1. Fundamentals of Human Resource Management
Eighth Edition
DeCenzo and Robbins
Chapter 6
Recruiting

2. Introduction Recruiting
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.

3. Introduction
Recruiting brings together those with jobs to fill and those seeking jobs.

4. Recruiting Goals
To provide information that will attract a significant pool of qualified candidates and discourage unqualified ones from applying.

5. Recruiting Goals Factors that affect recruiting efforts
Organizational size
Employment conditions in the area
Working conditions, salary and benefits offered
Organizational growth or decline

6. Recruiting Goals Constraints on recruiting efforts include:
Organization image
Job attractiveness
Internal organizational policies
Government influence, such as discrimination laws
Recruiting costs

7. 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.

8. 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.

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

10. 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
Employee Referrals/
Recommendations
External Searches
Alternatives

11. Recruiting Sources The internal search
Organizations that promote from within identify current employees for job openings:
by having individuals bid for jobs
by using their HR management system
by utilizing employee referrals

12. Recruiting Sources The internal search
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

13. Recruiting Sources The internal search Disadvantages include:
possible inferiority of internal candidates
infighting and morale problems
potential inbreeding

14. Recruiting Sources Employee referrals/recommendations
Current employees can be asked to recommend recruits.
Advantages include:
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.

15. Recruiting Sources Employee referrals/recommendations
Disadvantages include:
the possibility of friendship being confused with job performance
the potential for nepotism
the potential for adverse impact

16. Recruiting Sources External searches
Advertisements: Must decide type and location of ad, depending on job; decide whether to focus on job (job description) or on applicant (job specification).
Three factors influence the response rate:
identification of the organization
labor market conditions
the degree to which specific requirements are listed.
Blind box ads don’t identify the organization.

17. Recruiting Sources External searches Employment agencies:
Public or state employment services focus on helping unemployed individuals with lower skill levels to find jobs.
Private employment agencies provide more comprehensive services and are perceived to offer positions and applicants of a higher caliber.
Fees may be paid by employer, employee or both.

18. Recruiting Sources External searches Employment agencies:
Management consulting, executive search or headhunter firms specialize in executive placement and hard-to-fill positions.
Charge employers up to 35% of the first year salary
Have nationwide contacts
Do thorough investigations of candidates

19. Recruiting Sources External searches
Schools, colleges, and universities:
May provide entry-level or experienced workers through their placement services.
May also help companies establish cooperative education assignments and internships.

20. Recruiting Sources External searches Professional organizations:
Publish rosters of vacancies
Placement services at meetings
Control the supply of prospective applicants
Professional organizations also include labor unions.

21. Recruiting Sources External searches
Unsolicited applicants (Walk-ins): May provide a stockpile of prospective applicants if there are no current openings.
Cyberspace Recruiting: Nearly four out of five companies use the Internet to recruit employees. Commercial job- posting services continue to grow.

22. Recruiting Sources Recruitment alternatives Temporary help services.
Temporary employees help organizations meet short- term fluctuations in HRM needs.
Older workers can also provide high quality temporary help.
Employee leasing.
Trained workers are employed by a leasing company, which provides them to employers when needed for a flat fee.
Typically remain with an organization for longer periods of time.

23. Recruiting Sources Recruitment alternatives Independent contractors
Do specific work either on or off the company’s premises.
Costs of regular employees (i.e. taxes and benefits costs) are not incurred.

24. Meeting the Organization
View getting a job as your job at the moment.
Preparing Your Resume
Use quality paper and easy to read type.
Proofread carefully.
Include volunteer experience.
Use typical job description phraseology.
Use a cover letter to highlight your greatest strengths.
Don’t forget about networking as an excellent way of gaining access to an organization.