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Recruitment

Recruitment. Introduction. Recruitment Once an organization identifies its human resource needs through employment planning, it can begin the process of recruiting potential candidates for actual or anticipated organizational vacancies.

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Recruitment

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  1. Recruitment

  2. Introduction • Recruitment • Once an organization identifies its human resource needs through employment planning, it can begin the process of recruiting potential candidates for actual or anticipated organizational vacancies. • Recruiting brings together those with jobs to fill and those seeking jobs.

  3. Recruitment • RECRUITMENT is a process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applicants from which new employees are selected.

  4. Recruiting Goal • To generate a pool of qualified candidates and discourage unqualified ones from applying.

  5. Factors Affecting Recruitment • Factors that affect recruiting efforts • Organizational size • Employment conditions in the area • Effectiveness of past recruitment efforts • Working conditions, salary and benefits offered • Organizational growth or decline

  6. Recruitment Constraints & Challenges • Strategic & HR Plans • Internal organizational policies • Organization Image • Job Requirements • Job attractiveness • Incentives • Recruiting costs

  7. Recruitment Constraints & Challenges • Affirmative Action Plans • Recruiter Habits • Environmental Conditions • Government influence, such as discrimination laws

  8. Recruitment Constraints & Challenges • Strategic & HR Plans Strategic Plans point out the direction of the firm and suggest the types of tasks and jobs that need to be undertaken. The HR Plan outlines which jobs should be filled by recruiting outside the firm and which are to be filled internally. Strategic and HR Plans enable recruiters to place the organization’s overall hiring needs in perspective.

  9. Recruitment Constraints & Challenges • Internal Organizational Policies Organizational Policies are used to achieve uniformity, economies, public relations benefits, and other objectives that may be unrelated to recruiting. At time policies can be source of constraints. • Compensation Policies • Employment Status Policies • International Hiring Polices • Promote From Within Polices

  10. Recruiting: A Global Perspective • For some positions, the whole world is a relevant labor market. • Home-country nationals are recruited when an organization is searching for someone with extensive company experience to launch a very technical product in a country where it has never sold before.

  11. Recruiting: A Global Perspective • Host-country nationals (HCNs) are targeted as recruits when companies want each foreign subsidiary to have its own distinct national identity. • In some countries, laws control how many expatriates a corporation can send. • HCN’s minimize potential problems with language, family adjustment and hostile political environments.

  12. Recruiting: A Global Perspective • Recruiting regardless of nationality may develop an executive cadre with a truly global perspective.

  13. Recruiting Sources • Sources should match the position to be filled. • The Internet is providing many new opportunities to recruit and causing companies to revisit past recruiting practices. • Sources: • Internal Searches • External Searches

  14. Internal Recruitment Channels • Present employees • Friends of employees • Former employees

  15. External Recruitment Channels • Advertising • Employment agencies • Campus recruiting • Executive search firms • Professional organizations • Walk-in applicants • Electronic recruiting

  16. Recruitment Channels Advantages/Disadvantages • Advantages of promoting from within include • good public relations • morale building • encouragement of ambitious employees and members of protected groups • availability of information on existing employee performance • cost-savings • internal candidates’ knowledge of the organization • the opportunity to develop mid- and top-level managers

  17. Recruitment Channels Advantages/Disadvantages Disadvantages include: • possible inferiority of internal candidates • infighting and morale problems • potential inbreeding

  18. Recruitment Channels Advantages/Disadvantages Employee referrals/recommendations • Advantagesinclude: • the employee’s motivation to make a good recommendation • the availability of accurate job information for the recruit • Employee referrals tend to be more acceptable applicants, to be more likely to accept an offer and to have a higher survival rate.

  19. Recruitment Channels Advantages/Disadvantages Employee referrals/recommendations • Disadvantagesinclude: • the possibility of friendship being confused with job performance • the potential for nepotism • the potential for adverse impact

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