CH 5. Recruiting Job Candidates

Recruiting Job
Candidates
Human Resource Management: Functions, Applications, Skill

Chapter 5 Development by Robert N. Lussier and John R. Hendon
2
 Recruitment Has Changed no

 http://www.youtube.com/watch?v=N-ebIGpZIWI
 The World’s Best Employer, Part I
 http://www.youtube.com/watch?v=N-ebIGpZIWI
 The World’s Best Employer, Part II
 http://www.youtube.com/watch?v=9SCxJTmS1Eo
Human Resource Management: Functions, Applications, Skill Development by Robert N. Lussier and John R. Hendon © 2012 SAGE Publications, Inc.
Recruiting Job Candidates
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Recruiting is the first step in matching actual

employees with specific jobs.
The process should be as efficient as possible
because costs associated with recruiting,
selecting, and training a new employee is often
more than 100 percent of the employee’s
annual salary.
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Recruiting
Is the process of creating a reasonable pool of
qualified candidates for a job opening.
 Thumb rule: 15-25 people for each opening.
External forces that affect recruiting efforts:

 The labor market.
 Competitors.
 Social and legal environment.
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Recruiting Considerations and Sources

 Under what conditions will the organization recruit
new people?
 What are the organization’s alternatives and when
will it use them?
 Should the organization recruit locally, regionally,
nationally or globally?
 Will the organization recruit from within first or go
outside the organization?
 What primary recruiting sources will provide the
best recruits?
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Internal Recruiting
Refers to filling job openings with current
employees or people known by current
employees.
 Sources
Internal job postings that result in
promotions or lateral moves from within.
Employee referrals.
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Internal Recruiting (continued)

Open recruiting - advertising the job openly
within the organization.
Targeted recruiting - managers privately
nominate workers who they feel can do the job.
Closed recruiting – a hiring manager
communicates the need to fill a job to HR; HR
searches files for people with requisite skills and
qualifications and sends the list to the manager.
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Internal Recruiting Strategies

Promotability ratings - when these ratings are
included in the annual appraisal process, it can
make internal recruiting more efficient.
Managerial sponsorship – a type of mentoring:
managers must provide sponsorship for
individual employees before they would be
considered for a promotion.
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Internal Recruiting: Advantages

 Promotions and requested lateral moves increase
organizational commitment and job satisfaction.
 Applicants become more valuable by learning more
about the “big picture”.
 Applicants show interest in the organization, have
knowledge of operations and processes, and feel
comfortable continuing to work in the company.
 Organization has existing knowledge of applicants.
 Organization can save money.
 Internal is usually faster than external recruiting.
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Internal Recruiting: Disadvantages

 Applicant pool is significantly smaller.
 Hiring from within opens another job to fill.
 Employee success in one job doesn’t mean success in a
different job.
 An external candidate may have better qualifications.
 Internal employees may feel entitled to the job whether or
not they are capable and qualified.
 It may create or perpetuate resistance to change or stifle
creativity and innovation because the person is already
immersed in the organization’s culture.
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External Recruiting
The process of engaging individuals from the
labor market outside the firm to apply for a job.
 Can be accomplished in an open or targeted
manner, in much the same way as internal
recruiting.
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External Recruiting Sources

 Walk-ins.
 Educational institutions.
 Employment agencies.
 Advertising.
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External Recruiting: Advantages

 Avoids creating or perpetuating resistance to
change.
 May be able to find individuals with complex skill
sets who are not available internally.
 Can lower training costs for skilled positions by
hiring in someone who already has the requisite
skills.
 Increases organizational diversity.
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External Recruiting: Disadvantages

 The disruption of introducing different ways of
operating.
 Takes longer and costs more.
 May adversely affect current employees’
motivation and satisfaction due to a perceived
inability to move up in the organization.
 Higher orientation and training costs.
 External hires have no history with the firm.
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Major Recruiting Sources
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Major
Recruiting
Sources
(continued)
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Challenges and Constraints in Recruiting

 Budgetary constraints.
 Organizational policies and image.
 Undesirable Job Characteristics
 Realistic Job Previews (RJP)
 The recruiter – candidate interaction.
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Recruiting Evaluation Methods
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Recruiting Evaluation Methods (continued)

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Recruiting Job

Human Resource Management: Functions, Applications, Skill

 Recruitment Has Changed no

Recruiting is the first step in matching actual

External forces that affect recruiting efforts:

Recruiting Considerations and Sources

Internal Recruiting (continued)

Internal Recruiting Strategies

Internal Recruiting: Advantages

Internal Recruiting: Disadvantages

External Recruiting Sources

External Recruiting: Advantages

External Recruiting: Disadvantages

Major Recruiting Sources

Challenges and Constraints in Recruiting

Recruiting Evaluation Methods

Recruiting Evaluation Methods (continued)

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