Recruiting Job Candidates Human Resource Management: Functions, Applications, Skill Development by Robert N. Lussier and John R. Hendon Chapter 5

Recruitment Has Changed no http://www.youtube.com/watch?v=N-ebIGpZIWI The World’s Best Employer, Part I The World’s Best Employer, Part II http://www.youtube.com/watch?v=9SCxJTmS1Eo Human Resource Management: Functions, Applications, Skill Development by Robert N. Lussier and John R. Hendon © 2012 SAGE Publications, Inc.

Recruiting Job Candidates Recruiting is the first step in matching actual employees with specific jobs. The process should be as efficient as possible because costs associated with recruiting, selecting, and training a new employee is often more than 100 percent of the employee’s annual salary. Human Resource Management: Functions, Applications, Skill Development by Robert N. Lussier and John R. Hendon © 2012 SAGE Publications, Inc.

Recruiting Job Candidates Is the process of creating a reasonable pool of qualified candidates for a job opening. Thumb rule: 15-25 people for each opening. External forces that affect recruiting efforts: The labor market. Competitors. Social and legal environment. Human Resource Management: Functions, Applications, Skill Development by Robert N. Lussier and John R. Hendon © 2012 SAGE Publications, Inc.

Recruiting Job Candidates Recruiting Considerations and Sources Under what conditions will the organization recruit new people? What are the organization’s alternatives and when will it use them? Should the organization recruit locally, regionally, nationally or globally? Will the organization recruit from within first or go outside the organization? What primary recruiting sources will provide the best recruits? Human Resource Management: Functions, Applications, Skill Development by Robert N. Lussier and John R. Hendon © 2012 SAGE Publications, Inc.

Recruiting Job Candidates Internal Recruiting Refers to filling job openings with current employees or people known by current employees. Sources Internal job postings that result in promotions or lateral moves from within. Employee referrals. Human Resource Management: Functions, Applications, Skill Development by Robert N. Lussier and John R. Hendon © 2012 SAGE Publications, Inc.

Recruiting Job Candidates Internal Recruiting (continued) Open recruiting - advertising the job openly within the organization. Targeted recruiting - managers privately nominate workers who they feel can do the job. Closed recruiting – a hiring manager communicates the need to fill a job to HR; HR searches files for people with requisite skills and qualifications and sends the list to the manager. Human Resource Management: Functions, Applications, Skill Development by Robert N. Lussier and John R. Hendon © 2012 SAGE Publications, Inc.

Recruiting Job Candidates Internal Recruiting Strategies Promotability ratings - when these ratings are included in the annual appraisal process, it can make internal recruiting more efficient. Managerial sponsorship – a type of mentoring: managers must provide sponsorship for individual employees before they would be considered for a promotion. Human Resource Management: Functions, Applications, Skill Development by Robert N. Lussier and John R. Hendon © 2012 SAGE Publications, Inc.

Recruiting Job Candidates Internal Recruiting: Advantages Promotions and requested lateral moves increase organizational commitment and job satisfaction. Applicants become more valuable by learning more about the “big picture”. Applicants show interest in the organization, have knowledge of operations and processes, and feel comfortable continuing to work in the company. Organization has existing knowledge of applicants. Organization can save money. Internal is usually faster than external recruiting. Human Resource Management: Functions, Applications, Skill Development by Robert N. Lussier and John R. Hendon © 2012 SAGE Publications, Inc.

Recruiting Job Candidates Internal Recruiting: Disadvantages Applicant pool is significantly smaller. Hiring from within opens another job to fill. Employee success in one job doesn’t mean success in a different job. An external candidate may have better qualifications. Internal employees may feel entitled to the job whether or not they are capable and qualified. It may create or perpetuate resistance to change or stifle creativity and innovation because the person is already immersed in the organization’s culture. Human Resource Management: Functions, Applications, Skill Development by Robert N. Lussier and John R. Hendon © 2012 SAGE Publications, Inc.

Recruiting Job Candidates External Recruiting The process of engaging individuals from the labor market outside the firm to apply for a job. Can be accomplished in an open or targeted manner, in much the same way as internal recruiting. Human Resource Management: Functions, Applications, Skill Development by Robert N. Lussier and John R. Hendon © 2012 SAGE Publications, Inc.

Recruiting Job Candidates External Recruiting Sources Walk-ins. Educational institutions. Employment agencies. Advertising. Human Resource Management: Functions, Applications, Skill Development by Robert N. Lussier and John R. Hendon © 2012 SAGE Publications, Inc.

Recruiting Job Candidates External Recruiting: Advantages Avoids creating or perpetuating resistance to change. May be able to find individuals with complex skill sets who are not available internally. Can lower training costs for skilled positions by hiring in someone who already has the requisite skills. Increases organizational diversity. Human Resource Management: Functions, Applications, Skill Development by Robert N. Lussier and John R. Hendon © 2012 SAGE Publications, Inc.

Recruiting Job Candidates External Recruiting: Disadvantages The disruption of introducing different ways of operating. Takes longer and costs more. May adversely affect current employees’ motivation and satisfaction due to a perceived inability to move up in the organization. Higher orientation and training costs. External hires have no history with the firm. Human Resource Management: Functions, Applications, Skill Development by Robert N. Lussier and John R. Hendon © 2012 SAGE Publications, Inc.

Recruiting Job Candidates Major Recruiting Sources Human Resource Management: Functions, Applications, Skill Development by Robert N. Lussier and John R. Hendon © 2012 SAGE Publications, Inc.

Recruiting Job Candidates Major Recruiting Sources (continued) Human Resource Management: Functions, Applications, Skill Development by Robert N. Lussier and John R. Hendon © 2012 SAGE Publications, Inc.

Recruiting Job Candidates Challenges and Constraints in Recruiting Budgetary constraints. Organizational policies and image. Undesirable Job Characteristics Realistic Job Previews (RJP) The recruiter – candidate interaction. Human Resource Management: Functions, Applications, Skill Development by Robert N. Lussier and John R. Hendon © 2012 SAGE Publications, Inc.

Recruiting Job Candidates Recruiting Evaluation Methods Human Resource Management: Functions, Applications, Skill Development by Robert N. Lussier and John R. Hendon © 2012 SAGE Publications, Inc.

Recruiting Job Candidates Recruiting Evaluation Methods (continued) Human Resource Management: Functions, Applications, Skill Development by Robert N. Lussier and John R. Hendon © 2012 SAGE Publications, Inc.