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Chapter 4
Recruiting

Md. Zahid Hossain Bhuiyan

Lecturer in Management, IIUC-DC

Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 6, slide 1

 Introduction

Where from the recruitment process

actually start?..

In broader sense recruitment

process actually starts from..

Human Resource Planning

Md. Zahid Hossain Bhuiyan, Lecturer in Management, IIUC-DC

Introduction

Once an organization identifies its human resource

needs through employment planning, it can begin
recruiting candidates for actual or anticipated vacancies.

Recruiting brings together

those with jobs to fill and those seeking jobs

Md. Zahid Hossain Bhuiyan, Lecturer in Management, IIUC-DC Chapter 4, slide 3

 Introduction

In Human Resource Management (HRM) cycle as

well as in any organization, recruitment and
selection plays an important and vital role in
achieving the organizational vision, mission, goals
and objectives.
Organizations today consider human resources as
the critical resource of the organization.
Recruitment and selection is the staffing function in
organizations.
The primary goal of staffing is to get the right people
for the company to operate as efficiently and
effectively as possible.

Md. Zahid Hossain Bhuiyan, Lecturer in Management, IIUC-DC

 Introduction

Recruiting is the process of discovering

potential candidates for actual or anticipated
organizational vacancies.
Or from another perspective, it is a linking
activity bringing together those with jobs to
fill and those seeking jobs.
Simply, recruitment is the process of
attracting right number of peoples, right kinds
of peoples at the right place at the right time.

Md. Zahid Hossain Bhuiyan, Lecturer in Management, IIUC-DC

 Recruiting Sources

internal
searches

external
searches

Md. Zahid Hossain Bhuiyan, Lecturer in Management, IIUC-DC Chapter 6, slide 6

 Sources of Recruiting

Certain recruiting sources are more

effective than others for filling certain types
of jobs.
Two basic sources of recruitment:

1. Internal source of Recruitment

2. External source of recruitment

Md. Zahid Hossain Bhuiyan, Lecturer in Management, IIUC-DC

 Recruiting Sources

Internal search

The Internal Search: Many large

organizations attempt to develop their own
employees for positions beyond the lowest
level.
These can occur-
by having individuals bid for jobs
by using their HR management system
by utilizing employee referrals

Md. Zahid Hossain Bhuiyan, Lecturer in Management, IIUC-DC Chapter 6, slide 8

 Sources of Recruiting

Internal source of Recruitment: When potential

candidates are recruited from within the
organization, it is called internal source of
recruitment.
Internal recruitment options are:
1. promotion/lateral transfer-when candidate is
identified
2. advertise internally-when organization believe in
availability of persons within the organization and
discover hidden talent that may have been
overlooked and
3. follow standard recruitment process for selection.
Md. Zahid Hossain Bhuiyan, Lecturer in Management, IIUC-DC
 Sources of Recruiting

External source of recruitment: When potential

candidates are recruited from outside the
organization, it is called external source of
recruitment.

External recruitment could be through

- Advertisements:
- Employment Agencies
- Schools, Colleges, and Universities
- Professional Organizations
- Cyberspace Recruiting
- Unsolicited Applicants
- Walk-ins
- Head hunting
Md. Zahid Hossain Bhuiyan, Lecturer in Management, IIUC-DC
 Recruiting Sources
Promoting from Within the organization

Advantages
good public relations
morale building
encouragement of employees and members of protected groups
knowledge of existing employee performance
cost-savings
candidates are well known about the organization
Candidates have a stronger commitment to the company
opportunity to develop mid- and top-level managers

Disadvantages
possible inferiority of internal candidates
infighting and morale problems
potential inbreeding
Time wasted interviewing inside candidates who will not be considered

Md. Zahid Hossain Bhuiyan, Lecturer in Management, IIUC-DC Chapter 6, slide 11

 Recruiting Sources
Promoting from outside the organization
Advantages
Import new ideas
Reduce employee training and development, particularly, if they
have been trained elsewhere
Hiring outsiders can indicate a change of business outlook; and
Internal person may not be available.

Disadvantages
It takes lots of time and energy
It is costly
It may not build the morale
It can not encourages good individuals who are ambitious
Candidates have weak commitment to the company
No opportunity to develop mid- and top-level managers

Md. Zahid Hossain Bhuiyan, Lecturer in Management, IIUC-DC

 Recruiting Sources

External
searches

Advertisements:
When an organization wishes to communicate to the public that it
has a vacancy, advertisement is one of the most popular methods
used.
Must decide type and location of ad, depending on job; decide
whether to focus on job (job description) or on applicant (job
specification).
The most common techniques that are used as ad.
Newspapers (local and specific labor markets)
Trade and professional journals
Internet job sites
Marketing programs
Radio & Television

Md. Zahid Hossain Bhuiyan, Lecturer in Management, IIUC-DC Chapter 6, slide 13

 Recruiting Sources

Advertisements must be completed indicating

qualification, skills, competencies and other relevant
information. It should also include a brief job summary,
nature of job and place of posting, compensation
packages and professional references if needed.

Three factors influence the response rate:

identification of the organization
labor market conditions
the degree to which specific requirements are listed.

Md. Zahid Hossain Bhuiyan, Lecturer in Management, IIUC-DC

 Recruiting Sources
Employment Agencies:

Types of employment agencies:

Public agencies operated by federal, state, or local
government
private employment agencies
management consulting firms
executive search firms

Md. Zahid Hossain Bhuiyan, Lecturer in Management, IIUC-DC Chapter 6, slide 15

 Recruiting Sources

Public or state employment services focus on helping unemployed

individuals with lower skill levels to find jobs
www.careeronestop.org
BPSC-Bangladesh public service commission

Private employment agencies provide more comprehensive

services and are perceived to offer positions and applicants of a
higher caliber

Management consulting firms (headhunters) research candidates

for mid- and upper-level executive placement

Executive search firms screen potential mid/top-level candidates

while keeping prospective employers anonymous

Md. Zahid Hossain Bhuiyan, Lecturer in Management, IIUC-DC

 Recruiting Sources

Reasons for using a private employment agency:

When a firm doesnt have an HR department and is not geared
to doing recruiting and screening.
The firm has found it difficult in the past to generate a pool of
qualified applicants.
The firm must fill a particular opening quickly.
There is a perceived need to attract a greater number of minority
or female applicants.
The firm wants to reach currently employed individuals, who
might feel more comfortable dealing with agencies than with
competing companies.
The firm wants to cut down on the time its devoting to recruiting.

Md. Zahid Hossain Bhuiyan, Lecturer in Management, IIUC-DC

 Recruiting Sources

Schools, colleges, and universities:

Educational institutions at all levels offer opportunities for
recruiting recent graduates.
Most educational institutions operate placement services
where prospective employers can review credentials and
interview graduates.
May provide entry-level or experienced workers through
their placement services
May also help companies establish cooperative education
assignments and internships

Md. Zahid Hossain Bhuiyan, Lecturer in Management, IIUC-DC Chapter 6, slide 18

 Recruiting Sources

Job fairs:
attended by company recruiters seeking resumes and
info from qualified candidates
Virtual online job fairs could bring employers and job seekers
together online by logging into a specific Web site at a
certain time. Some sites use avatars as candidates and
recruiters.

See:
http://www.inxpo.com/products/virtual-career-fairs/index.htm
http://work.secondlife.com/worksolutions/meetings/
From the WSJ:
http://online.wsj.com/article/SB118229876637841321.html

Md. Zahid Hossain Bhuiyan, Lecturer in Management, IIUC-DC Chapter 6, slide 19

 Recruiting Sources

Professional organizations:
Many professional organizations, including labor unions, operate
placement services for the benefit of their members.
The professional organizations include such varied occupations
as industrial engineering, psychology, accounting, legal, and
academics.
These organizations publish rosters of job vacancies and
distribute these lists to members.
run placement services at meetings
control the supply of prospective applicants
labor unions are also in this category

Md. Zahid Hossain Bhuiyan, Lecturer in Management, IIUC-DC Chapter 6, slide 20

 Recruiting Sources

Unsolicited applicants (walk-ins):

Unsolicited applications, whether they reach the employer by letter,
telephone, or in person, constitute a source of prospective
applicants.
may provide a stockpile of prospective applicants if there are no
current openings
Direct applicants who seek employment with or without
encouragement from other sources.
Courteous treatment of any applicant is a good business practice.

Md. Zahid Hossain Bhuiyan, Lecturer in Management, IIUC-DC

 Recruiting Sources

Online
sources

most companies use the Internet to recruit employees

job seekers use online resumes and create Web pages
about their qualifications

Md. Zahid Hossain Bhuiyan, Lecturer in Management, IIUC-DC Chapter 6, slide 22

 Recruiting Sources

It is one of the newer arenas for locating resumes of

qualified employees is looking on the Internet.
Companies like Eli Lilly, Grolier Electronic Publishing,
Wells Fargo Bank, Fidelity Investments, General Electric,
Levi Strauss, Bristol Technology, and Cisco Systems
have found the use of the World-Wide-Web
advantageous in filling their positions.
In Bangladesh, www.bdjobs.com etc is used for getting
potential candidates.

Md. Zahid Hossain Bhuiyan, Lecturer in Management, IIUC-DC

 Recruiting Sources

Advantages of Internet recruiting

Cost-effective way to publicize job openings
More applicants attracted over a longer period
Immediate applicant responses
Online prescreening of applicants
Links to other job search sites
Automation of applicant tracking and evaluation

Md. Zahid Hossain Bhuiyan, Lecturer in Management, IIUC-DC

 Recruiting Sources

Recruiting
alternatives

Temporary help services:

temporary employees help organizations meet short-term
fluctuations in HRM needs
older workers can also provide high-quality 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
Independent contractors:
do specific work either on or off the companys premises
costs of regular employees (i.e. taxes and benefits costs) are not
incurred

Md. Zahid Hossain Bhuiyan, Lecturer in Management, IIUC-DC Chapter 6, slide 25

 Recruiting Sources

Head Hunting:
Head Hunting is one way of searching highly qualified
senior managers through informal interview process. The
method is useful to bring potential persons who are well
placed in different organizations who normally do not
apply in response to formal advertisements.

Md. Zahid Hossain Bhuiyan, Lecturer in Management, IIUC-DC

 A Global Perspective

For some positions, the whole world is a relevant

labor market. So, HR can recruit

home-country nationals when searching for someone

with extensive company experience to launch a product
in a country where it has never sold before

host-country nationals when a foreign subsidiary is being

established and HQ wants to retain control yet hire
someone with local market knowledge

candidates of any nationality, creating a truly

international perspective

Md. Zahid Hossain Bhuiyan, Lecturer in Management, IIUC-DC Chapter 6, slide 27

Md. Zahid Hossain Bhuiyan, Lecturer in Management, IIUC-DC Slide#11
 Effective Recruiting

External factors affecting recruiting:

Looming undersupply of workers
Lessening of the trend in outsourcing of jobs
Increasingly fewer qualified candidates
Internal factors affecting recruiting:
The consistency of the firms recruitment efforts with
its strategic goals
The available resources, types of jobs to be recruited
and choice of recruiting methods
Non recruitment HR issues and policies
Line and staff coordination and cooperation

Md. Zahid Hossain Bhuiyan, Lecturer in Management, IIUC-DC

 Effective Recruiting (contd)

Advantages of centralizing recruitment

Strengthens employment brand
Ease in applying strategic principles
Reduces duplication of HR activities
Reduces the cost of new HR technologies
Builds teams of HR experts
Provides for better measurement of HR performance
Allows for the sharing of applicant pools

Md. Zahid Hossain Bhuiyan, Lecturer in Management, IIUC-DC

Thank You Very Much