1. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins Chapter 6 Recruiting Fundamentals of Human Resource Management Eighth Edition DeCenzo and Robbins

2. Introduction Recruiting 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. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

3. Introduction Recruiting brings together those with jobs to fill and those seeking jobs. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

4. Recruiting Goals To provide information that will attract a significant pool of qualified candidates and discourage unqualified ones from applying. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

5. Recruiting Goals Factors that affect recruiting efforts –Organizational size –Employment conditions in the area –Working conditions, salary and benefits offered –Organizational growth or decline Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

6. Recruiting Goals Constraints on recruiting efforts include: –Organization image –Job attractiveness –Internal organizational policies –Government influence, such as discrimination laws –Recruiting costs Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

7. 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. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

8. 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. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

9. Recruiting: A Global Perspective Recruiting regardless of nationality may develop an executive cadre with a truly global perspective. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

10. 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 –Employee Referrals/ Recommendations –External Searches –Alternatives Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

11. Recruiting Sources The internal search Organizations that promote from within identify current employees for job openings: –by having individuals bid for jobs –by using their HR management system –by utilizing employee referrals Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

12. Recruiting Sources The internal search 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 Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

13. Recruiting Sources The internal search Disadvantages include: –possible inferiority of internal candidates –infighting and morale problems –potential inbreeding Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

14. Recruiting Sources Employee referrals/recommendations Current employees can be asked to recommend recruits. 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. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

15. Recruiting Sources Employee referrals/recommendations Disadvantages include: –the possibility of friendship being confused with job performance –the potential for nepotism –the potential for adverse impact Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

16. Recruiting Sources External searches Advertisements: Must decide type and location of ad, depending on job; decide whether to focus on job (job description) or on applicant (job specification). Three factors influence the response rate: –identification of the organization –labor market conditions –the degree to which specific requirements are listed. Blind box ads don’t identify the organization. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

17. Recruiting Sources External searches Employment agencies: –Public or state employment services focus on helping unemployed individuals with lower skill levels to find jobs. –Private employment agencies provide more comprehensive services and are perceived to offer positions and applicants of a higher caliber. Fees may be paid by employer, employee or both. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

18. Recruiting Sources External searches Employment agencies: Management consulting, executive search or headhunter firms specialize in executive placement and hard-to-fill positions. –Charge employers up to 35% of the first year salary –Have nationwide contacts –Do thorough investigations of candidates Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

19. Recruiting Sources External searches Schools, colleges, and universities: –May provide entry-level or experienced workers through their placement services. –May also help companies establish cooperative education assignments and internships. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

20. Recruiting Sources External searches Professional organizations: –Publish rosters of vacancies –Placement services at meetings –Control the supply of prospective applicants Professional organizations also include labor unions. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

21. Recruiting Sources External searches Unsolicited applicants (Walk- ins): May provide a stockpile of prospective applicants if there are no current openings. Cyberspace Recruiting: Nearly four out of five companies use the Internet to recruit employees. Commercial job-posting services continue to grow. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

22. Recruiting Sources Recruitment alternatives Temporary help services. –Temporary employees help organizations meet short- term fluctuations in HRM needs. –Older workers can also provide high quality temporary help. Employee leasing. –Trained workers are employed by a leasing company, which provides them to employers when needed for a flat fee. –Typically remain with an organization for longer periods of time. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

23. Recruiting Sources Recruitment alternatives Independent contractors –Do specific work either on or off the company’s premises. –Costs of regular employees (i.e. taxes and benefits costs) are not incurred. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

24. Meeting the Organization View getting a job as your job at the moment. Preparing Your Resume –Use quality paper and easy to read type. –Proofread carefully. –Include volunteer experience. –Use typical job description phraseology. –Use a cover letter to highlight your greatest strengths. Don’t forget about networking as an excellent way of gaining access to an organization. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins