1. Recruitment

2. Introduction Recruitment –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. –Recruiting brings together those with jobs to fill and those seeking jobs.

3. Recruitment RECRUITMENT is a process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applicants from which new employees are selected.

4. Recruiting Goal To generate a pool of qualified candidates and discourage unqualified ones from applying.

5. Factors Affecting Recruitment Factors that affect recruiting efforts –Organizational size –Employment conditions in the area –Effectiveness of past recruitment efforts –Working conditions, salary and benefits offered –Organizational growth or decline

6. Recruitment Constraints & Challenges Strategic & HR Plans Internal organizational policies Organization Image Job Requirements Job attractiveness Incentives Recruiting costs

7. Recruitment Constraints & Challenges Affirmative Action Plans Recruiter Habits Environmental Conditions Government influence, such as discrimination laws

8. Recruitment Constraints & Challenges Strategic & HR Plans Strategic Plans point out the direction of the firm and suggest the types of tasks and jobs that need to be undertaken. The HR Plan outlines which jobs should be filled by recruiting outside the firm and which are to be filled internally. Strategic and HR Plans enable recruiters to place the organization’s overall hiring needs in perspective.

9. Recruitment Constraints & Challenges Internal Organizational Policies Organizational Policies are used to achieve uniformity, economies, public relations benefits, and other objectives that may be unrelated to recruiting. At time policies can be source of constraints. Compensation Policies Employment Status Policies International Hiring Polices Promote From Within Polices

10. 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.

11. 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.

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

13. 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 –External Searches

14. Internal Recruitment Channels Present employees Friends of employees Former employees

15. External Recruitment Channels Advertising Employment agencies Campus recruiting Executive search firms Professional organizations Walk-in applicants Electronic recruiting

16. Recruitment Channels Advantages/Disadvantages 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

17. Recruitment Channels Advantages/Disadvantages Disadvantages include: –possible inferiority of internal candidates –infighting and morale problems –potential inbreeding

18. Recruitment Channels Advantages/Disadvantages Employee referrals/recommendations 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.

19. Recruitment Channels Advantages/Disadvantages Employee referrals/recommendations Disadvantages include: –the possibility of friendship being confused with job performance –the potential for nepotism –the potential for adverse impact