Chapter Seven
Recruitment
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Contents
1
Definition of recruitment
2
Constraints on recruitment
3
Methods of recruitment
4
Resume writing
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Definition of Recruitment
• Recruitment refers to organizational
activities that influence the number and
types of applicants who apply for a job and
whether the applicants accept jobs that are
offered.
• It is the process of locating and
encouraging potential applicants to apply
for existing or anticipated job openings.
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Recruiting Procedure
HR Plans
Job
Description
Appraisal
 Procedure
 Techniques
 Efficiency
Recruitment
Planning
 Position
 Number
 Qualifications
Admission
 Make
Decisions
 Provide
Offers
Recruiting
 Understand Market
 Information Posting
 Receive
Applications
Selection
 Screening
 Written
Exams
 Interviews
 Other Exams
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Constraints on Recruitment
Job
Requirements
Org.
Policies
HR
Plans
Gov
Restrictions
Inducements
Major
Constraints
Recruiter
Habits
Costs
Envir.
Conditions
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Constraints on Recruitment
Organizational policies:
Promote-from-Within Policies; Compensation Policies;
Employment Status Policies;
International Hiring Policies.
HR Plans:
Forecast and summarize future recruiting needs.
Environmental Conditions: Leading Economic Indicators;
Predicted VS Actual Sales;
Want-Ads Index.
Inducements:
Necessary to stimulate a potential recruit’s interest.
Could be economic, emotional or intangible.
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Methods of Recruitment
Sources of
Recruitment
Internal
Recruiting
External
Recruiting
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Methods of Internal Recruitment
Job
Posting
Inside
Moonlighting
Job
Rotation
Internal
Promotion
Lateral
Transfer
Internal
Recruitment
Employee
Referrals
Supervisor
Recommendation
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Supervisor Recommendations
Strengths
Weaknesses
• Popular with
supervisors
• Supervisor may be
biased
• Supervisors know
capabilities of
potential candidates
• Some qualified
employees may be
overlooked
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Employee Referrals
Strengths
Weaknesses
• Employees make
good recruiters
• May serve as barrier
to equal employment
opportunity
• Applicants tend to
perform better and
stay longer
• Possible
discrimination
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Methods of External Recruitment
Private &
public
employment
agencies
Applicant-initiated
recruitment
On-Line
recruitment
External
Recruitment
Executive search
firms
Help-wanted
advertisements
Campus
recruiting
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Applicant-Initiated Recruitment
Strengths
Weaknesses
• Efficient
• Timing- may get
applicants when jobs
are not available
• Low cost
• Highly motivated
applicants
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Help-Wanted Advertisements
Strengths
Weaknesses
• Reach a large
audience in a
relatively short period
of time
• Not as effective as
other methods
• Helps ensure equal
opportunity
• May produce too
many applicants
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Executive Search Firms
Strengths
Weaknesses
• Specialize in midand senior-level
managers
• Expensive
• Can locate
applicants not
actively seeking jobs
• About half of
searches don’t
result in candidates
with desired
qualifications
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Campus Recruiting
Strengths
Weaknesses
• Useful for filling
specialized entrylevel jobs
• Costly
• Time consuming
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Sources of Recruitment
Internal Recruiting
External Recruiting
Employee is familiar with the organization
and its culture.
Lower recruitment costs.
Able to predict the person’s success in the
new job.
Improves employee morale and motivation.
Able to acquire skills or
knowledge
Newer ideas and novel ways
of solving problems may
emerge
Internal rivalry and competition for higher
positions
Reduce interpersonal and interdepartmental
cooperation
No ‘new blood’ is brought into the system
Newcomers may not fit in
with the organization
More expensive
Newcomers take a longer
time to learn about the
organization
Lowered
morale
and
motivation levels of current
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Factors Influencing Applicant Decisions
Alternative Job Opportunities
Recruitment
Activities
Attractiveness of
Company
Attractiveness of the Job
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Importance of Sound Recruitment
Less supervision, mentoring
Smaller burden on training resources
1
2
3
Better discipline & career prospects
More independent functioning & job satisfaction
4
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An Overview of the Recruitment Process
Human
Resource
Planning
Specific
Requests
of
Managers
Constraints
on
Recruitment
Job
Analysis
Information
JOB
REQUIREM
ENTS
JOB
OPENINGS
IDENTIFIED
Manager’s
Comments
METHODS
OF
RECRUITME
NT
SATISFACT
ORY
RECRUITS
MAKE
FORMAL
APPLICATI
ON
INTERNAL SOURCES
EXTERNAL SOURCES
OTHERS
Temporary-help firms
Departing employees
Open house
Computerized information systems
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Reading – Page 82
• Read the whole passage on page 82
• Finish exercises 2&3. Check answers with
your partner.
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Listening – Page 83
• Fill in the blanks.
• Compare Lecture on Page 83 and
Tapescripte on Page 134. List synonyms.
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Home Assignment
• Resume Writing – May 10th
• Compare Lecture on Page 83 and
Tapescripte on Page 134.
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