Recruitments
Definition…
 Process of seeking and attracting a
pool of people from which qualified
candidates for job vacancies can be
chosen
Edward B Flippo:
 Recruitment is the process of
searching the candidates for
employment and stimulating
them to apply for jobs in the
organisation
Meaning
 Recruitment is the activity that links
the employers and the job seekers
 A process of finding and attracting
capable applicants for employment
Relation between job
Analysis, HRP, & Recruitment
HUMAN RESOURCE
PLANNING
JOB ANALYSIS
Nature and Requirements
of specific jobs
JOB
DESCRIPTION
RECRUITMENT
Pool of qualified
candidates
SELECTION
Number of
specific jobs to be
filled
Sources ?
 Job Analysis gives the nature and
requirements of jobs
 Hrp determines the specific number
of jobs to be filled
 Recruitment provides a pool of
people qualified to fill these
vacancies
PERSONNEL REQUISITION FORM
Describes
the reason
for the need to hire a
new person and the
requirements of the job
SOURCES OF RECRUITMENT
 INTERNAL
 EXTERNAL
INTERNAL SOURCES
 TRANSFERS
 PROMOTIONS
 UPGRADING
 DEMOTION
 RETIRED EMPLOYEES
 RETRENCHED EMPLOYEES
 DEPENDENTS AND RELATIVES OF
THE DECEASED
EXTERNAL SOURCES
 ADVERTISING
-MEDIA (PRINT AND BROADCAST)
 EMPLOYMENT AGENCIES
 PLACEMENT AGENCIES
 CAMPUS RECRUITMENTS
 EMPLOYEE REFERRALS
 WALK-INS OR UNSOLICITED
APPLICATIONS
 INTERNET RECRUITING
Personnel Requisition Form
Detailed information on recruiting new employees is in Procedures
2100. Complete, print, sign and forward this form to the DIVISION
OF HUMAN
RESOURCES, EMPLOYMENT DEPARTMENT. For more
information contact employment@mdc.edu.
TO BE COMPLETED BY DEPARTMENT:
Full Time Job Group Essential Position for Emergency Purposes
Pay Grade: Job Code-Job Title (FLSA); Minimum; Midpoint
Part Time Job Group Essential Position for Emergency Purposes
Job Code-Job Title (FLSA); Minimum - Maximum
Working Title: Department:
Days/Hours of Work: Org Unit: Qual: GLC Code:
Refer Applicants to: Room #: Phone #:
Status: Give Dates if Temporary: From: To:
Campus: District: New Position Line #: Position #:
Replacement for: MDID #: Desired Appointment Date:
Reason for Incumbent leaving: Date: If Grant Funded
Position/Give C.P.N.#:
ON-LINE APPLICANT TRACKING ACCESS DELEGATION
(Full-Time Positions Only)
Access Delegator: Committee Member:
Hiring Manager:
Committee Chair:
POSITION REQUIREMENTS: EXISTING Yes No - Attach
approved job description
If job description already exists, and you would like
to add to the description, enter the information
below.
* New positions - Please complete a Job Description
Questionnaire and submit to the Compensation
department at hrcompensation@mdc.edu
for review and approval, two weeks prior to
posting.
POSTING INFORMATION: INTERNAL EXTERNAL
Recruitment Source Desired: For Other, Please specify:
SIGNED: PRINT NAME: (Hiring Supervisor) DATE:
APPROVED: PRINT NAME: (Provost/Vice Provost or
Designee/Campus President or Dean) DATE:
FOR HUMAN RESOURCES USE ONLY
Pos #: ________________ Qual: _________________ GLC Code:
____________ Calendar: _____________ Job Class Code: ________
Pay Grade: ____________ _____ Upgrade _____ Downgrade Position
Title: _____________________________________________
HR Approval:
__________________________________________________________
_ Date: ________________
Employment Use: Date Posted: __________________ Reposted:
__________________ Position ID #: ________________________
Advertising Dates: Printed Media: _________________ Websites:
___________________ Other Publication: _____________________
FOR BUDGET USE ONLY
Funding Source: ____________________________________ Fund:
_____________________ Status: _____ Temporary _
INTERNAL SOURCES: ADVANTAGES
 Company has better knowledge of
strengths and weaknesses of job
candidate
 Job candidate has a better knowledge
of the company
 Morale and motivation of the employees
are improved
 cheaper
INTERNAL SOURCES: DISADVANTAGES
 People might not be able to handle the
new position and may not be successful in
the new job
 Inside fighting among internal candidates
may affect morale
 Inbreeding can stop new ideas and
innovation
EXTERNAL : ADVANTAGES
 Talent pool is much larger
 New ideas and fresh insights can be
brought in the company
 More unbiased and fair
EXTERNAL : DISADVANTAGES
 More expensive
 Adjustment or orientation time of new employee is more
 Morale and political problems can develop among employees
inside the company who missed out the position
REALISTIC JOB PREVIEWS
 A METHOD OF PROVIDING COMPLETE JOB
INFORMATION
 BOTH POSITIVE AND NEGATIVE ASPECTS
----TO THE JOB APPLICANT
AN EXAMPLE
 JOB OF SALES EXECUTIVE
 JOB PROBILE: MBA, WITH 3 YEARS OF EXPERIENCE
 ATTRACTIVE SALARY, PERKS AND FACILITIES
 FAMILY MEDICAL AND OTHER FACILITIES
-JOB WILL INCLUDE 40% OF TOURING
-ABILITY TO TAKE HIGH PRESSURE
-LONG WORK HOURS
ORGANIZATIONAL INDUCEMENTS
 POSITIVE
FEATURES AND BENEFITS
OFFERED BY THE ORGANIZATION TO
ATTRACT JOB APPLICANTS