1. RECRUITMENT

2. Chapter Objectives
Explain the external and internal environment of recruitment
Discuss the internal and external recruitment factors
Describe the recruitment process
Describe internal recruitment methods
Explain external sources of recruitment
Identify external recruitment methods
Explain the relevance of a recruitment strategy
Describe an applicant tracking system
Discuss of Internet recruiting

3. Recruitment
The process of attracting individuals on a timely basis, in sufficient numbers, and with appropriate qualifications, and encouraging them to apply for jobs with an organization

4. Recruitment Identifying, sourcing and recruiting people for an
My Definition
Identifying, sourcing and
recruiting people for an
opportunity.

5. Recruitment What is the role of a recruiter?
Why is it important to have a recruiter?
What is the future of recruiting?

6. Recruitment Sources and Methods
Recruitment sources: Place where qualified individuals are found
Recruitment methods: Means by which potential employees can be attracted to the firm

7. Recruitment Strategy Defined direction used to identify
source and attract a candidate
pool.

8. Recruitment Strategy
Execute
strategy before
outsourcing

9. External Environment of Recruitment
Labor Market Conditions
Legal Considerations
Corporate Image

10. Internal Environment of Recruitment
Human Resource Planning
Promotion Policies
Firm’s Knowledge of Employees
Nepotism

11. Recruiting process overview
Candidates
Need definition
Candidate generation
Response management
Clients
Vendors
Screen & select
Hire
Recruiter (Team)

12. Generator Group Recruitment Process

13. Methods Used in Internal Recruiting
Job Posting
Employee Referrals
Internal Job Fairs

14. External Recruitment Sources
Why external recruitment?
Acquire skills not possessed by current employees
Obtain employees with different backgrounds to provide a diversity of ideas

15. External Recruitment Sources
Internet
Community Colleges
Colleges and Universities
Competitors and Other Firms
Outplacement Firms
Military Personnel
Consultants or Researcher
Professional Associations

16. External Recruitment Methods
Advertising
Employment Agencies
Job Fairs/Virtual Job Fairs
Executive Search Firms
Target Research
Internships
Professional Associations
Open Houses
Event Recruiting
Sign-on Bonuses
Company Database
Target Internet sites

17. Advertising
Communicates firm’s employment needs through media such as radio, newspaper, television, industry publications, and the Internet
Should indicate how to respond
Closing date

18. Employment Agencies Used to hire contingent worker
Great for non-exempt level jobs
Agencies have on-site representation at companies
Example: Volt and Kelly Services

19. Job Fairs/Virtual Job Fairs
group of employers gather collectively to recruit applicants
Virtual Job Fair
companies come together to recruit applicants online

20. Internships Places student in a temporary job
No obligation to hire student permanently or for student to accept a permanent position
Typically a temporary job for summer or a part-time job during school year
Students bridge gap from theory to practice.

21. Executive Search Firms
Dedicated resource to locate experienced professionals and executives
Have established network of professionals
Contingency search firms – receive fees only upon successful placement
Retained search firms – receives payment up front, during the project and after successful placement

22. Professional Organizations
Specialized organizations for certain professions
Serves as a educational resource for that profession
Example: SHRM

23. Open Houses Opportunity to get managers directly involved
Cheaper and faster than agencies
May attract more unqualified candidates

24. Event Recruiting Opportunity to create image of company
Go to events that people you are seeking attend
Opportunity to create a casual recruiting environment

25. Sign-on Bonuses
3 out of 5 companies use signing bonus as recruitment tool
Often used when applicant maybe leaving $ on the table
Amounts vary depending on the level of position

26. Key metrics to monitor and track
[Time-to-hire] [The total time required for hiring.]
[Quality-of-hire] [How satisfied an organization is with a hire.]
[Number of vacancies outstanding] [The total number of job vacancies the company has.]
[Cost-per-hire] [The total cost associated with a given position and hire.]
[Recruit source effectiveness] [The effectiveness of each source the company uses to generate candidates.]

27. Exercise Read recruiting dilemma on page 131
Break into groups of three for 10min
Develop two - three solution
Report back

28. Applicant Tracking System
Automates online recruiting
Allows companies to track recruiting results