Recruiting
Recruitment Activities
Are designed to affect :
• Number of applicants
• Type of applicant
• Those likely to accept position if offered
Example 1
Example 2
(Noe, Hollenbeck, Gerhart, & Wright, 2003)
Recruiting Sources
External
Sources
Advertising
Educational institutions
Military
 Professional Societies
Other Sources
Internal
Sources
Job posting
Career Plan Systems
 Intra-company Transfers
 Others
Recruiting: External Sources – Executive Search Firms
(a.k.a. “Headhunters”)

Began in 1946 – Association of Executive Search Consultants
(www.aesc.org)
 Currently over 2,500 such firms
 Some specialize in particular industries or management levels
 Typical clauses:
1. Confidentiality
2. Off-limits period
3. Retention period
Source: Schneider & Schmitt, 1986
Recruiting: Internal Sources
Potential advantages include:



Start-up time reduced - less “orientation” & “socialization” required
Greater info about candidates increases chance of choosing
person who will succeed in new job
May cost less (after include costs for selection, training, & start-up
time)
Source: Schneider & Schmitt, 1986
Recruiting: Internal Sources
Potential problems include:





Conflict between applicants
Places demands on performance evaluation system
Turmoil surrounding those constantly trying to “opt out”
of group
“Golden handcuffs”
25% of organizations do not publicize openings –
instead rely on informal contacts
Source: Schneider & Schmitt, 1986
Evaluation of Recruiting Effectiveness
Yield ratios
Gross cost per hire
Time to hire
Source yields
Recruiting yield pyramid
Retention rates
Costs per source
Time to proficiency
Recruiting Yield (Upside Down) Pyramid
Leads
100
Applicants
80
Invites
60
Interviews
40
Offers
10
Hires
5
“Leads
to
Apply”
Ratio =
5:4
“Offers to
Hires” Ratio
= 2:1
Hypothetical Yield Ratios for Five Recruitment Sources
(Noe, Hollenbeck, Gerhart, & Wright, 2003, p. 206)
Recruiting: Hutton’s “Ten Commandments of Recruiting”
Thou shalt:
1. Define the job
2. Define necessary attributes (KSAOs) to perform the job
3. Offer realistic compensation
4. Use relevant recruiting sources for the job type
5. Conduct interviews and other selection procedures promptly
and in a professional manner
(Hutton, 1984)
Recruiting: Hutton’s “Ten Commandments of Recruiting”
Thou shalt:
6. Make decisions quickly
7. Check references
8. Not over-negotiate offer
9. Stay in touch with candidate after offer has been accepted
10. Get employment off to a good start
(Hutton, 1984)