Chapter 6 Recruiting Human Resources Human Resource Management

Chapter 6 Recruiting Human Resources Human Resource Management, 5 E 1

Definition Recruitment is the process of finding and attracting the capable job candidates for employment. The process begins when new recruits are sought and ends when their applications are submitted… Human Resource Management, 5 E 2

Nature and Purposes of Recruitment is the process of searching for and obtaining applicants for jobs n Recruitment has several benefits for a firm: n – Determine the present and future requirements of the organisation in conjunction with its personnel-planning and job-analysis activities. – Increase the pool of job candidates at minimum cost. – Help increase the success rate of the selection process by reducing the number of visibly underqualified or overqualified job applicants. – Help reduce the probability that job applicants, once recruited and selected, will leave the organisation only after a short period of time. – Meet the organisation’s legal and social obligations regarding the composition of its workforce. – Begin identifying and preparing potential job applicants who will be appropriate candidates. – Increase organisational and individual effectiveness in the short term and long term. – Evaluate the effectiveness of various recruiting techniques and sources for all types of job applicants. Human Resource Management, 5 E 3

Factors Influencing Recruitment External Forces • Supply and demand • Unemployment rate • Labour market • Political-social • Sons of soil • Image Recruitment Internal Forces • Recruitment • HRP • Size of the firm • Cost • Growth and expansion Human Resource Management, 5 E 4

Recruitment Process Personnel Planning Job Analysis Job Vacancies Recruitment Planning • Numbers • Type Strategy Development • Where • How • When Employee Requisition Searching Activation “Selling” • Message • Media Applicant Pool Applicant Population Human Resource Management, 5 E Screening Potentia l Hires To Selection Evaluation and Control 5

Recruitment Yield Pyramid Offer Acceptance 20 Offers/Acceptance (3: 2) Job Offer 30 Invited for Final Interview Invited to Screening Interview 40 200 Interview/Offers (4: 3) Screening/Invites (5: 1) Contacts/Screens (10: 1) Initial Contacts 2000 Human Resource Management, 5 E 6

Sources of Recruitment Professional or Trade Associations Advertisements Employment Exchanges Present Employees Former Employees Walk 0 ins and Write-ins Consultants Contractors Displaced Persons External Sources Employees Referrals Recruitment Internal Sources Campus Recruitment Radio and Television Previous Applicants Acquisitions and Mergers Competitors E-Recruiting Human Resource Management, 5 E 7

Philosophies of Recruitment n Realistic job previews n JCQ – Alternatives – over time work – employee leasing – temporary employment Human Resource Management, 5 E 8

Typical Consequences of Job Previews Traditional Procedures Realistic Procedures Set initial job expectations too high Set job expectations realistically Job is typically viewed as attractive Job may or not be attractive depending on individual needs High rate of job offer acceptance Some accept, some reject job offer Work experience belies expectations Work experience confirms expectations Lower job survival, dissatisfaction, frequent thoughts of quitting High job survival, satisfaction, no thoughts of quitting Human Resource Management, 5 E 9