Chapter 5 Recruitment 1

CHAPTER OBJECTIVES Define recruitment. Identify alternatives that a firm might consider before resorting to outside recruitment. Describe the recruitment process. Describe how the external environment can affect the recruitment process. 2

CHAPTER OBJECTIVES (Continued) Explain and describe internal recruitment methods. Identify external sources of recruitment. Identify external methods of recruitment. Explain what needs to be accomplished to reduce discrimination.

CHAPTER OUTLINE MAJOR TOPICS Alternatives to Recruitment The Recruitment Process External Environment of Recruitment Internal Environment of Recruitment Methods Used in Internal Recruitment External Sources of Recruitment 3

CHAPTER OUTLINE MAJOR TOPICS (Continued) Conventional External Methods of Recruitment Innovative External Methods of Recruitment Tailoring Recruitment Methods to Sources Eliminating Discrimination Designing an Employment Equity Program 4

Alternatives To Recruitment Outsourcing Contingent Workers Employee Leasing Overtime

The Recruitment Process Discussion with Supervisors External Environment Internal Environment Human Resource Planning Alternatives to Recruitment Discussion with Supervisors Job Analysis Review Recruitment Internal Sources External Sources Internal Methods External Methods Recruited Individuals Figure 5-1

The Recruitment Process Involves: Employee Requisition Recruitment Sources Recruitment Methods

OTHER JOB ANALYSIS METHODS An Employee Requisition JOB NUMBER JOB TITLE DATE OF JOB VACANCY DATE REPLACEMENT NEEDED Permanent Temporary Part-Time PLEASE CHECK Functional Job Analysis Position Analysis Questionnaire Management Position Description Questionnaire Occupational Measurement System Job Class Exempt Nonexempt REASON FOR REQUEST: What management or employee action(s) caused the opening? BRIEF DESCRIPTION OF MINIMUM QUALIFICATIONS FOR THE JOB CANDIDATES: BRIEF DESCRIPTION OF JOB DUTIES: LOCATION NAME DATE MANAGER’S SIGNATURE Figure 5-2

External Environment Of Recruitment Demand & Supply of Specific Skills Can Greatly Affect Recruiting Unemployment Rate Local Labour Market Conditions Legal Considerations Firm's Corporate Image

Methods Used in Internal Recruiting Job Posting Job Bidding

Job Posting and Bidding Procedure Responsibility Action Required Human resource assistant 1. Upon receiving a Human Resource Re- quisition, write a memo to each appro- priate supervisor stating that a job vac- cancy exists. The memo should include a job title, job number, pay grade, salary range, a summary of the basic duties per- formed, and the qualifications required for the job (data to be taken from the job description/specification). 2. Ensure that a copy of this memo is posted on all company bulletin boards. 3. Make certain that every employee who might qualify for the position is made aware of the job opening. 4. Contact the human resource department. Supervisors Interested employees Figure 5-4

Internal Promotion and External Recruitment President and Chief Executive A.L. Weaver Promotion Retirement Vice-President Human Resources R.E. Lewis Promotion Manager Employment R.R. Jackson Manager Human Resource Dev. M.L. Denney Manager Compensation J. Hicks Salary Analyst G.L. Newman Benefits Analyst B.W. Swain B. Massenburg B.B.S., State University Promotion External Recruit Figure 5-5