1. Recruitments

2. Definition…
Process of seeking and attracting a pool of people from which qualified candidates for job vacancies can be chosen

3. Edward B Flippo:
Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation

4. Meaning
Recruitment is the activity that links the employers and the job seekers
A process of finding and attracting capable applicants for employment

5. Relation between job Analysis, HRP, & Recruitment
HUMAN RESOURCE PLANNING
JOB ANALYSIS
Nature and Requirements of specific jobs
Number of specific jobs to be filled
JOB DESCRIPTION
RECRUITMENT
Sources ?
Pool of qualified
candidates
SELECTION

6. Job Analysis gives the nature and requirements of jobs
Hrp determines the specific number of jobs to be filled
Recruitment provides a pool of people qualified to fill these vacancies

7. PERSONNEL REQUISITION FORM
Describes the reason for the need to hire a new person and the requirements of the job

8. SOURCES OF RECRUITMENT
INTERNAL
EXTERNAL

9. INTERNAL SOURCES
TRANSFERS
PROMOTIONS
UPGRADING
DEMOTION

10. RETIRED EMPLOYEES
RETRENCHED EMPLOYEES
DEPENDENTS AND RELATIVES OF THE DECEASED

11. EXTERNAL SOURCES ADVERTISING -MEDIA (PRINT AND BROADCAST)
EMPLOYMENT AGENCIES
PLACEMENT AGENCIES

12. CAMPUS RECRUITMENTS
EMPLOYEE REFERRALS
WALK-INS OR UNSOLICITED APPLICATIONS
INTERNET RECRUITING

13. Personnel Requisition Form
Detailed information on recruiting new employees is in Procedures Complete, print, sign and forward this form to the DIVISION OF HUMAN
RESOURCES, EMPLOYMENT DEPARTMENT. For more information contact
TO BE COMPLETED BY DEPARTMENT:
Full Time Job Group Essential Position for Emergency Purposes
Pay Grade: Job Code-Job Title (FLSA); Minimum; Midpoint
Part Time Job Group Essential Position for Emergency Purposes
Job Code-Job Title (FLSA); Minimum - Maximum
Working Title: Department:
Days/Hours of Work: Org Unit: Qual: GLC Code:

14. Refer Applicants to: Room #: Phone #:
Status: Give Dates if Temporary: From: To:
Campus: District: New Position Line #: Position #:
Replacement for: MDID #: Desired Appointment Date:
Reason for Incumbent leaving: Date: If Grant Funded Position/Give C.P.N.#:
ON-LINE APPLICANT TRACKING ACCESS DELEGATION (Full-Time Positions Only)
Access Delegator: Committee Member:
Hiring Manager:
Committee Chair:
POSITION REQUIREMENTS: EXISTING Yes No - Attach approved job description

15. If job description already exists, and you would like to add to the description, enter the information below.
* New positions - Please complete a Job Description Questionnaire and submit to the Compensation department at
for review and approval, two weeks prior to posting.

16. POSTING INFORMATION: INTERNAL EXTERNAL
Recruitment Source Desired: For Other, Please specify:
SIGNED: PRINT NAME: (Hiring Supervisor) DATE:
APPROVED: PRINT NAME: (Provost/Vice Provost or Designee/Campus President or Dean) DATE:
FOR HUMAN RESOURCES USE ONLY

17. Pos #: ________________ Qual: _________________ GLC Code: ____________ Calendar: _____________ Job Class Code: ________
Pay Grade: ____________ _____ Upgrade _____ Downgrade Position Title: _____________________________________________
HR Approval: ___________________________________________________________ Date: ________________
Employment Use: Date Posted: __________________ Reposted: __________________ Position ID #: ________________________
Advertising Dates: Printed Media: _________________ Websites: ___________________ Other Publication: _____________________
FOR BUDGET USE ONLY
Funding Source: ____________________________________ Fund: _____________________ Status: _____ Temporary _

18. INTERNAL SOURCES: ADVANTAGES
Company has better knowledge of strengths and weaknesses of job candidate
Job candidate has a better knowledge of the company
Morale and motivation of the employees are improved
cheaper

19. INTERNAL SOURCES: DISADVANTAGES
People might not be able to handle the new position and may not be successful in the new job
Inside fighting among internal candidates may affect morale
Inbreeding can stop new ideas and innovation

20. EXTERNAL : ADVANTAGES Talent pool is much larger
New ideas and fresh insights can be brought in the company
More unbiased and fair

21. EXTERNAL : DISADVANTAGES
More expensive
Adjustment or orientation time of new employee is more
Morale and political problems can develop among employees inside the company who missed out the position

22. REALISTIC JOB PREVIEWS
A METHOD OF PROVIDING COMPLETE JOB INFORMATION
BOTH POSITIVE AND NEGATIVE ASPECTS
----TO THE JOB APPLICANT

23. AN EXAMPLE JOB OF SALES EXECUTIVE
JOB PROBILE: MBA, WITH 3 YEARS OF EXPERIENCE
ATTRACTIVE SALARY, PERKS AND FACILITIES
FAMILY MEDICAL AND OTHER FACILITIES
-JOB WILL INCLUDE 40% OF TOURING
-ABILITY TO TAKE HIGH PRESSURE
-LONG WORK HOURS

24. ORGANIZATIONAL INDUCEMENTS
POSITIVE FEATURES AND BENEFITS OFFERED BY THE ORGANIZATION TO ATTRACT JOB APPLICANTS