Assignment 5- HR MANAGEMENT

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Human Resource Management: Functions, Applications, Skill

Development by Robert N. Lussier and John R. HendonChapter 5

Recruiting Job Candidates

Recruiting is the first step in matching actual

employees with specific jobs.

The process should be as efficient as possible

because costs associated with recruiting,

selecting, and training a new employee is often

more than 100 percent of the employee’s

annual salary.

Recruiting Job Candidates

Recruiting

Is the process of creating a reasonable pool of

qualified candidates for a job opening.

� Thumb rule: 15-25 people for each opening.

External forces that affect recruiting efforts:

� The labor market.

� Competitors.

� Social and legal environment.

Recruiting Job Candidates

Recruiting Considerations and Sources

� Under what conditions will the organization recruit new people?

� What are the organization’s alternatives and when will it use them?

� Should the organization recruit locally, regionally, nationally or globally?

� Will the organization recruit from within first or go outside the organization?

� What primary recruiting sources will provide the best recruits?

Recruiting Job Candidates

Internal Recruiting

Refers to filling job openings with current

employees or people known by current

employees.

�Sources

� Internal job postings that result in

promotions or lateral moves from within.

� Employee referrals.

Recruiting Job Candidates

Internal Recruiting (continued)

Open recruiting - advertising the job openly within the organization.

Targeted recruiting - managers privately nominate workers who they feel can do the job.

Closed recruiting – a hiring manager communicates the need to fill a job to HR; HR searches files for people with requisite skills and qualifications and sends the list to the manager.

Recruiting Job Candidates

Internal Recruiting Strategies

Promotability ratings - when these ratings are

included in the annual appraisal process, it can

make internal recruiting more efficient.

Managerial sponsorship – a type of mentoring:

managers must provide sponsorship for

individual employees before they would be

considered for a promotion.

Recruiting Job Candidates

Internal Recruiting: Advantages

� Promotions and requested lateral moves increase organizational commitment and job satisfaction.

� Applicants become more valuable by learning more about the “big picture”.

� Applicants show interest in the organization, have knowledge of operations and processes, and feel comfortable continuing to work in the company.

� Organization has existing knowledge of applicants.

� Organization can save money.

� Internal is usually faster than external recruiting.

Recruiting Job Candidates

Internal Recruiting: Disadvantages � Applicant pool is significantly smaller.

� Hiring from within opens another job to fill.

� Employee success in one job doesn’t mean success in a different job.

� An external candidate may have better qualifications.

� Internal employees may feel entitled to the job whether or not they are capable and qualified.

� It may create or perpetuate resistance to change or stifle creativity and innovation because the person is already immersed in the organization’s culture.

Recruiting Job Candidates

External Recruiting

The process of engaging individuals from the

labor market outside the firm to apply for a job.

�Can be accomplished in an open or targeted

manner, in much the same way as internal

recruiting.

Recruiting Job Candidates

External Recruiting Sources

�Walk-ins.

�Educational institutions.

�Employment agencies.

�Advertising.

Recruiting Job Candidates

External Recruiting: Advantages

� Avoids creating or perpetuating resistance to change.

� May be able to find individuals with complex skill sets who are not available internally.

� Can lower training costs for skilled positions by hiring in someone who already has the requisite skills.

� Increases organizational diversity.

Recruiting Job Candidates

External Recruiting: Disadvantages

� The disruption of introducing different ways of operating.

� Takes longer and costs more.

� May adversely affect current employees’ motivation and satisfaction due to a perceived inability to move up in the organization.

� Higher orientation and training costs.

� External hires have no history with the firm.

Recruiting Job Candidates

Major Recruiting Sources

Recruiting Job Candidates

Major

Recruiting

Sources (continued)

Recruiting Job Candidates

Challenges and Constraints in Recruiting

�Budgetary constraints.

�Organizational policies and image.

�Undesirable Job Characteristics

�Realistic Job Previews (RJP)

�The recruiter – candidate interaction.

Recruiting Job Candidates

Recruiting Evaluation Methods

Recruiting Job Candidates

Recruiting Evaluation Methods (continued)