1. Chapter 5
Recruitment 1

2. 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

3. 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.

4. 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

5. 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

6. Alternatives To Recruitment
Outsourcing
Contingent Workers
Employee Leasing
Overtime

7. 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

8. The Recruitment Process Involves:
Employee Requisition
Recruitment Sources
Recruitment Methods

9. 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

10. 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

11. Methods Used in Internal Recruiting
Job Posting
Job Bidding

12. 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

13. 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