Chapter 6
RECRUITING HUMAN RESOURCES
Lecture Overview
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Recruitment
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Purpose of Recruitment
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Factors Influencing Recruitment
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Recruitment Process
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Source of Recruitment
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Yield Ratio
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Realistic Job Preview
Recruitment
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Recruitment is defined as “the process of searching for and
obtaining applicant for jobs, from among whom the right
people can be selected” (p. 144)
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Theoretically recruitment process ends when job applications
have been received
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In practice it goes further to screening applications to filter
those applicants who are not eligible for or suitable for job
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The term recruitment is often described or understood as
complete process of employee hiring
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Recruitment and selection are two different processes
Purpose of Recruitment
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Increase pool of potential job candidates
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Increase success rate of the selection process
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Make ensure the right people is selected against vacant
position (minimizing probability of leaving organization in
case of selection of wrong or misfit candidate)
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Meeting legal and social obligation of workforce composition
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Identify and encouraging potential candidates/job applicants
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Evaluating the effectiveness of available sources and
techniques of recruitment
Factors Influencing Recruitment
External Forces
Supply and demand
Unemployment rate
Labour market
Political-legal
Image
Recruitment
Source: Aswathappa, 2008, p. 145
Internal Forces
Recruitment policy
HRP
Size of the firm
Cost
Growth and expansion
Recruitment Process
Personnel
Planning
Job
Analysis
Employee
Requisition
screening
Job Vacancies
Recruitment
Planning
Strategy
Development
Where
How
When
Source: Aswathappa, 2008, p. 148
Searching
Message
Media
Applicant
Population
Applicant
Pool
Potential
hires
Evaluation
and controlling
Recruitment Process
1
Recruitment Planning
- Number of applicants
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2
Types of Applicants
Strategy Development
- Make or Buy Decision
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Technological Sophistication
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Where to look (international, national, regional,
local market)
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How to look (method and sources)
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When to look (Time lapsed data (TLD) average
time elapsed with key decision points in
recruitment)
Sources of Recruitment
Method and Sources of Recruitment
Internal Sources
External Sources
Present Employees
Advertisement
Employee Exchanges
Employee Referrals
Campus Recruitment
Walk-ins write-ins
Former Employees
Contractors
Displaced Persons
Previous Applicants
Radio and Television
Competitors
E-Recruiting
Recruiting Agencies
Source of Recruitment
1
Internal Recruitment
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Present Employees (Promotion and transfer)
Advantages
- Builds morale
- Encourages competent employees
- Good selection
- Cheaper way
- Familiar with organization
Disadvantages
- Outside competent candidates
- Inbreeding
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Employee Referrals
Advantages
- Low cost
- Employee know job requirements and person
Disadvantages
- Organizational Politics
Source of Recruitment
1
Internal Recruitment
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Former Employees (Performance is known, aware
with organizational culture)
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Previous Applicants (best when to fill in job quickly,
cost effective)
2
External Recruitment
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Advertisement: The most popular method
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Blind ad (no identification of company)
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AIDA (attention, interest, desire, action)
Content of Job Advertisement
I) job content
ii)
working conditions
iii) location of job
iv)
compensation
v) job specification vi)
to whom apply
Source of Recruitment
Advantages
Disadvantages
Less costly
Candidates current work may be
affected
Better knowledge of skills and
performance
Old concept of doing
Morale and Commitment
Organizational politics
Awareness of culture
Morale problem for employee not
promoted
External Sources
External Sources
New skills and new experience
Costly and time consuming
Compliance with laws
Right candidate rejected (false
positive error) wrong candidate
selected (false negative error)
Scope for resentment and jealousy
reduced
Person and organization misfit
Source: Aswathappa, 2008, p. 159
Internal Sources
Yield Ratio
Job Acceptance
20
3:2
Job Offer
30
4:3
Invited for interview
40
Invited for test
5:1
200
10:1
Initial contacts
Source: Aswathappa, 2008, p. 149
2000
Recruitment Process
Evaluation and Controlling
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Recruitment process is very expensive and crucial
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Salaries of recruiters
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Time spent on preparing job analysis data
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cost of overtime and outsourcing during vacancies
unfilled
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Cost of recruiting
Evaluation of Recruitment Process
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Number of suitable candidates
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Number of application received
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Performance and retention of selected candidate
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Cost of process and time lapsed
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image projected
Traditional and Realistic Job Preview
Traditional Procedures
Realistic Procedures
Set job expectations high
Set job expectations realistically
Job is viewed as attractive
Job may or may not be attractive
Depending on person needs
High rate of job offer/acceptance
Some accept some reject
Work experience does not
Match with expectation
Work experience match
expectation
Dissatisfaction, thought for
quit job
High job survival, satisfied
Source: Aswathappa, 2008, p. 163
Summary
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Recruitment
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Purpose of Recruitment
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Factors Influencing Recruitment
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Recruitment Process
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Source of Recruitment
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Yield Ratio
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Realistic Job Preview