Recruiting Human Resources
• Planning and Recruiting
• Sources for Recruiting
• Methods of Recruiting
• Realistic Job Previews
• Alternatives to Recruiting
• Job Choice from the Prospective Employee’s Perspective
• Evaluating the Recruiting Process
• Identify the organization’s and the individual’s goals in recruiting.
• Identify and discuss the basic sources for recruiting.
• Describe various methods for recruiting and note the advantages and disadvantages of each.
• Discuss realistic job previews and their role in effective recruiting.
Chapter Objectives (cont’d)
• Identify and discuss common alternatives to recruiting.
• Describe job choice from the standpoint of prospective employees.
• Discuss how organizations evaluate the recruiting process.
Planning and Recruiting
– For growth strategies
– For stability strategies
– Developing a pool of qualified applicants who are interested in working for the organization and from which the organization might reasonably select the best individual(s) to hire for employment
Organizational and Individual
Goals in Recruiting
The Prospective Employee’s
Goals in Recruiting
Sources for Recruiting
• Internal recruiting
– Looking inside the organization for existing qualified employees who might be promoted to higher-level positions
• External recruiting
– Looking to sources outside the organization for prospective employees
Internships: A Mixed Model
• A form of temporary employment
• The intern is hired on approval
• The intern must be able to contribute to the organization and be a good fit
• If the intern is a good fit, it is a form of internal recruiting, but because the intern is not a permanent employee, it is also a form of external recruiting
Methods for Internal Recruiting
• Job posting
– Vacancies in the organization are publicized through company newsletters, bulletin boards, internal memos, and the firm’s intranet
• Supervisory recommendations
– If an existing employee is particularly well suited for the new job opening the supervisor recommends that individual
• Union halls
• Employees who have been laid off
Methods for External Recruiting
• General labor pool
– The local labor market from which a firm hires its employees
– An individual who is prompted to apply for a position by someone within the organization
• Direct applicants
– Individuals who apply for a position with the organization without any action on the part of the organization
Techniques for External Recruiting
• Is cost effective
• Reaches a large number of applicants
• Saves time
Examples of Electronic Recruiting
Limitations of Electronic Recruiting
• Many people may apply for a job they are not really qualified for.
• Staff members have the additional work of sifting through resumes from unqualified people and responding to a lot of e-mails.
• Differences in access to computers and the Internet may result in fewer diverse candidates.
• Websites must be well designed and easy to navigate.
What Is a Realistic Job Preview?
• An effective technique for ensuring that a job seekers understand the actual nature of the jobs available to them
• One method: providing job applicants with an opportunity to observe others performing the work
Job Choice from the Prospective Employee’s Perspective
• Potential employees are attracted to an organization because they believe it can provide valued outcomes.
• Potential employees are attracted to organizations where they feel they can fit in.
• Potential employees accept jobs from organizations that the applicant perceives as having similar values and style.
Evaluating the Recruiting Process
• An effective recruiting process is one that results in a reasonable pool of qualified employees who are available to the organization and from which the organization can hire people whom it wants to perform various jobs.