Ch05 Recruitment

Chapter 5
Recruitment
Copyright © 2016 Pearson Education, Ltd 5-1

Learning Objectives
1. Define recruitment.
2. Describe the recruitment process.
3. Explain internal recruitment methods.
4. Identify external recruitment sources.
5. Explain recruiting technology.
6. Identify traditional external recruitment
methods.

Learning Objectives (Cont.)
7. Describe how recruitment methods and
sources are tailored to each other.
8. Summarize the environment of recruitment.
9. Describe alternatives to recruitment.
10.Explain the global implications for recruitment.

LO 1
Recruitment
 Process of attracting individuals:
On a timely basis
In sufficient numbers
With appropriate qualifications
 Encouraging them to apply for jobs

 Finding the appropriate way of
encouraging qualified candidates to apply
for employment is extremely important
 The recruitment process is critical
 Hiring the best people available has never

been more critical than it is today

LO 2 RECRUITMENT PROCESS
External Environment
Internal Environment
Human Resource Planning
Alternatives to Recruitment
Employee Requisition
Internal Sources External Sources
Internal Methods External Methods
Recruited Individuals

LO 2
Employee Requisition
 Recruitment begins with employee

requisition
 Document specifies:
Job title
Department
Date employee is needed
Other details

LO 3,4
Recruitment Sources and Methods
Organizations need to use the most productive

recruitment sources and methods available.
Recruitment methods: Means by

which potential employees can be
attracted to firm
Recruitment sources: Places where
qualified individuals are found

LO 3
Internal Recruitment Methods
 Human resource databases
 Job posting
 Job bidding
 Employee referral

LO 3
Job Posting and Job Bidding
 Job posting: Procedure to inform
employees of existing job openings
 Job bidding: Procedure that permits
individuals in organization to apply for
posted job

LO 3
Employee Referrals
 Number-one way workers find a job
 Referrals better qualified and stay on job
longer
 Recruit new hires through employee-referral
incentive programs
 Employee enlistment

LO 4
Why External Recruitment
Is Needed
 Fill entry-level jobs
 Acquire skills not possessed by current
employees
 Obtain employees with different
backgrounds to provide diversity of ideas

LO 4
External Recruitment Sources
 High schools and vocational schools
 Community colleges
 Colleges and universities
 Competitors in the labor market
 Former employees
 Unemployed workers
 Military personnel
 Self-employed workers
 Ex-offenders
LO 4
High Schools and Vocational
Schools
 Clerical and other entry-level employees
 Some companies work with schools
 Companies may loan employees to
schools

LO 4
Community Colleges
 Sensitive to specific employment needs
in local labor market and graduate highly
sought-after students with marketable
skills
 Many community colleges also have

excellent mid-management programs
combined with training for specific trades
LO 4
Colleges and Universities
 Professional, technical, and management
employees
 Placement directors, faculty, and
administrators

LO 4
Competitors in the Labor Market
 Used when relevant experience is needed

 Smaller firms look for employees trained
by larger organizations
 Poaching: Actively recruiting employees
from competitors

LO 4
Former Employees
 In past, punished with no-return policies
 Smart employers try to get their best ex-

employees to come back

LO 4
Unemployed Workers
 Qualified applicants become
unemployed every day
 Companies:
Go out of business
Cut back operations
Merge with other firms
 Employees are laid off

LO 4
Military Personnel
 Proven work history

 Flexible, motivated, drug free
 Goal and team oriented

LO 4
Self-Employed Workers
Such individuals may constitute a source of

applicants for any number of jobs requiring
Technical
Professional
Administrative
Entrepreneurial

LO 4
Ex-Offenders
 Ex-offenders are a viable labor pool for
restaurants
 Often work third shift
 Some organizations actively support
hiring of ex-offenders

LO 5
Mobile Recruiting
 Recruiting via mobile technology is moving

at light-speed
 Mobile recruiting has generated blogs,
webinars, seminars, e-newsletters, and
online groups committed to learning more

LO 5
Online Recruitment
 Biggest change in way that organizations

recruit
 Revolutionized the way companies
recruit and job seekers find jobs

LO 5
Internet Recruiter
 Also called cyber recruiter
 The more a company recruits on
Internet, the greater the need for Internet
recruiters
 High-tech firms have greatest needs

LO 5
Virtual Job Fair
 Online recruiting method to attract large
number of applicants
 Attracts wider range of applicants than
might attend live fair

LO 5
Corporate Career Web site
 Accessible from company homepage
 Lists company positions available
 Provides way for applicants to apply for
specific jobs
 Major resource for job seekers and
companies
 Should be used as a selling device

LO 5
Weblogs (Blogs)
 Use Google or a blog search engine
 Type in a key phrase, like “marketing
jobs”
 Can be used for stealthy background
checks

LO 5
General-Purpose Job Boards
 Job seekers can search for jobs by:
Category
Experience
Education
Location
Any combination of categories
 Monster.com
 CareerBuilder.com

LO 5
.Jobs
 Network of employment Web sites where
any company can list job openings for free
 Backed by nearly 600 hundred industrial
companies
 Examples: Nurse.jobs, Attorney.jobs,
HR.jobs, and Sales.jobs

LO 5
Niche Sites
 Web sites that cater to a specific

profession
 A site for virtually everyone

LO 5
Contract Workers’ Sites
 Sites are available to assist contract

workers
 These let workers advertise skills, set
their price, and pick employers
 Freelance.com
 Guru.com

LO 5
Hourly Workers’ Job Sites
 Attract blue-collar and service workers
 Most pursue jobs by filling out
applications
 Allow job seekers to build applications
 Often have bilingual call center

LO 6
Traditional External
Recruitment Methods
 Media advertising  Professional
 Employment agencies associations
—private and public  Unsolicited applicants
 Executive search  Open houses
firms  Event recruiting
 Recruiters  Sign-on bonuses
 Job fairs  Competitive games
 Internships

LO 6
Media Advertising
Media such as:
 Radio
 Newspaper
 Television
 Industry publications
Previous experiences suggest the best
approach
Newspaper advertising has declined
because of online recruiting
LO 6
Private Employment Agencies
 Often called headhunters
 Best known for recruiting white-collar
employees
 Used for virtually every kind of position
 Not paid until a person is placed

LO 6
Public Employment Agencies
 Operated by each state
 Receive policy direction from U.S.
Employment Service
 Increasingly involved in matching people
with technical, professional, and
managerial positions

LO 6
Executive Search Firms
 Locate experienced professionals and

executives
 Target ideal candidates
 Find those not actively looking for a job

LO 6
Recruiters
Used with:
Technical
Vocational
Community colleges
Colleges and universities

LO 6
Job Fairs
 Attract large number of applicants to one
location
 Opportunity to meet large number of
candidates in short time
 Job fairs are often organized by
universities to assist their students in
obtaining jobs

LO 6
Internships
 Places student in a temporary job
 No obligation
 Temporary job for summer
 Part-time job during school year
 Students bridge gap from theory to
practice

LO 6
Professional Associations
Recruitment and placement services

Society for Human Resource
Management operates job referral
service

LO 6
Unsolicited Applicants
 Organization that has reputation of being a
good place to work, may be able to attract
qualified prospects even without extensive
recruitment efforts
 Go to the firm’s Web site and walk in by
making an application online

LO 6
Open Houses
 Pair potential hires and managers in

warm, casual environment
 Encourage on-the-spot job offers
 Cheaper and faster than agencies
 May attract more unqualified
candidates

LO 6
Event Recruiting
 Opportunity to promote image of company
 Recruiters go to events where people
attend that the firm is seeking
 Sponsor or cosponsor an event, pass out
refreshments, and give away prizes.
Individuals get to know that the company
is recruiting and the types of workers it is
seeking
LO 6
Sign-On Bonuses
 Employers use sign-on bonuses to attract
top talent, particularly in high-demand fields
such as health care, sales, marketing, and
accounting
 Bonuses allow a firm to pay a premium to
attract individuals without dramatically
upsetting its salary scale

LO 6 Competitive Games
 Unique way to get individuals interested in
applying for technical positions
 Google makes use of recruiting games
 Google Code Jam is an international
programming competition hosted and
administered by Google
 The competition began in 2003 as a means
to identify top engineering talent for potential
employment at Google
 TopCoder creates software coding
competitions Copyright © 2016 Pearson Education, Ltd 5-47
LO 9
Alternatives to Recruitment
Promotion policies
Overtime
Onshoring

LO 9
Promotion From Within
 Filling vacancies above entry-level
positions with current employees
 Incentive to strive for advancement
 Organization usually aware of
employees’ capabilities
 Good goal: 80%

LO 9
Overtime
 Most commonly used method of meeting
short-term fluctuations in work volume
 Avoids recruitment, selection, and training
costs
 Employees benefit from increased profit
 Potential problems
 Employees may become fatigued and lack the energy to perform
at a normal rate
 Employees may pace themselves to ensure overtime.
 Employees may even elevate their standard of living to the level
permitted by this additional income

LO 9
On shoring
 Moving jobs not to another country but to

lower cost American cities
 Government may require onshore
handling of certain financial, health, and
defense data

LO 10
Outsourcing and Offshoring

 Outsourcing: Transfers responsibility to
external provider
 Offshoring: Migration of all or a significant
part of development, maintenance, and
delivery of services to vendor located in
another country
 Reshoring: The reverse of offshoring and
involves bringing work back to the United
States or to the country of origin

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Chapter 5

Copyright © 2016 Pearson Education, Ltd 5-1

Copyright © 2016 Pearson Education, Ltd 5-2

Copyright © 2016 Pearson Education, Ltd 5-3

Copyright © 2016 Pearson Education, Ltd 5-4

 The recruitment process is critical

 Hiring the best people available has never

Copyright © 2016 Pearson Education, Ltd 5-5

Human Resource Planning

Internal Sources External Sources

Internal Methods External Methods

Copyright © 2016 Pearson Education, Ltd 5-6

 Recruitment begins with employee

Copyright © 2016 Pearson Education, Ltd 5-7

Recruitment Sources and Methods

Organizations need to use the most productive

Recruitment methods: Means by

Copyright © 2016 Pearson Education, Ltd 5-8

Copyright © 2016 Pearson Education, Ltd 5-9

Copyright © 2016 Pearson Education, Ltd 5-10

Copyright © 2016 Pearson Education, Ltd 5-11

Copyright © 2016 Pearson Education, Ltd 5-12

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 Many community colleges also have

Copyright © 2016 Pearson Education, Ltd 5-16

 Used when relevant experience is needed

Copyright © 2016 Pearson Education, Ltd 5-17

 In past, punished with no-return policies

 Smart employers try to get their best ex-

Copyright © 2016 Pearson Education, Ltd 5-18

Copyright © 2016 Pearson Education, Ltd 5-19

 Proven work history

Copyright © 2016 Pearson Education, Ltd 5-20

Such individuals may constitute a source of

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 Recruiting via mobile technology is moving

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 Biggest change in way that organizations

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 Web sites that cater to a specific

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 Sites are available to assist contract

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 Locate experienced professionals and

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