Human Resource Management Lecture 7 MGT 350 1

Last Lecture What is recruitment? Goals of recruitment. Process of recruitment. Recruitment in Global Village. Expatriates Home country nationals. Host country nationals. 2

Topic Recruiting Recruiting Sources 3

Sources should match the position to be filled. The Internet /IT is providing many new opportunities to recruit and causing companies to revisit past recruiting practices. Sources: –Internal Searches –Employee Referrals/Recommendations –External Searches –Alternatives 4

Recruiting Sources The 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 5

Recruiting Sources The internal search Advantages of promoting from within include –good public relations –morale building –encouragement of ambitious employees and members of protected groups –availability of information on existing employee performance –cost-savings –internal candidates’ knowledge of the organization –the opportunity to develop mid- and top-level managers 6

Recruiting Sources The internal search Disadvantages include: –possible inferiority of internal candidates (Feeling low in Rank) –infighting and morale problems (Conflict between members of the same organization) 7

Recruiting Sources Employee referrals/recommendations Current employees can be asked to recommend recruits. Advantages include: –the employee’s motivation to make a good recommendation –the availability of accurate job information for the recruit –Employee referrals tend to be more acceptable applicants, to be more likely to accept an offer and to have a higher survival rate. 8

Recruiting Sources Employee referrals/recommendations Disadvantages include: –the possibility of friendship being confused with job performance –the potential for nepotism 9

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. 10

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. 11

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 12

Recruiting Sources External 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. 13

Recruiting Sources External searches Professional organizations: –Publish rosters of vacancies –Placement services at meetings –Control the supply of prospective applicants Professional organizations also include labor unions. 14

Recruiting Sources External searches Unsolicited applicants (Walk-ins): May provide a stockpile of prospective applicants if there are no current openings. Cyberspace Recruiting: Nearly four out of five companies use the Internet to recruit employees. Commercial job- posting services continue to grow. 15

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. 16

Recruiting Sources Recruitment alternatives Independent contractors –Do specific work either on or off the company’s premises. –Costs of regular employees (i.e. taxes and benefits costs) are not incurred. 17

Meeting the Organization View getting a job as your job at the moment. Preparing Your Resume –Use quality paper and easy to read type. –Proofread carefully. –Include volunteer experience. –Use typical job description phraseology. –Use a cover letter to highlight your greatest strengths. Don’t forget about networking as an excellent way of gaining access to an organization. 18

Summary Recruiting Sources –Internal Searches –Employee Referrals/Recommendations –External Searches –Alternatives Meeting the Organization 19