Recruiting Employees Chapter 6

Recruiting Employees Chapter 6

Chapter Overview • Recruitment • Relationships among Job Analysis, Human Resource Planning, Recruitment, and Selection • Personnel Requisition Form • Sources of Qualified Personnel (internal – external) • Realistic Job Previews • Who Does the Recruiting, and How? • Organizational Inducements in Recruitment • Equal Employment Opportunity and Recruitment

Recruitment • Recruitment :It is the Process of seeking and attracting a pool of people from which qualified candidates for job vacancies can be chosen • Most organizations have a recruitment , or as it is called sometimes employment • It is a function managed by human resource department • Magnitude of organization’s recruiting effort and methods to be used are determined from the human resource planning process and the requirements of specific jobs • Successful recruiting is difficult if jobs to be filled are vaguely defined • Regardless of whether the job to be filled has been in existence or its newly created , its requirement must be defined as precisely as possible for recruiting to be effective

Organizations have options other than recruiting new employees to accomplish the work : • Temporary workers • Offering overtime to existing employees • Subcontracting the work to another organization( this is often used for construction projects or projects that have fixed time period or date for completion ) • Leasing employees • Outsourcing the work

Relationships among Job Analysis, Human Resource Planning, Recruitment, and Selection

Personnel requisition form Personnel requisition form: • Most organizations use a personal requisition form to officially requests that the human resources manager take action to fill a particular position . • It describes the reason for need to hire a new person and requirements of the job

Personnel Requisition Form

Sources of qualified personnel • Internal sources • External sources

1) Internal Sources Organization’s Own Employees • Advantages • Organization has a good idea of strengths and weaknesses of its employees • Performance evaluations of employees are available • More accurate data are available concerning current employees, thus reducing chance of making a wrong decision • Employees know more about organization and how it operates • Recruitment from within can have a significant, positive effect on employee motivation and morale when it creates promotion opportunities or prevents layoffs • Most organizations have a sizable investment in their workforce

Organization’s Own Employees • Disadvantages • Intense infighting for promotions can have a negative effect on morale and performance of employees not promoted • Inbreeding of new ideas and innovation (ex: we have never done this before )

Job Posting and Bidding • It is a method of informing employees of job vacancies by posting a notice in central locations and giving a specified period to apply for the job. • It may also include memos to supervisors • Normally the job notice specifies • Job title • Rate of pay • Necessary qualifications

Job Posting and Bidding • Procedure involves: • All applications are sent to HR department for an initial review • An interview to be followed by prospective manager • Decision is based on qualifications, performance, length of service, and other relevant criteria

To have successful job posting and bidding program, some suggestions must be includes.. • Both promotions and transfers should be posted. • Openings should be posted for a specified time period before external recruitment begins. • Eligibility rules for the job posting system need to be developed and communicated. For example, one eligibility rule might be that no employee can apply for a posted position unless the employee has been in his or her present position for six months. • Specific standards for selection should be included in the notice. • Job bidders should be required to list their qualifications and reasons for requesting a transfer or promotion. • Unsuccessful bidders should be notified by the human resource department and advised as to why they were not accepted

2)External Sources • Needed in • Rapidly growing organizations • Organizations with a large demand for technical, skilled, or managerial employees • Advantages • Pool of talent much larger in comparison to internal sources • External hires may bring new insights and perspectives • Often cheaper and easier to hire technical, skilled, or managerial people from outside than to train and develop internally • Disadvantages • Attracting, contacting, and evaluating potential employees is more difficult • Employees hired from outside need a longer adjustment or orientation period • Recruiting from outside may cause morale problems among current employees

Methods of recruitment (externally ):1-Advertising • Job advertising is Placement of help-wanted advertisements in daily newspapers, trade and professional publications, and radio and television • The HRM should ensure that their ads accurately describe job opening and requirements or qualifications needed to secure position. • People respond more frequently to advertisements from companies with a positive corporate image than to those with lower corporate image. • If advertising is used as a primary source of recruitment, planning and evaluating the advertising program should be a primary concern of human resource personnel

2-Employment Agencies – Public • State employment agencies exist in most U.S cities. • The Social Security Act requires all eligible individuals to register with state employment agency before they can receive unemployment compensation • State employment agencies provide free service for • Individuals seeking employment • Business organizations seeking employees

Employment Agencies – Private Two types of private employment agencies : 1) The Executive search firm (or the headhunter) – seeks candidates for high-level positions .– why the name ? (The term headhunter apparently comes from the concept of hiring a replacement head of an organization, such as chief executive officer or chief operating officer.) 2)The second type seeks candidates for lower-level positions . • The Fees of private employment agencies are paid by the individual or the employing organization. • If the fees are paid by the employing organization, private employment agency will likely advertise the job as a “fee paid” position.

3-Temporary Help Agencies and Employee Leasing Companies • Temporary help – People working for employment agencies who are subcontracted out to businesses at an hourly rate for a period of time specified by the businesses. • The agency pays the salary and benefits of the temporary help, the Organization pays employment agency an agreed-upon figure for services of temporary help. • Advantages • Not dependent on economic conditions • Used to increase current staff when organization is expanding • If organization is downsizing, they create a flexible staff that can be laid off easily and recalled when necessary • Disadvantages • Lack of commitment to organization

EMPLOYEE LEASING COMPANIES Employee leasing company provides permanent staff at customer companies. • Issue workers’ paycheck • Ensure compliance with workplace regulations • Provide various employee benefits • They supply highly skilled technical workers such as engineers and IT specialists For long term project under contracts between a company and a technical services firm.

4-Campus Recruiting • Recruitment activities of employers on college and university campuses • HR department should take steps to ensure recruiters • Are knowledgeable concerning organization and jobs to be filled • Understand and use effective interviewing skills • Generally review an applicant’s résumé before conducting interview • Another methods of recruiting from colleges, universities, technical/vocational schools, and high schools is through cooperative work programs • Through these programs students may • Work part-time and go to school part-time. • Go to school and work at different times of the year. • These programs Attract people because they offer an opportunity for both a formal education and work experience.

5- Internet Recruiting • Using the internet to recruit potential employees Continues to be popular and rapidly growing means of recruiting. • Disadvantages • Lead to Have unsuitable job candidates • And some poor quality job applications • Advantages • Speed and time saved. • Examples of recruiting on the Internet: • IBM’s CyberBlue Web site (www.cyberblue.ibm.com) • Job Options (www.joboptions.com) • Career Builder (www.careerbuilder.com) • Vault (www.vault.com) • Monster.com (www.monster.com)

Advantages and Disadvantages of Internal and External Recruiting

Realistic Job Previews -RJP • Method for increasing the effectiveness of all recruiting methods is using Realistic Job Preview . • A method of providing a complete job information, both positive and negative, to the job applicant. • Traditionally organizations have attempted to sell the organization and the job to the prospective employee by making both look good • RJP enables job candidates to self-select out of jobs that do not meet their expectations • Usually, job applicants recruited using RJP, who accepted the job, have more job satisfaction.

Who Does the Recruiting, and How? In small org. the recruitment function and many other responsibilities are normally handled by one person, the office manager in large and middle-size org. normally have an employment office within human resource department Employment office consist of recruiters, interviewers, and clerical personnel .They handle recruitment activities both at the organization’s offices and elsewhere They must be trained in effective communication and interpersonal skills why ??? Think

Organizational inducements In Recruitment • Organizational inducements – All positive features and benefits offered by an organization to attract job applicants • Three of the more important organizational inducements: • Organizational compensation systems • Career opportunities • Organizational reputation • Factors influencing number of people attracted through recruitment process • Starting salaries • Frequency of pay raises • Incentives • Nature of the organization’s fringe benefits For more look at page 120

Equal Employment Opportunity And Recruitment • Equal opportunity legislation has significantly influenced recruitment activities • All recruitment procedures for each job category should be analyzed and reviewed to identify and eliminate discriminatory barriers • If minorities and females are not well represented at all levels of the organization, reliance on such recruitment procedures is a discriminatory practice • For example: if the interviewer asked the applicant how many children she or he has , by this, the company risks the chance of employment discrimination, unless it provides in court that this information was requested for job ralted

Selection • The objective of the selection processis to choose the individual who can successfully perform the job from the pool of qualified candidates. • Job analyses, human resource planning, and recruitment are necessary prerequisites to the selection process. • A breakdown in any of these processes can make even the best selection system ineffective.

Recruiting Employees Chapter 6