1. Human Resource Management ELEVENTH EDITON
SECTION 2 Staffing the Organization
Robert L. Mathis  John H. Jackson
Chapter 7
Recruiting in Labor Markets
PowerPoint Presentation by Dr. Zahi Yaseen

2. Recruiting in Labor Markets
After you have read this chapter, you should be able to :
Identify different ways that labor markets can be identified
and approached.
Discuss the advantages and disadvantages of internal versus external recruiting
Specify three internal sources for recruiting and issues associated with their use.
List and briefly discuss five external recruiting sources.
Explain why internet recruiting has grown and how employees are conducting it.
Discuss three factors to consider when evaluating recruiting efforts.

3. Recruiting in Labor Markets
Strategic Approach to Recruiting
It becomes more important as labor markets shift and become more competitive. It’s important that recruiting be a part of strategic HR planning.
Figure 1.
Labor Markets
External supply pool from which organizations attract employees. To understand recruiting takes place , figure 2.

4. Figure 1 HR Planning How many employees will be needed?
When employees be needed?
What specific KSAs will be needed?
What diversity goals need to be met?
Figure 1
Strategic
Recruiting
stages
Organizational responsibilities
- HR staff and operating managers
Strategic recruiting decisions
Organizational- based vs. outsourced recruiting
Recruiting presence and image
Recruiter training
Regular vs. flexible staffing
EEO/diversity considerations
Recruiting source choices
Recruiting Methods
- Internal
- External
-Internet /web based

5. Labor Market Components
Figure 2

6. Recruiting in Labor Markets
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
Labor markets and recruiting
Figure 3

7. Labor Markets and Recruiting Issues
Figure 3
Labor Markets
Industry and Occupational
KSAs
Geographic
Local Regional National International
Educational and Technical Qualifications

8. Organizational recruiting responsibilities
HR Unit Managers
Forecast recruiting needs Anticipate needs for employees
Prepare copy for recruiting to fill vacancies.
ads and campaigns Determine KSAs needed from
Plans and conducts recruit applicants.
ing efforts Assist in recruiting effort with
Audits and evaluates all info about job requirements.
recruiting activities Review recruiting efforts
activities.

9. Strategic Recruiting decisions Internal Vs. External
Recruiting Advantages disadvantages
Source
Internal Morale of promote Inbreeding
2. Better assessment of abilities Possible morale problems of
3. Lower cost of some jobs those not promoted.
4. Motivator for good performance “Political”infighting for prom
5.Causes a succession of promotions Need for management-
6. Have to hire only at entry level Development program
External New blood brings new perspectives May not select someone who
2. Cheaper and faster than training fit the job or organization.
professionals May cause moral problems for
3. No group of political supporters internal candidates not selected.
in organization already Longer adjusted or orientation
4. May bring new industry insight time

10. External Recruiting: 1- School recruiting: summer, part-time.
2- College recruiting: jobs that needs skills.
3- Labor unions: could supply workers to employers.
4- Media sources: newspapers, magazines, TV, radio…etc. Ads should be evaluated for target market.
5- Trade and competitive sources: trade associations news letters, magazines. Direct contact to employees in other competitive companies, less training.
6- Employment agencies: profit or nonprofit agencies.
7- Executive search firms: for managerial and professional jobs, they charge up to 33% of the first year salary,
8- Internet recruiting: application online. HR reach more applicants, with less cost, and faster.

11. External Recruiting College and University Recruiting
High Schools and Technical Schools
Media Sources and Job Fairs
External Recruiting Sources
Labor
Unions
Competitive
Sources
Employment Agencies and Search Firms

12. Internet Job Searching
Source: Based on data from Greenfield Online ( as presented in The Wall Street Journal, November 27, 2000, R32.

13. What to Include in an Effective Recruiting Ad

14. Recruiting Evaluation General Areas for Evaluating Recruiting
Quantity of applicants
EEO goals met
Quality of applicants
Yield ratios
A comparison of the number of applicants at one stage of the recruiting process to the number at the next stage.
Selection rate
The percentage hired from a given group of candidates

15. Recruiting Methods Yield ratios Selection rate Acceptance Rate
A comparison of the number of applicants at one stage of the recruiting process to the number at the next stage
Selection rate
Percentage hired from a given group of candidates
Acceptance Rate
Percentage of rejected job offers
Success Base Rate
Comparing percentage rate of past applicants who were good employees to that of current employees.

16. Total initial contact = 100
Using Yield Ratios to determine needed applicants
Hires = 5
Offer recipients = 10
Final interviews= 15
Formal applicants = 30
Total initial contact = 100

17. How to make a professional CV?