Professional Documents
Culture Documents
• Selection
• Socialization
Recruitment
• Process of locating,
identifying, and attracting
capable candidates
• Can be for current or future
needs
• Critical activity for the
corporations.
• What sources do we use for
recruitment
Recruitment definition
Job attractiveness
QWL
Products & services
Role of TU
Recruiting Goals
• To provide information that will attract a
significant pool of qualified candidates and
discourage unqualified ones from
applying.
Roles and Responsibilities for Recruiting and
Retaining Employees
Internal Labor
Talent
Transfers
inventories
Finding Internal Candidates
Hiring-from-Within
Tasks
5–11
Internal Sources of Candidates
Advantages Disadvantages
Types of
Employment
Agencies
5–15
Why Use a Private Employment
Agency?
• No HR department: firm lacks recruiting and screening
capabilities to attract a pool of qualified applicants.
• To fill a particular opening quickly.
• To attract more minority or female applicants.
• To reach currently employed individuals who are more
comfortable dealing with agencies than competing
companies.
• To reduce internal time devoted to recruiting.
5–16
Employee Referrals and Walk-ins
• Employee Referrals
– Referring employees become stakeholders.
– Referral is a cost-effective recruitment program.
– Referral can speed up diversifying the workforce.
– Relying on referrals may be discriminatory.
• Walk-ins
– Seek employment through a personal direct approach
to the employer.
– Courteous treatment of any applicant is a good
business practice.
5–17
Recruiting via the Internet
• Advantages
• 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
• Disadvantages
• Exclusion of older and minority workers
• Unqualified applicants overload the system
• Personal information privacy concerns of applicants
Advantages and Disadvantages of
Internal and External Recruiting Sources
Figure 7–5
FIGURE 5–7 Some Top Online Recruiting Job Boards
5–20
Advertising for Outside Candidates
• The Media Choice
– Selection of the best medium depends on the
positions for which the firm is recruiting.
• Newspapers: local and specific labor markets
• Trade and professional journals: specialized employees
• Internet job sites: global labor markets
5–21
FIGURE 5–8 Ineffective and Effective Web Ads
5–22
Alternatives to Recruitment
• Work sharing/ job sharing
• Overtime
• Employee leasing
• Temporary employment/ contingent
employees.
New trends in recruitment
• Work sharing/ job sharing
• Overtime
• Employee leasing
• Temporary employment/ contingent
employees.
• Event recruiting
• Virtual job fairs
Recruiting protected classes
• Recruitment of women
• Recruitment of minorities
– Sports people
– Ex- servicemen
– Disadvantaged people
– Disabled people
Contingent Employees
• Hired to cope with • Recently called “free
unexpected or agents”
temporary challenges • Limit to 3-12 month
• Include assignments
– Part-timers • Recruited using
– Freelancers internet or temporary
– Subcontractors agencies
– Independent
professionals
Contingent Employment
• Pros • Cons
– Employees have flexibility – Contingent workers may
– Workers can preview jobs and have less commitment
organizations – Conflict common between
– Easier to give regular regular and temporary
employees temporary leaves workers
– Allows “trial run” for
prospective employees
– No recruitment, screening,
and payroll administration
costs
– Increased productivity—paid
only when working
Temp Agencies and Alternative
Staffing
• Costs of Temps
– Increased labor costs due to fees paid to temp
agencies
– Temp employees’ lack of commitment to the firm
5–28
Recalls and Rehires
• Used by seasonal businesses to cope with
unexpected staffing shortages after
downsizing
• May rehire former regular employees as
temporary employees
• Inexpensive to recruit
Developing and Using
Application Forms
Uses of Application Form
Information