource Management, 5E 9