1. Recruiting Employees Chapter 6

2. 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

3. 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

4. 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

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

6. 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

7. Personnel Requisition Form

8. Sources of qualified personnel
Internal sources
External sources

9. 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

10. 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 )

11. 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

12. 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

13. 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

14. 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

15. 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

16. 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

17. 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.

18. 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

19. 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.

20. 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.

21. 5- Internet Recruiting Lead to Have unsuitable job candidates
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 (
Job Options (
Career Builder (
Vault (
Monster.com (

22. Advantages and Disadvantages of Internal and External Recruiting

23. 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.

25. 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

26. 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

27. 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

28. Selection
The objective of the selection process is 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.