Human Resource ManagementLecture 7

MGT 350

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Last Lecture

• What is recruitment? • Goals of recruitment.• Process of recruitment.• Recruitment in Global Village.• Expatriates• Home country nationals.• Host country nationals.

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Topic

RecruitingRecruiting Sources

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Recruiting Sources

• Sources should match the position to be filled. • The Internet /IT is providing many new

opportunities to recruit and causing companies to revisit past recruiting practices.

• Sources:– Internal Searches– Employee Referrals/Recommendations– External Searches– Alternatives

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Recruiting SourcesThe internal search • Organizations that promote from within

identify current employees for job openings:– by having individuals bid for jobs– by using their HR management system– by utilizing employee referrals

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Recruiting SourcesThe internal search• Advantages of promoting from within include

– good public relations– morale building– encouragement of ambitious employees and

members of protected groups– availability of information on existing employee

performance– cost-savings– internal candidates’ knowledge of the organization– the opportunity to develop mid- and top-level

managers

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Recruiting Sources

The internal search

• Disadvantages include:– possible inferiority of internal candidates

(Feeling low in Rank)– infighting and morale problems (Conflict

between members of the same organization)

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Recruiting Sources

Employee referrals/recommendations • Current employees can be asked to recommend

recruits. • Advantages include:

– the employee’s motivation to make a good recommendation

– the availability of accurate job information for the recruit– Employee referrals tend to be more acceptable

applicants, to be more likely to accept an offer and to have a higher survival rate.

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Recruiting SourcesEmployee

referrals/recommendations

• Disadvantages include:– the possibility of friendship

being confused with job performance

– the potential for nepotism

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Recruiting Sources

External searches • Advertisements: Must decide type and location

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

• Three factors influence the response rate:– identification of the organization– labor market conditions– the degree to which specific requirements are listed.

• Blind box ads don’t identify the organization.

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Recruiting Sources

External searches• Employment agencies:

– Public or state employment services focus on helping unemployed individuals with lower skill levels to find jobs.

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

• Fees may be paid by employer, employee or both.

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Recruiting Sources

External searches• Employment agencies:• Management consulting, executive search

or headhunter firms specialize in executive placement and hard-to-fill positions. – Charge employers up to 35% of the first year

salary– Have nationwide contacts– Do thorough investigations of candidates

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Recruiting SourcesExternal searches

• Schools, colleges, and universities: – May provide entry-level or

experienced workers through their placement services.

– May also help companies establish cooperative education assignments and internships.

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Recruiting Sources

External searches

• Professional organizations: – Publish rosters of vacancies– Placement services at meetings– Control the supply of prospective applicants

• Professional organizations also include labor unions.

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Recruiting SourcesExternal searches• Unsolicited applicants (Walk-ins):

May provide a stockpile of prospective applicants if there are no current openings.

• Cyberspace Recruiting: Nearly four out of five companies use the Internet to recruit employees. Commercial job-posting services continue to grow.

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Recruiting Sources

Recruitment alternatives • Temporary help services.

– Temporary employees help organizations meet short-term fluctuations in HRM needs.

– Older workers can also provide high quality temporary 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.

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Recruiting Sources

Recruitment alternatives • 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.

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Meeting the Organization

• View getting a job as your job at the moment. • Preparing Your Resume

– Use quality paper and easy to read type. – Proofread carefully. – Include volunteer experience. – Use typical job description phraseology. – Use a cover letter to highlight your greatest strengths.

• Don’t forget about networking as an excellent way of gaining access to an organization.

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Summary

• Recruiting Sources– Internal Searches– Employee Referrals/Recommendations– External Searches– Alternatives

Meeting the Organization

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