Chapter 3

Recruitment
Reference Books:
Human Resource Management ( Gary Dessler)
Human Resource Management (Mondy)
Human Resources and Personnel Management ( keith Davis)

Resource Person: Furqan-ul-haq S

Human Resource Planning

Process
External
Environment
Strategic
Planning
Internal Environment

Human Resource Planning

Forecasting
Human
Resource
Requirements

Comparing
Requirements
and Availability

Forecasting
Human Resource
Availability

Demand =

Surplus of
Workers

Shortage of
Workers

No Action

Restricted Hiring,
Reduced Hours,
Early Retirement,
Layoff, Downsizing

Recruitment
Selection

RECRUITMENT

The process of finding & attracting capable

individuals to apply for jobs.

The process of recruitment begins with

announcement of job & ends when applications are
submitted. The result is a pool of candidate from
which new employees are selected.

Goals of Recruiting

Attract qualified applicants

Communicate the position so that they respond

The more, the better

Encourage unqualified applicants not to Apply

Self select out

Saves time, money
The less, the better

HR Planning
(Shortage of Workers)

Overtime
Contingent Workers
Outsourcing

Alternative to Recruitment

Recruitment
Process

Recruitment

Internal Channels

External channels

Application Blanks/forms
Recruited Individuals

Alternatives to Recruitment
Outsourcing
Transfers responsibility to an external provider
Provides Specialized services at lower cost
Turnkey Solution
Contingent Workers
Part-timers, temporaries, older retired workers
Staffing companies or independent contractors

Fast growing
Provides greater flexibility and lower labor costs
Human equivalent of just-in-time inventory
Overtime
Most commonly used method of meeting short-term
fluctuations in work volume
Employer avoids recruitment, selection, and training
costs
Employees gain from increased income
Potential problems

Recruitment: Constraint & Challenges

Organizational Image

Government influence
EEO, immigrants rules, pay policy, Quotas etc.
Affirmative Action Plans- programs developed by employers to undo
the results of past employment injustices by actively seeking, hiring &
promoting minority group members and women.

Job Attractiveness

Environmental Conditions

Job Requirement

Recruitment Costs

Credential Barriers- imposing irrelevant prerequisites

(qualifications, qualities)

Labor market Situation

Appropriate recruitment channel selection

Organizational Policies
Compensation
Employment
Promotes

Policies

Status Policies

from within policies

Sources of Recruitment

Internal Sources
Promotions

Job Postings

Transfers

Skill
inventories
Informal Search

Internal Sources
1.
2.
3.
4.
5.

Promotion- vertical movement

TransfersTransfers horizontal movement of employees
Job Posting- Internally job announcement
Informal Search- Recruitment on the bases of
managers judgment.
Skill Inventories- Recruitment on the bases of
written record of employee maintained by
organization (employee personal file)

Advantages

Builds morale

Advertisement cost saving

Reduced training cost

Easier assessment of candidates as information

already available

No orientation and socialization

Disadvantages
Miss good outside talent
Inbreeding - no new ideas
Have to train for technology, skill upgrades

Nepotism & Favoritism

External Recruitment Channels

Advertising
Employment
Agencies - Private
and Public
Employee Referrals
Unsolicited Walk-In
Applicants
Internships
Executive Search
Firms

Job Fairs
Professional
Associations
Universities &
Colleges
Event Recruitment
Milk round

1. Advertising
A non personal paid communication method to
public through media such as news papers,
internet, professional journals or other sources.
Should indicate how to respond
Certain media attract more homogeneous audiences
Want Ads.
Classified Ads.
Blind Ads

Bad reputation

Market testing

Organization doesnt want to disclose name

2.

Employment Agencies - Public and

Private

An organization that helps firms to recruit employees and

aid individuals to locate jobs.
Best known for recruiting white-collar employees.
However blue-collar employees need may also be satisfied.
One-time fee may discourage candidate
Some private agencies deal primarily with firms that pay
fee/contract.

3. Job Fairs

A single employer or
group of employers
attempt to attract a
large number of
applicants for
interviews
Meet a large number
of candidates in a
short time
Job fairs offer lower
cost per hire than
traditional approaches

4. Internships
Student on a temporary job to bridge gap
from theory to practice & usually to fill
professional degree requirement
No obligation to hire student permanently
or for student to accept a permanent
position
Used as a recruiting technique by offering
students a permanent job after
completion of studies

5.

Executive search firms

Special employment agencies to

seek out top-management talent for
their clients, also called
headhunters firms.
Client pays expenses, as well as fee

6.

Professional Organizations

Recruitment and placement services

for members.
Society for Human Resource
Management operates job referral
service

7.

Employee Referrals/Network Recruitment

Employee referrals- announcements of openings and

requests for referrals are made on the organizations
bulletin and posted on walls
new employees may come with a more realistic
picture of what working in the firm is really liked

8.

Unsolicited Walk-In/Write-in Applicants

Reputation of being a good place to work attracts

qualified prospects to submit their application of
job without invitation
9. Milk round
An annual visit to universities by the personnel
managers of large companies seeking graduates to
join their organizations.
Milk being delivered direct to homes is a long-standing
tradition in Great Britain. So, in the mid-1960s, when
companies began touring universities to promote and advertise
their job opportunities directly to candidates, the visits became
known informally as "the milk round".

10. Event Recruiting

Opportunity to create image of

company. Attend events where
recruits are likely to be

11. Universities & Colleges

12.

Open days Recruitment

Open recruitment for a period of

time

RECRUITMENT FROM OUTSIDE

ADVANTAGES:
*

OBJECTIVITY AND EXTENSIVE EFFORT PUT INTO THE

PROCESS LIKELY TO LEAD TO A BETTER CANDIDATE
SELECTION.

NEW IDEAS, WAY OF THINKING & APPROACHES THAT

MIGHT CHALLENGE EXISTING NORMS AND ACT AS
CATALYST IN CONTINUOUS IMPROVEMENT/INNOVATION OF
COMPANY OR FIRM.

DISADVANTAGES:
*

RELATIVELY HIGHER COSTS, RISKY OF GETTING THE

WRONG PERSON, AND WRONG IMPACT ON EXISTING
EMPLOYEES.

Social classes
I.

II.

Upper Uppers The social elite who live on inherited

wealth. They maintain more than one home, and send
their children to the finest schools. They are a market for
jewelry, antiques, homes, and vacations. They often buy
and dress conservatively rather then showing off their
wealth.
Lower Upper Persons, usually from the middle class,
who have earned high income or wealth through
exceptional ability in the professions or business. They
are active in social and civic affairs and to buy the
symbols of status such as expensive homes, automobiles,
jewelry etc.

III.

IV.

Upper Middle Class Composed of moderately

successful business & professionals people( corporate
managers etc) and owners of medium sizes successful
companies. Well educated, have strong desire of success
and push their children to do well. They are joiners &
highly civic minded.
Middle Class Consist of office workers, managers,
teachers, technicians and owners of small successful
business. Collectively called white collar people. Strive
for respectability and buy what is popular, have well
cared homes, future oriented, self confident, willing to
take risks, try to save for education of their children &
their marriages & future needs etc., climbers. Home &
family oriented.

V.

Upper Lower Class The Blue collar workers.

Factory workers, salaried people, skilled & semi skilled
labors. Tied closely to family for economic & emotional
support. Short term oriented and are very much
concerned about security. They often feel of being
controlled by the world.

VI.

Lower Lower Class Unskilled workers/labors and

people in very low status occupation. Live in
substandard houses and neighborhood, tend to live a day
to day existence. Lowest of these groups are people
without steady employment and people who live in
severe poverty.

Mr. Ahsan is newly hired recruiting supervisor for Quetta

foods (Pvt) Ltd. One of the Ahsans first assignment was to
recruit a finance manager. After considering various
alternatives, he placed the following ad in a local newspaper
with a circulation of 50,000.
EMPLOYMENT OPPORTUNITY
Vacancies for finance related job in our organization.
Apply Today! Send you resume to;
Quetta foods (Pvt) Ltd
Head Office Jinnah Road, Quetta.

More then 300 applicants applied in 1st week, Mr. Ali was
called for interview and hired. Mr. Ahsan is still receiving
applications & more the 1500 have been collected so far.
After reviewing some CVs, it appeared that few people
possessed the desired qualification for the job.

QuestionIdentify and in list merits & demerits of the ad.

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Give suggestion for designing a standard ad.