1 Recruitment Week 4 2BC3 ___________________ Dr. Teal McAteer McMaster University DeGroote School of Business

2 Recruitment The process of finding and attracting capable applicants to apply for employment Process begins when new recruits are sought and ends when the application is submitted

3 Strategic Issues re: Recruitment 1.Can help organizations gain a competitive advantage 2.Reap the benefits from selecting from a diverse pool of candidates 3.Choose to recruit either skilled external candidates or internal candidates (to develop internally) 4.Amount of recruitment budget affects the quality of recruits

4 Recruitment 3 necessary conditions –Common communication medium –Job seeker must perceive a match between his or her personal characteristics and the job requirements –Job seeker must be motivated to apply

5 Recruitment Sources Internal Recruiting –Current employees (e.g., promotions) External Recruiting –Referrals from current employees, former employees, customers –Print ads –Employment / temp agencies –Universities / colleges –Internet

6 Internal Recruiting Advantages??? Ee is familiar with org and culture Lower recruitment costs Ee has proven their ability Improves workplace morale and motivation Disadvantages??? Internal rivalry No “new blood” Poor morale of ees who are not selected

7 External Recruiting Advantages??? Can acquire skills that is not available within the org’n Newer ideas may emerge Disadvantages??? Newcomers may not fit Newcomers need to learn about the org and its culture More expensive Lower morale of ees who don’t see career growth within the firm

In-Class Exercise Job Posting Identifying key skills required What should recruiting messages contain? Preparation of Interview Selection questions based on posting. 8

9 Factors Affecting Recruitment 1.Organizational Policies Promote from within (e.g. union) Compensation policies (recruiters don’t have authority to set pay, etc.) Employment status policies (restriction of no part-time or temporary ees) 2.Human Resource Plans Plan of which jobs should be filled by recruiting and which jobs should be filled internally

10 Factors Affecting Recruitment 3.Diversity Management Programs E.g., Employment Equity 4.Recruiter Habits Using same sources; looking for same types of individuals 5.Environmental Conditions Available workforce

11 Factors Affecting Recruitment 6.Job Requirements More difficult to fill a highly specialized job 7.Costs 8.Inducements Signing bonuses, trips, fitness centre memberships etc.

12 Research on Internet Recruiting 26% of students rejected employers from job search because of poor website design Study comparing effectiveness of different website orientations (Williamson et al., 2003) –Recruiting orientation Goal is to sell and promote the company to prospective applicants –Screening orientation Goal is to evaluate and screen applicants –Results: Websites with a recruiting orientation resulted in higher levels of attraction to organizations

13 Effectiveness of Recruitment Sources Cost per hire Time-lapse from candidate identification to hire Source yield –Ratio of hires : applicants –Ratio of offers : applicants –Ratio of qualified applicants : total applicants Performance of hires Tenure / turnover of hires Diversity / Employment equity issues

14 Comments / Questions ?