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 Human Resource Management, 5 E Human Resource Management, 5E 1 Chapter 6 Chapter 6 Recruiting Human Recruiting Human Resources Resources

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  • Chapter 6Recruiting Human Resources

    Human Resource Management, 5E

  • DefinitionRecruitment is the process of finding and attracting the capable job candidates for employment. The process begins when new recruits are sought and ends when their applications are submitted

    Human Resource Management, 5E

  • Nature and Purposes of RecruitmentRecruitment is the process of searching for and obtaining applicants for jobsRecruitment has several benefits for a firm:Determine the present and future requirements of the organisation in conjunction with its personnel-planning and job-analysis activities.Increase the pool of job candidates at minimum cost.Help increase the success rate of the selection process by reducing the number of visibly underqualified or overqualified job applicants.Help reduce the probability that job applicants, once recruited and selected, will leave the organisation only after a short period of time.Meet the organisations legal and social obligations regarding the composition of its workforce.Begin identifying and preparing potential job applicants who will be appropriate candidates.Increase organisational and individual effectiveness in the short term and long term.Evaluate the effectiveness of various recruiting techniques and sources for all types of job applicants.

    Human Resource Management, 5E

  • Factors Influencing RecruitmentExternal ForcesSupply and demandUnemployment rateLabour marketPolitical-socialSons of soilImageRecruitmentInternal ForcesRecruitmentHRPSize of the firmCostGrowth and expansion

    Human Resource Management, 5E

  • Recruitment ProcessApplicant PoolPotential HiresPersonnel PlanningJob VacanciesJob AnalysisEmployee RequisitionRecruitment PlanningNumbersTypeStrategy DevelopmentWhereHowWhenSearching Activation SellingMessageMediaEvaluation and ControlTo SelectionScreeningApplicant Population

    Human Resource Management, 5E

  • Recruitment Yield PyramidOffer AcceptanceJob OfferInvited for Final InterviewInvited to Screening InterviewInitial ContactsOffers/Acceptance (3:2)Interview/Offers (4:3)Screening/Invites (5:1)Contacts/Screens (10:1)2030402002000

    Human Resource Management, 5E

  • Sources of RecruitmentRecruitmentPresent EmployeesFormer EmployeesPrevious ApplicantsEmployees ReferralsProfessional or Trade AssociationsAdvertisementsEmployment ExchangesCampus RecruitmentWalk0ins and Write-insConsultantsContractorsDisplaced PersonsRadio and TelevisionAcquisitions and MergersCompetitorsE-RecruitingInternal SourcesExternal Sources

    Human Resource Management, 5E

  • Philosophies of RecruitmentRealistic job previewsJCQAlternativesover time workemployee leasingtemporary employment

    Human Resource Management, 5E

  • Typical Consequences of Job Previews Traditional ProceduresRealistic ProceduresSet initial job expectations too highSet job expectations realisticallyJob is typically viewed as attractiveJob may or not be attractive depending on individual needsHigh rate of job offer acceptanceSome accept, some reject job offerWork experience belies expectationsWork experience confirms expectationsLower job survival, dissatisfaction, frequent thoughts of quittingHigh job survival, satisfaction, no thoughts of quitting

    Human Resource Management, 5E

    Human Resource Management, 5EHuman Resource Management, 5E


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