chapter 4 recruitment

Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 6, slide 1

Chapter 4

Recruiting

Md. Zahid Hossain BhuiyanLecturer in Management, IIUC-DC

Published by Lecturesheet.iiuc28a9.com

Introduction

Where from the recruitment process actually start?…..

In broader sense recruitment process actually starts from…..

‘Human Resource Planning

Md. Zahid Hossain Bhuiyan, Lecturer in Management, IIUC-DC

Md. Zahid Hossain Bhuiyan, Lecturer in Management, IIUC-DC Chapter 4, slide 3

Introduction

Recruiting brings together

those with jobs to fill those seeking jobsand

Once an organization identifies its human resource needs through employment planning, it can begin recruiting candidates for actual or anticipated vacancies.

• In Human Resource Management (HRM) cycle as well as in any organization, recruitment and selection plays an important and vital role in achieving the organizational vision, mission, goals and objectives.

• Organizations today consider human resources as the critical resource of the organization.

• Recruitment and selection is the staffing function in organizations.

• The primary goal of staffing is to get the right people for the company to operate as efficiently and effectively as possible.


Introduction

Recruiting is the process of discovering potential candidates for actual or anticipated organizational vacancies.

Or from another perspective, it is a linking activity – bringing together those with jobs to fill and those seeking jobs.

Simply, recruitment is the process of attracting right number of peoples, right kinds of peoples at the right place at the right time.


Introduction

Chapter 6, slide 6

Recruiting Sources

internal searches

external searches


Sources of Recruiting

Certain recruiting sources are more effective than others for filling certain types of jobs.

Two basic sources of recruitment:

1. Internal source of Recruitment

2. External source of recruitment


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Recruiting Sources

Internal search

The Internal Search: Many large organizations attempt to develop their own employees for positions beyond the lowest level.

These can occur-by having individuals bid for jobsby using their HR management systemby utilizing employee referrals



Internal source of Recruitment: When potential candidates are recruited from within the organization, it is called internal source of recruitment.

Internal recruitment options are:

1. promotion/lateral transfer-when candidate is identified

2. advertise internally-when organization believe in availability of persons within the organization and discover hidden talent that may have been overlooked and

3. follow standard recruitment process for selection.



External source of recruitment: When potential candidates are recruited from outside the organization, it is called external source of recruitment.

External recruitment could be through - Advertisements: - Employment Agencies - Schools, Colleges, and Universities - Professional Organizations - Cyberspace Recruiting - Unsolicited Applicants - Walk-ins - Head hunting


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Recruiting Sources

Advantages good public relations morale building encouragement of employees and members of protected groups knowledge of existing employee performance cost-savings candidates are well known about the organizationCandidates have a stronger commitment to the company opportunity to develop mid- and top-level managers

Disadvantages possible inferiority of internal candidates infighting and morale problems potential inbreedingTime wasted interviewing inside candidates who will not be considered

Promoting from Within the organization


Advantages Import new ideas Reduce employee training and development, particularly, if they

have been trained elsewhere Hiring outsiders can indicate a change of business outlook; and Internal person may not be available.

Disadvantages– It takes lots of time and energy– It is costly– It may not build the morale– It can not encourages good individuals who are ambitious– Candidates have weak commitment to the company– No opportunity to develop mid- and top-level managers

Promoting from outside the organization


Recruiting Sources

Chapter 6, slide 13

Recruiting Sources

External searches

Advertisements: When an organization wishes to communicate to the public that it

has a vacancy, advertisement is one of the most popular methods used.

Must decide type and location of ad, depending on job; decide whether to focus on job (job description) or on applicant (job specification).

The most common techniques that are used as ad.• Newspapers (local and specific labor markets)• Trade and professional journals• Internet job sites• Marketing programs• Radio & Television


• Advertisements must be completed indicating qualification, skills, competencies and other relevant information. It should also include a brief job summary, nature of job and place of posting, compensation packages and professional references if needed.

Three factors influence the response rate: identification of the organization labor market conditions

the degree to which specific requirements are listed.


Recruiting Sources

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Recruiting Sources

Employment Agencies:

Types of employment agencies:Public agencies operated by federal, state, or local

governmentprivate employment agenciesmanagement consulting firmsexecutive search firms


• Public or state employment services focus on helping unemployed individuals with lower skill levels to find jobs www.careeronestop.org

BPSC-Bangladesh public service commission

• Private employment agencies provide more comprehensive services and are perceived to offer positions and applicants of a higher caliber

• Management consulting firms (“headhunters”) research candidates for mid- and upper-level executive placement

• Executive search firms screen potential mid/top-level candidates while keeping prospective employers anonymous


Recruiting Sources

• Reasons for using a private employment agency:– When a firm doesn’t have an HR department and is not geared

to doing recruiting and screening.

– The firm has found it difficult in the past to generate a pool of qualified applicants.

– The firm must fill a particular opening quickly.

– There is a perceived need to attract a greater number of minority or female applicants.

– The firm wants to reach currently employed individuals, who might feel more comfortable dealing with agencies than with competing companies.

– The firm wants to cut down on the time it’s devoting to recruiting.


Recruiting Sources

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Recruiting Sources

Schools, colleges, and universities:

Educational institutions at all levels offer opportunities for recruiting recent graduates. Most educational institutions operate placement services where prospective employers can review credentials and interview graduates. May provide entry-level or experienced workers through their placement services May also help companies establish cooperative education assignments and internships


Chapter 6, slide 19

Recruiting Sources

See: http://www.inxpo.com/products/virtual-career-fairs/index.htm http://work.secondlife.com/worksolutions/meetings/From the WSJ: http://online.wsj.com/article/SB118229876637841321.html

Job fairs: attended by company recruiters seeking resumes and

info from qualified candidates Virtual online job fairs could bring employers and job seekers

together online by logging into a specific Web site at a certain time. Some sites use avatars as candidates and recruiters.


Chapter 6, slide 20

Recruiting Sources

Professional organizations: Many professional organizations, including labor unions, operate placement services for the benefit of their members. The professional organizations include such varied occupations as industrial engineering, psychology, accounting, legal, and academics. These organizations publish rosters of job vacancies and distribute these lists to members. run placement services at meetingscontrol the supply of prospective applicantslabor unions are also in this category


Unsolicited applicants (walk-ins): • Unsolicited applications, whether they reach the employer by letter,

telephone, or in person, constitute a source of prospective applicants.

• may provide a stockpile of prospective applicants if there are no current openings

• Direct applicants who seek employment with or without encouragement from other sources.

• Courteous treatment of any applicant is a good business practice.


Recruiting Sources

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Recruiting Sources

Onlinesources

most companies use the Internet to recruit employees job seekers use online resumes and create Web pages

about their qualifications


• It is one of the newer arenas for locating resumes of qualified employees is looking on the Internet.

• Companies like Eli Lilly, Grolier Electronic Publishing, Wells Fargo Bank, Fidelity Investments, General Electric, Levi Strauss, Bristol Technology, and Cisco Systems have found the use of the World-Wide-Web advantageous in filling their positions.

• In Bangladesh, www.bdjobs.com etc is used for getting potential candidates.


Recruiting Sources

• Advantages of Internet recruiting– Cost-effective way to publicize job openings– More applicants attracted over a longer period– Immediate applicant responses– Online prescreening of applicants– Links to other job search sites– Automation of applicant tracking and evaluation


Recruiting Sources

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Recruiting Sources

Recruitingalternatives

Temporary help services: temporary employees help organizations meet short-term

fluctuations in HRM needs older workers can also provide high-quality help

Employee leasing: trained workers are employed by a leasing company, which

provides them to employers when needed for a flat fee typically remain with an organization for longer periods of time

Independent contractors: do specific work either on or off the company’s premises costs of regular employees (i.e. taxes and benefits costs) are not

incurred


Head Hunting:

Head Hunting is one way of searching highly qualified senior managers through informal interview process. The method is useful to bring potential persons who are well placed in different organizations who normally do not apply in response to formal advertisements.


Recruiting Sources

Chapter 6, slide 27

A Global Perspective

For some positions, the whole world is a relevant labor market. So, HR can recruit

home-country nationals when searching for someone with extensive company experience to launch a product in a country where it has never sold before

host-country nationals when a foreign subsidiary is being established and HQ wants to retain control yet hire someone with local market knowledge

candidates of any nationality, creating a truly international perspective


Slide#11

Organization Applicant

Figure 1.1 : The Recruitment Process

Vacant of New Position Occurs

Received Education and Chose Occupation Occurs

Perform Job Analysis and Plan Recruiting Effort

Acquire Employment Experience

Generate Applicant Pool via Internal or External

Recruiting Methods

Search for Job Openings

Evaluate Applicants via

Selection Process

Apply for Jobs

Impress Applicants

Impress Company during Selection Process

Make Offer

Evaluate Jobs and Companies

Accept or Reject Job Offers


Effective Recruiting

• External factors affecting recruiting:– Looming undersupply of workers– Lessening of the trend in outsourcing of jobs– Increasingly fewer “qualified” candidates

• Internal factors affecting recruiting:– The consistency of the firm’s recruitment efforts with

its strategic goals– The available resources, types of jobs to be recruited

and choice of recruiting methods– Non recruitment HR issues and policies– Line and staff coordination and cooperation


Effective Recruiting (cont’d)

• Advantages of centralizing recruitment– Strengthens employment brand– Ease in applying strategic principles– Reduces duplication of HR activities– Reduces the cost of new HR technologies– Builds teams of HR experts– Provides for better measurement of HR performance– Allows for the sharing of applicant pools


Thank You Very Much

chapter 4 recruitment

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