Independent University

School of Business and Entrepreneurship

MBA 509-1
Human Resources Management;
Summer Semester 2021
Lecture 5
 Recap...

❑Job analysis
oJob description & job specification
oJob analysis process
Human Resource Management Practices

Induction
Introduction Employee
Job Analysis Training & Relations
to HRM Development Performance Compensation
And
& Design of Recruiting Selection Management Management
And
work Strategic
Work Life
HR Planning Talent
Balance
Management
Today’s Lecture outline

❑Recruitment process;
❑Recruiting sources;
 Recruitment
Recruitment is the discovering of potential applicants for
actual or anticipated organizational vacancies;
…is the process of exploring & searching prospective
employees & providing them stimulus to apply for specific
positions (jobs) in an organization, through varied internal
& external sources;
…is the development & maintenance of adequate
manpower sources;
…finding and/or attracting applicants for the employers'
open positions;
In practice, recruitment methods appear to vary according
to job level and skill.
Recruiting Human Resources

Three areas of focus:

❑ Personnel Policies;
❑ Recruitment Sources;
❑ Characteristics of the Recruiter;
Recruiting Human Resources
 1. Personnel Policies

❑Recruiting from within or outside the

company;
❑Pay strategies;
❑Employment at will vs. due-process
policies;
❑Image advertising;
2. Sources of recruiting employees

Two sources … Internal & External…

 Internal recruiting sources…pros & cons
❑Help building up moral of the employees,
motivating & encouraging them to rise above their
present positions;
❑Simple & cost effective compare to external
recruitment process;
❑Are well aware of the company's policies, activities
& its objectives;
❑Create a ‘sense of security’ among employees;
❑Help in the maintenance & continuance of a
satisfied & a stable workforce;
❑Creates feeling …‘loyalty begets loyalty’;
 Internal recruiting sources… pros & cons
❑Some specialized types of new job openings, suitable, &
matching personnel may not be available from within
the company;
❑With the technological developments & expansion of
the company’s activities, more than often it becomes
absolutely necessary to seek experienced & much
qualified personnel to fill in the new vacancies, from
external sources;
❑ Promotions & transfers within the company may
create dissatisfaction & resentment in the minds of the
employees;
 Internal sources of candidates…
Finding internal candidate…sources…;
❑Job posting: Publicizing an open job to employees
& listing its attributes, like qualifications, supervisor,
working schedule, & pay rate;
❑Rehiring…;
❑Succession planning: The ongoing process of
systematically identifying, assessing & developing
organizational leadership to enhance performance;
❑Talent management:
❑Identifying & analyzing key jobs;
❑Creating & assessing candidates;
❑Selecting those who will fill the key positions;
❑Personnel records…:
❑Skills bank…software…;
 External sources of candidates
❑For entry-level positions;
❑Specialized upper-level positions;
❑Bringing in outsiders may expose the
organizations to new ideas or new ways of
doing business;
❑Internal recruitment can wind up with a
workforce whose members all think alike &
therefore may be poorly suited to innovation;
 External sources of candidates…
❑Direct applicants & referrals
Direct applicants are people who apply for a
vacancy without prompting from the organization;
Referrals are people who apply for a vacancy
because someone in the organization prompted
them to do so;
Casual or unsolicited applicants….walk-
ins…whether they reach the employer by letter,
telephone, or in person, can be a sources of
prospective applicants;
 Direct applicants & referrals…
❑Pros & cons
❑ To some extent already ‘sold’ on the organization;
❑ Social network helps job seekers & simplifies
recruitment for employers;
❑ Cost less compare to other external sources
❑ Best sources of new hire;
❑ Limit the likelihood of exposing the organization to
fresh view points;
❑ People tend to refer others who are like themselves;
❑ Contribute to hiring practices that are unfair, and
leads to nepotism…;
 External sources of candidates…
❑Advertisements in Newspaper & Magazines
❑Greater expense;
❑Increase the effectiveness of recruitment through
advertising;
❑Common medium of advertising jobs is the classified
section of newspaper;
Some employers advertise on television…cable television;
 External sources of candidates…

❑Electronic recruiting
➢Posting career information at
company Websites;
➢ Use of domain name with a ‘jobs’
extension on the company websites;
➢Not so successful for smaller & less
well-known organizations;
Almost 21 percent recruitment…
 External sources of candidates…
❑Public employment agencies
➢Local employment agencies;
➢State employment agencies;
➢Central employment agencies;
Primarily serve the blue-collar labour market
 External sources of candidates….
❑Private employment agencies
o Primarily serve the white-collar labour
market;
o Sign up with a private employment agency;
o Private agencies charge the employers for
providing referrals;
o More expensive compare to public agency;
o Often called ‘headhunters’;
o Serve as a buffer;
o Provides confidentiality between the
employer & the recruit;
 External sources of candidates….
❑Colleges & Universities
➢Placement services;
➢On-campus interviewing;
➢Important source for entry-level professional &
managerial vacancies;
➢Strong reputation required;
➢Internship program;
➢Job fair of the recruiters;
➢In-expensive means of generating recruit;
 External sources of candidates….
❑Temporary agencies & alternative staffing
❑Part-time or just-in-time workers through
temporary help employment agencies;
❑Higher productivity;
❑A trial run before hiring them as regular employees;
External sources of candidates…
❑Offshoring & outsourcing jobs
❑Extreme examples of alternative
staffing;
Outsourcing means having outside
vendors supply services (such as benefits
management, market research, or
manufacturing) that the company’s own
employees previously did in-house;
Offshoring means having outside
vendors abroad supply services that
the company’s own employees
previously did in-house;
 3. Recruiter Characteristics & Behaviour
True=A; False=B
❑ Applicants respond more positively when the
recruiter is an HR specialist than line managers or
incumbents.
❑ Applicants respond positively to recruiters whom are
warm and informative.
❑ Personnel policies are more important than the
recruiter when deciding whether or not to take a job.
❑ Realistic job previews should highlight the positive
characteristics of the job rather than the negative.