MGT3045 WK 3 Discussion

Recruitment Sources and Strategic Recruiting

When hiring externally, HRM uses several sources to �nd applicants, depending on the skills and

educational requirements, position title and level, and the industry.

HRM uses some of the following sources:

Job fairs

College Career Centers

College Internships

Newsprint (industry-speci�c periodicals and local newspapers)

Radio

Television

Headhunters and executive placement �rms

Temporary employment agencies

Employment agencies

Word-of-mouth by current employees and customers

Current interns and temporary workers

Internet and company websites

Career development sites such as Monster.com (http://www.monster.com/), LinkedIn

(https://www.linkedin.com), Indeed (https://www.indeed.com), CareerBuilder (http://careerbuilder.com)

Industry-speci�c sites such as Society for Human Resource Management

(http://www.shrm.org/).

Local advertising brings in local residents, eliminating relocation expenses.

Colleges provide inexpensive labor, but most college-level applicants are inexperienced and require

intensive training. The Internet is quite inexpensive or free.  Imagine how many résumés you’ll sort through when posting a job vacancy on Monster.com! Some HR personnel report getting thousands of

résumés weekly after advertising on well-known websites. Many applicants aren't even very

interested in the jobs. HRM must carefully weigh costs and bene�ts of various recruitment efforts

against the needs and the vacancy.

Firms that seek additional diversity or are required to engage in Af�rmative Action need to be

especially careful. If a �rm wants to hire more minorities, it cannot go about its recruitment efforts in the traditional fashion. For instance, if going to a local private college will not likely yield many Hispanic

applicants, HRM needs to focus its recruitment efforts and use tools that attract a Hispanic audience.

For example, your local technical college, community college, or public university may have a large

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Hispanic population. It is a good idea to make enquiries with the career development of�ce of that

college or university. Advertising in Spanish language newspapers and periodicals may increase the

diversity of applicants, or a job fair in primarily Hispanic neighborhoods.

Recruiting can be an important part of an organization's overall strategy and not simply an expense to be minimized. To be effective, recruiters need to understand competitors' business strategies and

practices, labor market dynamics, the importance of both quality and quantity of talent, and time and

money limits. The following �gure shows the components of effective strategic recruiting.

 

Additional Materials

Strategic Components of Effective Recruiting (media/week3/SUO_MGT3045_W3%20L3.pdf? _&d2lSessionVal=xvaVgUyXRoe3ruwtwbTEE4vbH&ou=92916)

Testing and Selection (media/week3/SUO_MGT3045_W3_L3%20B.pdf?

_&d2lSessionVal=xvaVgUyXRoe3ruwtwbTEE4vbH&ou=92916)

Orientation and Training (media/week3/SUO_MGT3045_W3_L3%20C.pdf?

_&d2lSessionVal=xvaVgUyXRoe3ruwtwbTEE4vbH&ou=92916)

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