Recruiting

Published on July 2016 | Categories: Types, Business/Law | Downloads: 44 | Comments: 0 | Views: 519
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What is recruiting? How can you recruit people for your organization.....

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Session 4

What is Recruiting

Introduction
‡ Recruiting ‡ Once an organization identifies its human resource needs through employment planning, it can begin the process of recruiting potential candidates for actual or anticipated organizational vacancies.

Introduction
‡ Recruiting brings together those with jobs to fill and those seeking jobs. ‡ To provide information that will attract a significant pool of qualified candidates and discourage unqualified ones from applying.

Recruiting Goals
‡ Factors that affect recruiting efforts
± Organizational size ± Employment conditions in the area ± Working conditions, salary and benefits offered ± Organizational growth or decline

Recruiting Goals
‡ Constraints on recruiting efforts include:
± Organization image (Everyone wants to work with this organization) ± Job attractiveness (Candidates attracted towards glossy jobs) ± Internal organizational policies (Promotions) ± Government influence, such as discrimination laws (i.e an airline company cannot neglect men or aged females just because they want to have young females as air hostess) ± Recruiting costs

Recruiting Sources
‡ Sources should match the position to be filled. ‡ The Internet is providing many new opportunities to recruit and causing companies to revisit past recruiting practices. ‡ Sources:
± Internal Searches ± Employee Referrals/ Recommendations ± External Searches ± Alternatives

Recruiting Sources
The internal search ‡ Organizations that promote from within identify current employees for job openings:
± by using their HR management system ± by utilizing employee referrals

Recruiting Sources
The internal search ‡ Advantages of promoting from within include
± good public relations ± morale building ± encouragement of ambitious employees and members of protected groups ± availability of information on existing employee performance ± cost-savings ± internal candidates¶ knowledge of the organization ± the opportunity to develop mid- and top-level managers

Recruiting Sources
The internal search ‡ Disadvantages include: ‡ People might be promoted to the position where they cant perform well. ‡ Infighting for promotions can negatively affect the moral. ‡ It can stop new ideas and innovations. ‡ Morale problems can develop among those employees within the organization who feel qualified to do the job.

Recruiting Sources
Employee referrals/recommendations ‡ Current employees can be asked to recommend recruits. ‡ Advantages include:
± the employee¶s motivation to make a good recommendation ± the availability of accurate job information for the recruit ± Employee referrals tend to be more acceptable applicants, to be more likely to accept an offer and to have a higher survival rate.

Recruiting Sources
Employee referrals/recommendations ‡ Disadvantages include:
± the possibility of friendship being confused with job performance ± the potential for adverse impact

Recruiting Sources
External searches ‡ Advertisements: Must decide type and location of ad, depending on job; decide whether to focus on job (job description) or on applicant (job specification). ‡ Three factors influence the response rate:
± identification of the organization ± labor market conditions ± the degree to which specific requirements are listed.

‡ Blind box ads is an ad that does not identify the advertising organization.

Recruiting Sources
External searches ‡ Employment agencies:
± Public or state employment services focus on helping unemployed individuals to find jobs. ± Private employment agencies provide more comprehensive services and are perceived to offer positions and applicants of a higher caliber.
‡ Fees may be paid by employer, employee or both.

Recruiting Sources
External searches ‡ Employment agencies: ‡ Management consulting, executive search or headhunter firms specialize in executive placement and hard-to-fill positions.
± Charge employers up to 35% of the first year salary ± Have nationwide contacts ± Do thorough investigations of candidates

Recruiting Sources
External searches ‡ Schools, colleges, and universities:
± May provide entry-level or experienced workers through their placement services. ± May also help companies establish cooperative education assignments and internships.

Recruiting Sources
External searches ‡ Unsolicited applicants (Walkins): May provide a stock of prospective applicants if there are no current openings. ‡ Cyberspace Recruiting: Nearly four out of five companies use the Internet to recruit employees. Commercial job-posting services continue to grow.

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