2. Objectives To become familiar with the recruiting process.
To learn various ways in which an employee is recruited.
To obtain knowledge concerning the different advertising media used in recruitment.

3. Main Menu The Recruitment Process Recruitment Sources
Recruitment Advertising
Legal & Ethical Considerations & Tips

4. The Recruitment Process

5. Recruitment
Is the method of finding a group of applicants and selecting qualified employees to hire
Is the process of locating, identifying and attracting capable applicants
Provides employers with a pool of potentially qualified job candidates from which a selection can be made to fill job openings or positions

6. Recruitment
Is usually completed by the human resources department of a business
Begins with proper employment planning and forecasting
Is dependent on the type of job and the number of openings

7. The Recruiting Process
Involves:
developing a recruitment policy
completing and analyzing a needs assessment
identifying the “ideal employee”
accurately describing the “ideal employee” and open position in a job description
recruiting the “ideal employee” by identifying recruitment sources and strategies associated with these sources

8. Recruitment Policy
Is a set of guidelines for a business to follow when recruiting prospective employees
Includes guidelines for:
the needs assessment
ways to analyze the needs assessment
potential media or techniques which could be used in the recruitment process
legal issues and regulations

9. Needs Assessment
Is completed by a company to determine if and where new employees are needed
Provides a business with insight as to where new employees could add to the productivity and profitability of the business
Is usually completed by the human resources department of a business
Is analyzed to determine the actual needs of a business as well as to obtain opinions on the collected data
Needs Assessment: an impartial way to determine where added employees or supervisors could be of use

10. Identifying the “Ideal Employee”
Allows businesses to create a job description by identifying:
the type of employee it needs, for example:
graphic designer
sales director
the skills and knowledge the employee needs to succeed, such as:
experience using graphic design software
experience and success in group sales

11. Accurately Describing the “Ideal Employee”
Is extremely important, but can be difficult
Ensures recruiting candidates who are qualified
Is completed by creating a job description
the job description should serve as a “snapshot” of the position the employee will be filling and be used when advertising for the position

12. Job Description Should include: title of the position department
management level
general tasks and requirements
key areas of responsibility
assigned team members and work groups
terms of employment
qualifications (necessary skills and required experience)

13. Writing a Job Description
Do not rely solely on a job’s history
focus on what the job needs in terms of the organization’s current state and long-term objectives
Clarify the actual tasks and responsibilities of a position before considering the special attributes needed for the position
Include more than a list of tasks and responsibilities necessary to complete the job

14. Writing a Job Description
Explain the credentials essential to the job
the credentials you establish have a direct bearing on the candidate’s ability to become a top performer
for example: in order for a secretary to dictate he or she must be able to type 45 words per minute, therefore anyone who can type 45 words or more per minute is a suitable candidate

15. Recruiting the “Ideal Employee”
Involves identifying:
sources of prospective employees
ways to reach the individual
methods of attracting the individual

16. Recruitment Sources

17. Recruitment Sources Include: current employees competitor employees
walk-in applicants
employment services and agencies
educational institutions

18. Current Employees
Are a good place to start when looking to fill a position
Should be considered when thinking of the qualities needed for the job

19. Current Employee Recruiting
Advantages include:
employee’s work habits are already known
recruiting and training costs are lower
organizational structure and environment are already familiar to the employee
Disadvantages include:
promoting from within may cause resentment in fellow employees
hiring only from within limits opportunities for bringing new ideas into a company

20. Competitor’s Employees
Can be a useful recruiting source if your competitor has gone out of business, downsized or the employee wished for a change of atmosphere
Are sometimes viewed as off-limits for recruiting

21. Recruiting Competitor’s Employees
Advantages include:
allow current job skills to be utilized
insight into competitor’s operations can be obtained
Disadvantages include:
sometimes viewed as unethical
can start a costly cycle of raiding each other’s personnel
could require un-training and retraining to meet the needs of your business
Some employers require employees to sign a non-competition clause which does not allow employees to work for a competitor for a certain number of years after they have left a company.

22. Walk-in Applicants
Usually ask to be considered for various job openings in the company whether they occur now or in the future
Should complete an application form
May be given information on jobs which are now available or may become available
Can complete a company’s employment test to determine how they fit with company needs
Employment tests can include typing tests, aptitude tests and personality assessments. These tests are normally taken online or on-site.

23. Recruiting Walk-in Applicants
Advantages include:
applicants show drive for wanting a job with your company
individuals can bring new ideas into the business
Disadvantages include:
applicants might not be as qualified for certain positions as current employees or other recruits
individuals could require more extensive training
process of reading applications and résumés can be tedious and often overwhelming

24. Employment Services & Agencies
Provide a business with a list of pre-screened and tested applicants from a large database
Give businesses a record of only those applicants which meet the needs of a business
Charge a fee if they are a private agency or service
Are free if they are a state or public agency or service

25. Using Employment Services & Agencies
Advantages include:
decreases the work done by the business
pre-screens and tests employees to ensure they fit the job
enhances the efficiency and speed of the process due to a large applicant database
Disadvantages include:
increases the expenses associated with recruiting
requires frequent updates of job openings

26. Educational Institutions
Can be extremely effective sources when looking for either part-time help or positions which require specialized skills
Are filled with students who could use a part-time job for a source of income
Are prime targets for business recruitment
Offer students with extremely specialized knowledge and skills

27. Recruiting Using Educational Institutions
Advantages include:
large pool of prospects is available
students are often seeking work or on-the-job training
graduates have specialized degrees needed for certain positions
Disadvantages include:
additional training may be needed
student or graduate’s maturity level could be an issue

28. How Businesses Advertise Job Openings
Career fairs
Networking
Media advertising

29. Career Fairs
May be hosted by schools, communities or other civic groups
Can be specialized based on the topic or industry
Allow businesses to set up booths which give an overview of their company
Involve members of the business talking to individuals about the company and its purpose
Are great ways to publicize a business
Are a great source of acquiring immediate help
Conventions often involve career fairs in order to allow individuals at the convention to see examples of the industry associated with the convention topic.

30. Networking
Is the process of building and maintaining informal relationships with people who could bring advantages such as a job or business opportunity
Is commonly linked to employee referrals
Uses friends and associates as business contacts

31. Media Advertising
Allows businesses to be selective and clearly indicate the nature of the job and its required qualifications
Enables a company to target minorities through:
minority-oriented media
publications at schools and college campuses
Increases expenses associated with advertising
Examples of minority target marketing are businesses advertising on a television station, or placing ads around college campuses which are known for a high percentage of minority students.

32. Recruitment Advertising

33. Advertising Media Include: newspaper Internet television radio
Additional media such as billboards or flyers are used by some businesses to obtain employment.

34. Media Advertising Statistics
Seventy-five percent of job seekers read listings in newspaper editions
Sixty percent of job seekers use the Web to view job posts
Sixty percent of individuals combine newspaper searches with the Internet and/or another search vehicle

35. Media Advertising Statistics
Almost 60 percent of job seekers also rely on other job-seeking means, such as:
hearing about jobs from friends
professional organizations
agency placement
Just under half of those who report using only one search method indicate they use newspaper classifieds
this is double the percent of job seekers who say they only use the Internet

36. Newspaper Advertising
Is the most common form of job posting
Is becoming less popular as Internet posting sites are gaining popularity
Involves the company writing a want ad to place in the classifieds section of the paper
Is viewed as a more trustworthy source of finding employment than Internet advertising
Want ads are a condensed version of a job description stating only the main points of a job and contact information. The cost of placing a want ad in a newspaper varies from paper to paper depending on the length of the ad and the amount of time it runs.

37. Tips for Writing a Want Ad
Get to the point with job responsibilities
be concise, but thorough
Prioritize skills
determine the skills for the position, rank them in importance and place them in the ad
List the interviewer as the contact person
BE HONEST

38. What to Include in a Want Ad
Salary
optional, but if the salary is low it could reduce the applicants who are in need of more pay
list if there is an opportunity for growth
Experience
always put if experience is required
Company description

39. Internet Advertising Is gaining popularity at a rapid rate
Is a faster way of posting jobs
Is able to be viewed 24 hours a day
Is mainly used by companies which have a website
Offers unlimited space for advertisements
whole job descriptions can be posted rather than a want ad
Some newspapers post their want ads on their website for viewing as well.

40. Cost of Internet Job Posting Sites
Varies from site to site
Is more expensive than in a newspaper
Can be lessened by purchasing packages to post more than one job opening
Popular Job Posting Sites:
Individuals who are looking for jobs can submit their résumé to some of these sites to be matched with positions for a fee.

41. Radio & Television Advertising
Is mainly used in small areas where the position is located
Is not as commonly used as newspaper or Internet advertising methods
Is used to fill an immediate or entry-level position
Is often used to recruit part-time student positions

42. Legal & Ethical Considerations & Tips

43. Recruitment Laws
Include:
discrimination laws
immigration laws

44. Discrimination Laws
Must be followed to be considered an Equal Opportunity Employer (EOE)
Include employment laws concerning discrimination based on:
age
sex
race
religion
disability
EOE: To access the specific laws associated with each category go to

45. Immigration Laws Include laws regarding: illegal immigrant employment
citizenship
green cards
social security cards
To access specific immigration laws go to

46. Ethical Considerations
Concern the moral aspects of the recruitment process
remember: if something does not seem like it is ethical, it probably is not
Need to be included in policies for recruiting employees such as:
keeping jobs posted for a set amount of days to allow all interested parties time to apply
not showing favoritism to certain employees by promoting them based on partiality rather than merit

47. Ethical Considerations Example
Hiring your significant other as your secretary without posting the job for a set number of days or interviewing other candidates is not an ethical practice

48. Ethical Considerations
Play a large role in the recruiting and hiring process
businesses should always be able to prove why one potential employee was selected over another
businesses should keep a record of résumés, interview all qualified candidates and call an interviewee’s references in order to ensure all prospects are treated fairly

49. Tips for Being Recruited
Always network
most companies place a high value on employee referrals, the more people you know the more likely you are to get a referral
“it is not what you know, it is who you know”
Always check for benefits
it is important to know exactly what a job is offering in terms of insurance, vacation, social security, worker’s compensation and bonuses

50. Tips for Being Recruited
Apply for jobs you are qualified for
do not sell yourself short, but do not exaggerate abilities
Research the company you are being recruited by
it is always smart to know the purpose of the business and have a general idea of the job you wish to obtain in case questions relating directly to the job are asked in the interview

51. Recruitment Is a necessary process for any business
Can provide businesses with a qualified workforce if completed correctly
Is essential in ensuring the success of a business

52. Resources http://vt.essortment.com/successfulrecru_pzx.htm
Robbins, S.P., & Decenzo, D.A. (2004). Supervision Today. Upper Saddle River, NJ: Pearson Prentice Hall.
Allen, K.R. & Meyer, E.C. (2006). Entrepreneurship and small business management. Woodland Hills, CA: McGraw-Hill

53. Acknowledgements Production Coordinator: Technical Writer:
Megan Mitchell
Technical Writer:
Jessica Odom
Project Coordinator:
Maggie Bigham
Production Manager:
Dusty Moore
Graphic Designer:
Ann Adams
Executive Producers:
Gordon Davis, Ph.D.,
Jeff Lansdell
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