1. 5 .
C H A P T E R
F I V E
Recruitment

2. Recruitment Defined
The process of finding and attracting capable applicants to apply for employment
Responsibility for recruitment usually resides with the human resource department
functional specialists are often called recruiters

3. The Recruitment Process
Identify
job openings
Obtain
applications
Constraints
Identify job
requirements
Constraints
Determine
recruitment
methods

4. Strategic Importance of Recruitment
Gaining competitive advantage from human capital
Reaping the benefits of diversity management
Focusing on employee development
Investing resources into recruitment

5. Internal Recruiting Advantages Weaknesses
Employee is familiar with the organization
Lower recruitment costs
Employee is “known”, thereby increasing ability to predict success
Improves employee morale & motivation
Internal competition can reduce cooperation
No “new blood” is brought in which can prevent creative solutions
Poor morale (leading to possible turnover) for those not promoted

6. External Recruiting Advantages Weaknesses Newcomers may not fit in
Able to acquire competencies which may not be available within
New ideas and novel ways of solving problems may emerge
Newcomers may not fit in
Newcomers take longer to learn about the organization
Usually more expensive
Lowered morale and motivation of current employees

7. Constraints: Organizational Policies
Promote-from-Within Policies
gives present employees the first opportunities
Compensation Policies
adhere to established pay ranges
Employment Status Policies
limiting the hiring of part-time and temporaries
International Hiring Policies
requiring foreign job openings to be staffed with local citizens

8. Constraints on Recruitment
Organizational
policies
Inducements
Human
resource plans
Constraints on
Recruitment
Costs
Diversity
management
Recruiter
habits
Job
requirements
Environmental
conditions

9. Recruitment Methods Recruitment Methods Walk-ins & Write-ins
Professional
associations
Employee
referrals
Educational
institutions
Advertising
Professional
search firms
HRDC
Employment
agencies

10. Recruitment Methods (cont’d)
Labour
organizations
Recruitment
Methods
Non-traditional
Armed forces
Internet
Gov’t youth
programs
Open house &
Job fairs
Temporary-
help agencies
Departing
employees

11. Non-Traditional Recruitment Methods
Applicant Tracking Systems
Contingent/Contract/Leased Workers
Alumni Associations
Direct Mail Solicitations
Recruitment Abroad

12. Memberships, Awards & Hobbies
Job Application Forms
Name & Address
Military Background
Employment Status
Memberships, Awards & Hobbies
Education & Skills
References
Work History
Signature Line

13. Evaluating Recruitment
The effectiveness of the recruiting function should be evaluated on an ongoing basis
Popular measures include:
Cost per Hire
Quality of Hires and Cost
Offers: Applicants Ratio
Time Lapsed per Hire

14. 5 .
C H A P T E R
F I V E
Recruitment