Human Resource Management

Md. Mostofa Jaman

Recruiting

Recruiting

INTRODUCTIONRecruiting Once an organization identifies its human resource

needs through employment planning, it can begin the process of recruiting potential candidates for actual or expected organizational vacancies.

INTRODUCTION

Recruiting brings together those with jobs to fill and those seeking jobs.

INTRODUCTION

Recruiting is a process of identifying and hiring

best qualified candidates for a job vacancy, in a

most timely and cost effective manner.

RECRUITING GOALS

To provide information that will attract a significant pool of qualified candidates and discourage unqualified ones from applying.

FACTORS THAT AFFECT RECRUITING EFFORTS

Organizational size

Employment conditions in the area

Working conditions, salary and benefits offered

Organizational growth or decline

RECRUITING PLANNINGRequisitions: Requisition is a formal document that authorizes the filling of a

job opening indicated by the signatures of the top management. Supervisors are seldom given discretion to authorize the filling of job opening.

Timing: Two factors that drive the decision of when look for job applicants

are lead time concerns and time sequence concerns.

Number of contacts: The pool of applicants almost needs to be larger than the number of

vacant position. It is very to determine the exact number needed to fill a particular vacancy.

RECRUITING PLANNING

Recruitment budget & Return on investment:

The recruitment process is a vey expensive component of organizational staffing. Cost include staff time developing a recruitment message, website development & administration, advertising, time spent making personal contacts and following up with potential candidates.

Development of a recruiment guide: A recruitment guide is a formal document that details the process to be

followed to attract applicants to a job. It should be based on the organization’s staffing flowchart.

Process flow & Record keeping: Before deciding where & how to look for applicants, it is essential that organization

prepare for the high volume of data that accompanies the filling of vacancies.

CONSTRAINTS ON RECRUITING EFFORTS INCLUDE

Organization image

Job attractiveness

Internal organizational policies

Government influence, such as discrimination laws

Recruiting costs

RECRUITING SOURCES

Sources:

Internal Searches

Employee Referrals/Recommendations

External Searches

RECRUITING SOURCESThe internal search Organizations that promote from within

identify current employees for job openings: by having individuals bid for jobs by using their HR management system by utilizing employee referrals

RECRUITING SOURCES

Employee referrals/recommendations

Current employees can be asked to recommend recruits.

ADVANTAGES OF INTERNAL SOURCE

> It is good public relation > It builds morale > It encourage good individuals who are

ambitious > It’s less costly.

ADVANTAGE OF EMPLOYEE REFERRAL

> The employees motivation to make good recommendation.

> Availability of accurate job information. > More acceptable.

Disadvantages > Friend become enemy. > The potential for nepotism. > 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 don’t identify the

organization.

RECRUITING SOURCES

External searches Employment agencies:

Public or state employment services focus on helping unemployed individuals with lower skill levels 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 SOURCESExternal 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 Professional organizations:

Labor UnionsOperate Placement services

RECRUITING SOURCESExternal searches

Cyberspace Recruiting: Nearly four out of five companies use the Internet to recruit employees. Commercial job-posting services continue to grow.

RECRUITING SOURCES

Recruitment alternatives Temporary help services.

Temporary employees help organizations meet short-term fluctuations in HRM needs.

Older workers can also provide high quality temporary help.

Employee leasing. Trained workers are employed by a leasing

company, which provides them to employers when needed for a flat fee.

Typically remain with an organization for longer periods of time.

RECRUITING SOURCES

Recruitment alternatives Independent contractors

Do specific work either on or off the company’s site. Costs of regular employees (i.e. taxes and benefits

costs) are not incurred.

COMMUNICATION MESSAGE

Realistic Recruitment Message: A realistic recruiting message portray the organization and

the job as they really are rather than describing what the organization thinks job applicants want to hear.

Employment Brand Message: Organization wishing to portray an appealing message to

potential applicants may develop an employment to attract applicants. An employment brand is a “good company tag” that places the image of “being a great place to work. An organizations employment brand is closely tied to it’s product market image.

Advantage of Brochure: It can be lengthier than advertisement.

Disadvantage of Brochure: Costly to develop. Less credible. A successful brochures possesses: 1. A unique theme or point of view relative to organizations in same

industry. 2. A visual distinctiveness in terms of design & photograph. A good

format for the brochure is to begin with a general description of the organization includes it’s history, culture, values, goals, brand.

Videos & Videoconferencing: A video can be used along with brochure, but it should simple

replicate the brochure. Brochure should be used for general information & video should be used to show the culture & climate of the organization.

Advertisements: Ads are much shorter and to the point than recruitment

brochures.

Organizational Websites:Direct Contact: Two most common media for direct contact is messages & e-mail.

CLOSED, OPEN & HYBRID RECRUITMENT

Close internal Recruitment System: Under a closed internal system, employees are not made aware of job vacancies. The only people made aware of promotion or transfer opportunities are those who oversee placement in the HR department. It is very efficient. And time & cost involved are minimal.

Open Internal Recruitment System: Under an open internal system employees are made aware of job vacancies. This is accomplished by a job posting & bidding system. It gives employees a chance to measure their qualifications against those required for advancement. It creates unwanted competition. It is lengthy & time consuming.

Hybrid system of internal Recruitment: Under a hybrid system, both open & closed steps are followed at the same time. Job vacancies are posted and HR department conducts a search outside the job posting system.