Government College Women University, Faisalabad

• Subject Name: Human Resource Management

• Course Code: BBA-410
• Instructor Name: Kanwal Shaheen
• Class & Section: BBA 6th (MA)
• Chapter Name: Recruitment
LEARNING OUTLINE
5. Describe the elements and effectiveness of
online recruiting.
6. Explain the alternatives to recruiting full ‐time,
permanent employees and the benefits to the
organization of using these alternatives.
7. Identify ways to conduct an effective job search
of yours.

12–2
 Online Recruiting
• Employer Websites:
• Most organizations have a “Careers” section of their website
specifically designed for recruitment
• They include the typical information you might find in an
employment advertisement, such as qualifications needed,
experience required, and benefits provided.
• They also display the organization’s products, services,
corporate philosophy, mission statement, testimonials from
current employees, and some information about the benefits
offered.
• This information should increase the quality of applicants, as
those whose values don’t match with the organization would
not bother to apply.

12–3
 Online Recruiting
• Employer Websites:
• Most organizations have a “Careers” section of their website
specifically designed for recruitment
• They include the typical information you might find in an
employment advertisement, such as qualifications sought,
experience required, and benefits provided
• They also showcase the organization’s products, services,
corporate philosophy, mission statement, testimonials from
current employees, and some information about the benefits
offered.
• This information should increase the quality of applicants, as
those whose values don’t mesh with the organization would
not bother to apply.

12–4
 Online Recruiting
• Social Media
• Social media ranks second only to employee referrals for recruiting
effectiveness.
• In a 2014 survey, recruiting software provider Jobvite found that
 Facebook,
 LinkedIn, and
 Twitter
• are the social media sites used most often by recruiters, although
blogs, YouTube, Pinterest, Instagram, and others are emerging as
ways to reach job seekers too
• LinkedIn allows users to establish profiles with information similar
to a resume, with the added benefit of allowing others in the social
network to recommend the user ’ s expertise in several different skill
areas.
• Twitter allows job seekers to subscribe to automated job feeds. 12–5
 Online Recruiting
• Job Boards:
• Job boards provide employers the opportunity to recruit for a
wide variety of positions with worldwide exposure.
• Job seekers are able to search jobs by location, keywords,
industry, level of education, salary, and any combination of
these criteria. CareerBuilder and others allow job seekers to
upload resumes for employers to view.
• They also provide helpful services such as career testing and
advice on conducting an effective job hunt. CareerBuilder.com
and Monster.com are the two largest job board sites, Linkedin.
• Employers pay these services per job post.

12–6
 Online Recruiting
• Specialized Job Boards
• Job boards narrow the focus of their postings to a specific career or a set of job
skills such as sales, medical, technology, or accounting.
• Others focus on characteristics of the job seeker such as interns, contractors, or
part‐timers.
• Some are even centered on ethnicity or age.
• Some specific examples of specialized job boards include the following:
 Accountantsworld.com Accounting
 Dice.com Technology
 Miracleworkers.com Healthcare
 Jobsonthemenu.com Restaurant
 Careerrookie.com Internships
 DiversityJobs.com Ethnic groups, nontraditional careers, disabilities
• Job candidates may also use the Internet to their advantage by setting up their own
web pages with online resumes to “sell” their job candidacy. When they learn of
a possible job opening, they encourage potential employers to “check out my
website.
 Online Recruiting
• Which Source to Use?
• Determining the best method to target potential employees is very similar to
the way marketers target potential customers.
• As discussed earlier, employee referrals and social media may be the most
effective overall, but the right combination of recruiting sources depends on
the characteristics of the organization, the job, and the applicants.
• Employee referrals are extremely effective for The Container Store; and their
employees have contact with customers and are able to build relationships.
• It may be that job boards such as Career-Builder and Monster are the best
suppliers of external recruits for another company that requires a large
number of employees spread over a large geographic area, or social media
sites such as LinkedIn, Facebook, Twitter would be best for an employer that
depends on communicating the employment brand to recent college
graduates.
• It ’ s also fair to say that many recruits are exposed to more than one source of
recruiting information, so tracking the effectiveness of any one recruiting
source is becoming even more difficult. 17
 Recruitment Alternatives/options/choices
• Temporary Help Services
• Organizations such as Kelly Services, Manpower, supply temporary employees.
• Temporary employees are particularly valuable in meeting short‐term fluctuations
in HRM needs.
• Although traditionally developed in office administration, temporary staffing
services have expanded to a broad range of skills. It is now possible, for example,
to hire temporary nurses, computer programmers, accountants, librarians, drafting
technicians, administrative assistants—even CEOs.
• Temporary older workers
• Another quality source of temporary workers is older workers, those who have
already retired or have been displaced by rightsizing in many companies.
• An aging workforce and certain individuals’ desire to retire earlier have created
skill deficiencies in some job areas.
• Older workers bring those skills back to the job.
• The reasons older workers continue to work differ, but they bring several
advantages: flexibility in scheduling, low absenteeism, high motivation, and
mentoring abilities for younger workers
 Recruitment Alternatives
• Employee Leasing
• They typically remain with an organization for longer periods than
temporary employees. Under a leasing arrangement, individuals work
for the leasing firm.
• Organizations can use employee leasing companies to provide
employees for specialized areas like human resources or accounting, or
it can lease its entire staff.
• Employee leasing companies, called Professional Employee
Organizations or PEOs, can provide substantial cost savings to
organizations that lease employees rather than hire them, particularly
for smaller employers.
• The PEO manages employees for many employers, so they can
negotiate large group discounts for benefits such as health, life, vision,
and dental insurance.
• They might also be able to offer a wider variety of benefits than a
smaller employer
 Recruitment Alternatives
• Independent Contractors/Consultants
• Companies may hire independent contractors to do specific work at a location on or
off the company’s premises.
• For instance, claims processing or medical and legal transcription activities can
easily be done at home and routinely forwarded to the employer.
• Online technology gives independent contractors the same access that
telecommuters have.
• Independent contractor arrangements benefit both the organization and the
individual. Because the worker is not an employee, the company saves costs
associated with full‐ or part‐time personnel, such as insurance benefits, social
security taxes, and workers’ compensation premiums.
• Additionally, such opportunity is also a means of keeping talented and dependable
individuals associated with your company.
• Suppose an employee wants to work but also be available to his or her school ‐age
children, take care of elderly parents, or just wants a more flexible situation.
Allowing the individual to work at home, on his or her time, can be a win–win
solution to the problem.
 Your Own Job Search
• The job seeking process is possibly one of the most stressful
situations you will face.
• Do not expect the search to be quick and easy, particularly in
times of high unemployment.
• In our society, we ’ re conditioned to expect immediate
results, and it ’ s easy to get discouraged when rejection letters
start roll in.
• The job search process has been compared to a marathon
rather than a sprint. Crossing the finish line takes training,
commitment, patience, and support.

12–12
Your Own Job Search
• Cover Letters
• Cover letters have not gone out of style. They ’ re still a very important
way to convince an employer to read your resume. In fact, many
choose to screen out applicants based on an unconvincing or missing
cover letter.
• Use the cover letter to present your own personal “employee brand.”
• Rather than repeating the information in the resume, explain the unique
personal qualities that create your own competitive advantage over
other job seekers.
• Most employers are looking for expatriate
• An individual who lives and works in a country of which he or she is
not a citizen highly motivated employees who show initiative.
• Make the cover letter your opportunity to explain how you can help the
employer. Here are a few other helpful tips from employers:

12–13
 Your Own Job Search
• Customize your letter to your own strengths and personality.
• Make it memorable.
• Don ’ t use a template.
• Keep it short.
• Hold the employer ’ s interest by keeping your cover letter
around 200 words.
• Avoid overly formal phrases and cliches such as “goal
oriented,” “team player, ” and “good communication skills” or
“I ’ m available for an interview at your earliest convenience.”
• Use relevant examples instead.
• Show you know about the company and what it does with
specific examples.
• Proofread, proofread, and proofread again.
12–14
 Your Own Job Search
• Preparing Your Resume
• No matter who you are or where you are in your
career, you should have a current resume, sometimes
referred to as a CV or curriculum vitae.
• Your resume is typically a recruiter ’ s primary
information source in determining whether or not to
grant you an interview.
• Therefore, your resume must be a sales tool; it must
give key information that supports your candidacy,
highlights your strengths, and differentiates you from
other job applicants
12–15
 Your Own Job Search
• Preparing Your Resume
• First, if you are making a paper copy of your resume, it must be;
 Printed on a quality printer.
 The font style should be easy to read (e.g., Arial or Times New Roman).
 Avoid any style that may be hard on the eyes, such as script fonts.
 Make your resume an original. Don’t use a template.
• Employers who screen resumes have seen every template under the sun and recognize
them instantly.
• It is also important to note that many companies today rely on applicant ‐tracking software
to scan your application and resume for keywords related to skill, training, degrees, job
titles , and experience. Software matches key words in the job description, so use
terminology similar to the job description.
• Finally, regardless of whether your resume is on paper or online, make sure it is carefully
proofread.
• The resume is your only representation to the recruiter, and a careless one can be deadly.
• If it contains misspelled words or is grammatically incorrect, your chances for an
interview will be significantly reduced.
• Proofread your resume several times, and if possible, let others proofread it.

12–16
 Your Own Job Search
• Making Social Media Work for You
• Most of us have been warned to be careful about the information posted
on social media sites like Facebook.
• But social networking sites can be used to your advantage in your job
search.
• Providing employers with links to your profile on sites like LinkedIn or
other professional networking sites is an opportunity to go beyond your
resume and share professional information.
• On these sites, you can list accomplishments and links to your resume
along with recommendations from people in your network.
• You can also ask people in your network to help you in your job search.
• Be sure to check your profile often to make sure the information is
accurate and up to date.
• Use every advantage available to you. Remember, it’s a marathon, not a
sprint.
 A Sample Resume
• There is no standard resume format.
• The best format is the one that represents your
strengths, skill, and qualifications most effectively.
• How would you evaluate this sample resume?

12–18
 • Thank you respected students.
• Best of luck for the learning process.

1–19