Recruitment

1
Recruitment
the process of attracting individuals on a
timely basis, with appropriate qualifications, in
sufficient numbers and encouraging them to apply
or be available for jobs in the organisation
NOT same as selection!

• Key concept 1 Recruit RIGHT people
• Person-job / organisation fit as to
• Culture
• Values
• Needs

Key concept 2 Recruit RIGHT NUMBER Not going for
maximum no.
2
Recruitment Considerations
Better alternatives than recruitment?
Job choice
Applicant Characteristics
Vacancy characteristics
Personnel policies
Recruitment sources
Recruiter traits behaviours
Corporate HR strategy
3
Personnel Policies
Affects nature / attractiveness of vacancy for
applicants

• Inputs to personnel policies include
• Strategy
• Organisation size, geography, image, politics
• Employment equity
• Employee group targeted
• Historical data
• Timing
• Family considerations
• ETC

• Some policies that affect attractiveness
• Internal vs. external recruitment
• Compensation (especially lead-the-market pay)
• Job security
• Image advertising

4
Recruitment Sources
Affects applicant characteristics

• Internal recruitment
• Transfer
• Promotion

• External recruitment
• Entry-level post
• Inadequate internal supply
• New blood needed

• Advantages
• Mutual knowledge
• Cheaper / flexible
• Motivational

• Methods
• Direct applicants
• Referrals
• Adverts
• Agencies
• Universities
• Electronic
• Etc.

• Disadvantages
• Inbreeding
• Jealousy

Assess Yield Ratios
5
Recruiters
Affects both perception of vacancy applicant

• Initial skepticism common. Improve through
• Recruiters with functional knowledge (applicants
  prefer some line input)
• Recruiter traits (warmth, informativeness)
• Recruiter realism
• Training recruiters to seem professional Timely
  feedback, right image, teams.

6
Anti-Discrimination Laws
Discrimination is generally banned in all
workplace practices
Employment Equity Act 55 of 1998
Ch II of Act

• S6 (1) Bans unfair discrimination in the
  workplace
• S6 (2) It is not unfair discrimination to
• to do Affirmative Action, or
• discriminate based on an inherent requirement of
  the job
• S6 (3) Harassment is unfair discrimination

• When is there an inherent requirement?
• Possibly look at damage / loss if person is
  hired
• If inherent requirement is based on
  qualifications S20 defines suitably qualified

7
Employment Equity and Recruitment
Laws extend to all workplace practises, including
recruitment S9 extends def of employee to an
applicant for employment

• Therefore
• Try to ensure that recruitment can reach and be
  understood by all groups.
• Watch that neutral criteria (e.g. experience) do
  not discriminate