Recruiting Human Resources

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Chapter Six

• Recruiting Human Resources

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Outline

• Planning and Recruiting
• Sources for Recruiting
• Methods of Recruiting
• Realistic Job Previews
• Alternatives to Recruiting
• Job Choice from the Prospective Employees
  Perspective
• Evaluating the Recruiting Process

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Objectives

• Identify the organizations and the individuals
  goals in recruiting.
• Identify and discuss the basic sources for
  recruiting.
• Describe various methods for recruiting and note
  the advantages and disadvantages of each.
• Discuss realistic job previews and their role in
  effective recruiting.

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Chapter Objectives (contd)

• Identify and discuss common alternatives to
  recruiting.
• Describe job choice from the standpoint of
  prospective employees.
• Discuss how organizations evaluate the recruiting
  process.

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Planning and Recruiting

• Planning
• For growth strategies
• For stability strategies
• Recruiting
• Developing a pool of qualified applicants who are
  interested in working for the organization and
  from which the organization might reasonably
  select the best individual(s) to hire for
  employment

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Organizational and Individual Goals in Recruiting
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The Organizations Goals in Recruiting
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The Prospective EmployeesGoals in Recruiting
Individuals Work for Several Reasons
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Sources for Recruiting

• Internal recruiting
• Looking inside the organization for existing
  qualified employees who might be promoted to
  higher-level positions
• External recruiting
• Looking to sources outside the organization for
  prospective employees

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Internships A Mixed Model

• A form of temporary employment
• The intern is hired on approval
• The intern must be able to contribute to the
  organization and be a good fit
• If the intern is a good fit, it is a form of
  internal recruiting, but because the intern is
  not a permanent employee, it is also a form of
  external recruiting

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Methods for Internal Recruiting

• Job posting
• Vacancies in the organization are publicized
  through company newsletters, bulletin boards,
  internal memos, and the firms intranet
• Supervisory recommendations
• If an existing employee is particularly well
  suited for the new job opening the supervisor
  recommends that individual
• Union halls
• Employees who have been laid off

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Methods for External Recruiting

• General labor pool
• The local labor market from which a firm hires
  its employees
• Referral
• An individual who is prompted to apply for a
  position by someone within the organization
• Direct applicants
• Individuals who apply for a position with the
  organization without any action on the part of
  the organization

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Techniques for External Recruiting
Techniques for Recruiting
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Electronic Recruiting

• Is cost effective
• Reaches a large number of applicants
• Saves time

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Examples of Electronic Recruiting

• www.ibm.com/employment
• http//www.mcdonalds.com/corp/career.html
• http//www.shrm.org/jobs/

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Limitations of Electronic Recruiting

• Many people may apply for a job they are not
  really qualified for.
• Staff members have the additional work of sifting
  through resumes from unqualified people and
  responding to a lot of e-mails.
• Differences in access to computers and the
  Internet may result in fewer diverse candidates.
• Websites must be well designed and easy to
  navigate.

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What Is a Realistic Job Preview?

• An effective technique for ensuring that a job
  seekers understand the actual nature of the jobs
  available to them
• One method providing job applicants with an
  opportunity to observe others performing the work

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Alternatives to Recruiting
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Job Choice from the Prospective Employees
Perspective

• Potential employees are attracted to an
  organization because they believe it can provide
  valued outcomes.
• Potential employees are attracted to
  organizations where they feel they can fit in.
• Potential employees accept jobs from
  organizations that the applicant perceives as
  having similar values and style.

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Evaluating the Recruiting Process

• An effective recruiting process is one that
  results in a reasonable pool of qualified
  employees who are available to the organization
  and from which the organization can hire people
  whom it wants to perform various jobs.