1. Recruiting Employees
Chapter 6

2. Recruitment
Process of seeking and attracting a pool of people from which qualified candidates for job vacancies can be chosen
Organizations have options other than recruiting new employees
Offering overtime to existing employees
Temporary workers (direct hires)
Leasing employees (thru temporary agencies)
Subcontracting (Outsourcing ) the work to another organization
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3. Internal Sources– Organization’s Own Employees
Two sources of recruitment
Internal sources
External sources
Advantages of internal sources
Organization has a good idea of strengths and weaknesses of its employees(<- skills inventory)
Employees know more about organization and how it operates -> Likelihood of the employee having inaccurate expectations is reduced
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4. Internal Sources – Organization’s Own Employees
Recruitment from within can have a significant, positive effect on employee motivation and morale due to promotion opportunities
Most organizations have a sizable investment in their workforce -> Making full use of employees improves return on its investment
Disadvantages
Intense infighting for promotions can have a negative effect on morale and performance of employees not promoted
Inbreeding can results in stifling of new ideas
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5. Internal Sources – Job Posting
Method of informing employees of job vacancies by posting a notice (bulletin board or homepage)
Normally the job notice specifies
Job title
Rate of pay
Necessary qualifications
Procedure involves
All applications are sent to HR department for an initial review
An interview by prospective manager follows
Decision is based on qualifications, performance, length of service, and other pertinent criteria
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6. Internal Sources – Job Posting
Suggestions for development of specific implementation policies
Openings should be posted for specified time period before external recruitment begins
Eligibility rules for job posting system need to be developed and communicated
Unsuccessful bidders should be notified by human resource department and advised as to why they were not accepted
Secrecy regarding identity of applicants should be maintained
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7. External Sources of Recruiting Qualified Personnel
Needed in
Rapidly growing organizations, which require a large number of technical, skilled, or managerial employees
Advantages
Pool of talent much larger in comparison to internal sources
External hires may bring new insights and perspectives
Often cheaper and easier to hire technical, skilled, or managerial people from outside than to train and develop internally
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8. External Sources of Recruiting Qualified Personnel
Disadvantages
Attracting, contacting, and evaluating potential employees is more difficult
Employees hired from outside need a longer adjustment or orientation period
Recruiting from outside may cause morale problems among current employees

9. Advertising Job advertising
Placement of help-wanted advertisements in daily newspapers, trade and professional publications, and radio and television
Ads need to accurately describe job opening and requirements or qualifications needed to secure position
People respond more frequently to ads from companies with a positive corporate image
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10. Employment Agencies – Public
Social Security Act requires all eligible individuals to register with state employment agency before they can receive unemployment compensation
State employment agencies provide free service for
Individuals seeking employment
Business organizations seeking employees
Job Centers(고용지원센터) in Korea(affiliated with the Ministry of Labor) provide similar services to the job seekers and business organizations
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11. Employment Agencies – Private
Executive search firm (or headhunter)
Seeks candidates for high-level or professional positions
Employment agencies that recruit for lower-level positions
Customers may be job applicants seeking employment or business firms seeking employees
Fees of private employment agencies are paid by individual or employing organization
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12. Temporary Help Agencies
Temporary help – People working for employment agencies who are subcontracted out to businesses at an hourly rate for a period of time specified by the businesses
They get paid by a temporary help agency
Organization pays employment agency an agreed-upon amount for services of temporary help
Advantages
Makes a workforce more flexible
Used to augment current staff when organization is expanding
If organization is downsizing, they create a flexible staff that can be laid off easily
Disadvantages
Lack of commitment to organization
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13. Employee Referrals, Walk-ins and Unsolicited Applications
Using current employees as a source of referrals
May be Informal, or be structured with definite guidelines to be followed
Incentives and bonuses sometimes given to employees who refer subsequently hired people
Drawback – Development of cliques
Walk-ins and unsolicited applications
Some applicants submit applications when the company didn’t make any notice on recruiting
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14. Campus Recruiting
Recruitment activities of employers on college and university campuses
Recruiters conduct initial interviews, and the most promising applicants are invited to the company for further selection processes
HR department should take steps to ensure recruiters
Are knowledgeable concerning organization and jobs to be filled
Understand and use effective interviewing skills
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15. Internet Recruiting
Continues to be popular and rapidly growing means of recruiting
Disadvantages
Unsuitable job candidates
Poor quality job applications
Advantages
Speed
Examples of recruiting on the Internet:
인크루트(
잡코리아 (
사람인 (
취업뽀개기 (cafe.daum.net/breakjob)
잡부산 (
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16. Effectiveness of Recruitment Methods
Organizations need to take steps to identify its most effective recruitment sources
One study showed that
Employee referrals were the most effective method as compared to newspaper advertisement, private employment agency, and walk-ins in terms of turnover rates
HR departments could monitor effectiveness of recent hires in terms of turnover, absenteeism, and job performance, and relate those with the source of recruitment to identify which of the specific recruitment sources produces the best employees
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17. Realistic Job Previews
Method of providing complete information, both positive and negative, to job applicant
Traditional methods of recruiting: to present the organization and the job positively in order to obtain a favorable selection ratio
Favorable selection ratio – A large number of applicants in relation to number of job openings
This approach tend to make job applicants set very high initial job expectations, resulting in dissatisfaction and high turnover
RJP enables job candidates to self-select out of jobs that do not meet their expectations
Usually, job applicants recruited using RJP, who accepted the job, have more job satisfaction
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18. Organizational Inducements In Recruitment
All positive features and benefits offered by an organization to attract job applicants
Three important organizational inducements:
Organizational compensation systems
Career opportunities
Organizational reputation
Compensation
Starting salaries
Frequency of pay raises
Incentives
Nature of the organization’s fringe benefits
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19. Organizational Inducements In Recruitment
Career opportunities
Today’s workers are more career oriented than before . Reputation for providing employees with career opportunities may result in attracting a larger pool of qualified candidates
Employee and management development opportunities
Organizational reputation
Organization’s overall reputation, or image, serves as an inducement to potential employees
Factors that affect an organization’s reputation:
General treatment of employees
Nature and quality of its products and services
Participation in worthwhile social endeavors(CSR)
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