Recruitment and selection in the organization
Lesecret
Recruitment.pptRecruitment
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Eng. Mohammad Y. "Bani Mfarrej"
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Labor Market Components: Key Terms
Labor Markets
The external supply pool from which organizations attract their employees.
Labor Force Population
All individuals who are available for selection if all possible recruitment strategies are used.
Applicant Population
A subset of the labor force that is available for selection using a particular recruiting approach.
Applicant Pool
All persons who are actually evaluated for selection
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Labor Market Components
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Attracting the applicants
Internal Recruitment
External Recruitment
Recruitment
Sources
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Job Posting
Job posting is most common formal method: posting note on bulletin board, note in company newsletter, or on company intranet (Job posting)
Eng. Mohammad Y. "Bani Mfarrej"
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Internal Recruiting Sources
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Advantages of Internal Recruitment
Most cost-effective
Existing employees already familiar with company
Employees motivated by opportunities for advancement
Managers have access to applicants’ past performance
Gives opportunities for promotion to employees
Keep the organization’s culture alive
Eng. Mohammad Y. "Bani Mfarrej"
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Disadvantages of Internal Recruitment
Sometimes companies want new ideas
May not help in the policy of diversity
Departments can “raid” other departments for best employees
Eng. Mohammad Y. "Bani Mfarrej"
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Eng. Mohammad Y. "Bani Mfarrej"
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External Recruiting
If internal sources do not produce sufficient acceptable candidates for jobs, many external sources are available.
These sources include schools, colleges and universities, employment agencies, labor unions, media sources, and trade and competitive sources.
Eng. Mohammad Y. "Bani Mfarrej"
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Eng. Mohammad Y. "Bani Mfarrej"
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External Recruitment Sources
Employment Agencies
and Search Firms
College and
University
Recruiting
High Schools and
Technical Schools
Labor
Unions
External Recruiting Sources
Media Sources
and Job Fairs
Competitive
Sources
Eng. Mohammad Y. "Bani Mfarrej"
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Third Party Recruiting
- Before advertising is considered an important decision needs to be taken whether to use third parties in any way in the recruitment process.
- Third-party recruiters are organizations, or individuals recruiting candidates for temporary, part-time, or full-time employment opportunities other than for their own needs.
Eng. Mohammad Y. "Bani Mfarrej"
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Effective Recruiting Advertisement
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Internet Recruiting
Now some employers are not only posting jobs and accepting resumes and cover letters on-line but also are conducting employment interviews on-line.
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Internet Recruiting
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Internet Recruiting
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Recruiting Evaluation
Evaluating the success of recruiting efforts is important.
That is the primary way to find out whether the efforts are cost effective in terms of time and money spent.
General areas for evaluating recruiting are shown in the figure on the next slide.
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Recruiting Evaluation
Evaluating Recruiting Efforts
Evaluating Recruiting Quality and Quantity
Evaluating the Time Required to Fill Openings
Evaluating Recruiting Satisfaction
Evaluating Recruiting Costs and Benefits
Eng. Mohammad Y. "Bani Mfarrej"
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Eng. Mohammad Y. "Bani Mfarrej"
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Recruiting Evaluation
Quantity of applicants: Because the goal of a good recruiting program is to generate a large pool of applicants from which to choose, quantity is a natural place to begin evaluation. Is it sufficient to fill job vacancies?
EEO goals met: The recruiting program is the key activity used to meet goals for hiring protected-class individuals.
This is especially relevant when a company is engaged in affirmative action to meet such goals.
Is recruiting providing qualified applicants with an appropriate mix of protected-class individuals?
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Recruiting Evaluation
Quality of applicants: In addition to quantity, there is the issue of whether the qualifications of the applicant pool are sufficient to fill the job openings. Do the applicants meet job specifications, and can they perform the jobs?
Cost per applicant hired: Cost varies depending on the position being filled, but knowing how much it costs to fill an empty position puts turnover and salary in perspective.
The greatest single expense in recruiting is the cost of having a recruiting staff. Is the cost for recruiting employees from any single source excessive?
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Recruiting Evaluation
Time required to fill openings: The length of time it takes to fill openings is another means of evaluating recruiting efforts.
Are openings filled quickly with qualified candidates, so the work and productivity of the organization are not delayed by vacancies?
Applicants might provide input on how they were treated, their perceptions of the company, and the length of the recruiting process and other aspects.
Eng. Mohammad Y. "Bani Mfarrej"
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