1. Human Resource Management
By Laura Portolese Dias

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3. Chapter 4
Recruitment
This chapter will discuss the recruitment process.

4. Learning Objectives
Discuss the need for forecasting human resource needs and techniques for forecasting.
Explain the steps to an effective recruitment strategy.
Develop a job analysis and job description.

5. The Recruitment Process
The process that provides the organization with a pool of qualified candidates
Proper staffing plans and forecasting must occur first
Point out that this should be a major part of the overall strategy of HRM.

6. The Recruitment Process
Forecasting
Internal factors
Budget constraints
Expected or trend of employee separations
Production levels
Sales increases or decreases
Global expansion plans
Forecasting is based on internal and external factors, noted here and on the next slide. Changes in these areas may cause a need to revisit the recruiting strategy.

7. The Recruitment Process
Forecasting
External factors
Changes in technology
Changes in laws
Unemployment rates
Shifts in population
Shifts in urban, suburban, and rural areas
Competition
The external factors, while we may not have control over, can often be predicted.

8. The Recruitment Process
Aspects of a Recruitment Strategy
Staffing plans
Confirm the job analysis is correct through questionnaires.
Write the job description and job specifications.
Have a bidding system to recruit and review internal candidate qualifications for possible promotions.
Determine the best recruitment strategies for the position.
Implement a recruiting strategy.
These are the basic steps to a recruitment strategy.

9. The Recruitment Process
Job analysis
A formal system used to determine what tasks people perform
Helps ensure creation of the right fit between job and employee
Reviewing job responsibilities of current employees
Job specifications
A list of tasks, duties and responsibilities of a job
Job description
Identifies skills and abilities (based on job analysis and job specification) needed to be successful at a job
I consider these areas the “research” part of recruitment. I always point out to students that without these, we don’t know what we are looking for.

10. The Recruitment Process
Two types of job analysis
Task-based analysis
Focus on job duties required
Specific tasks are clearly listed, such as
“Assist customers with product questions”
Competency- or skills-based analysis
Focus on how a person applies skills
More objective, such as
“Able to utilize data analysis tools”
One is not necessarily better than the other, and the decision of which type to use may be mostly based on the specific job.

11. The Recruitment Process
Job analysis process
Job analysis questionnaire to all employees
Organization of employee data
Job analysis written for each position in the organization
Job description/job specifications written based on job analysis data
Point out that this process should be ongoing, as job components change rapidly.

12. The Recruitment Process
Job description should include
Job functions (the tasks the employee performs)
Knowledge, skills, and abilities (what an employee is expected to know and be able to do, as well as personal attributes)
Education and experience required
Physical requirements of the job (e.g., ability to lift, see, or hear)
Remind students of EEOC laws relating to the job description.

13. Learning Objective
Explain the Immigration Reform and Control Act (IRCA), Patriot Act, and Equal Employment Opportunity (EEO) laws and how they relate to recruiting.

14. The Law and Recruitment
Immigration Reform and Control Act
Adopted in 1986
Requires employers to attest to their employees’ immigration status
Makes it illegal to hire or recruit illegal immigrants
Responsible for subcontracting
Be able to show I-9 forms for all workers
Employers must keep records of employee immigration status. May be audited at any time and fines can reach in the thousands of dollars.

15. The Law and Recruitment
Patriot Act
As a result of 9/11
Enhances the Federal Government’s ability to conduct domestic and international investigations and surveillance
Employers implementation on new procedures to maintain employee privacy rights, but still allow for releases of requested information
Patriot Act amended Electronic Communications Privacy Act, which allows for easier access to electronic communications
Employers are required to meet the requests of the Federal Government under the Patriot Act, but still maintain privacy.

16. The Law and Recruitment
EEO Laws
Equal Employment Opportunity Laws
Employers with 15 or more employees
No discrimination in hiring due to age, disability, genetic information, national origin, sex, pregnancy, race, and religion
Disparate impact
When discrimination occurs due to the type of hiring process used
Disparate treatment
One person is treated differently than another
Discussed these laws in Chapter 2. A hiring process used may include, for example, an employment test.

17. Learning Objective
Explain the various strategies that can be used in recruitment.

18. Recruitment Strategies
Recruitment plans
Specifies where you will recruit and timelines
Ways to recruit employees are addressed in the next set of slides. Consider asking students to brainstorm a list of recruiting methods in groups, before showing the next set of slides.

19. Recruitment Strategies
Recruiters
A specific individual who focuses solely on the recruiting function
Executive search firms
Temporary recruitment or staffing firms
Corporate recruiters
1. Executive search firm. These companies are focused on high-level positions, such as management and CEO roles. They typically charge 10–20% of the first year salary, so they can be quite expensive. However, they do much of the upfront work, sending candidates who meet the qualifications.
2. Temporary recruitment or staffing firm. Suppose your receptionist is going on medical leave and you need to hire somebody to replace him, but you don’t want a long-term hire. You can utilize a temporary recruitment firm to send you qualified candidates that are willing to work shorter contracts. Usually, the firm pays the salary of the employee and the company pays the recruitment firm, so you don’t have to add this person to your payroll. If the person does a good job, there may be opportunities for you to offer him/her a full-time, permanent position. Kelly Services, Manpower, and Snelling Staffing Services are examples of staffing firms.
3. Corporate recruiter. A corporate recruiter is an employee within a company who focuses entirely on recruiting for his/her company. Corporate recruiters are employed by the company for which they are recruiting. This type of recruiter may be focused on a specific area, such as technical recruiting.

20. Recruitment Strategies
Campus Recruiting
Professional Associations
Websites
Social Media
Events
Special-Interest Groups
Referrals
Advantages and disadvantages of each are discussed in the next three slides.

21. Recruitment Strategies

22. Recruitment Strategies

23. Recruitment Strategies

24. Recruitment Strategies
Costs of recruitment
Cost per hire = advertising costs + recruiter costs + referral costs + social media costs + event costs / the number of hires in the time period
Yield ratio
Looks at how effective recruiting methods are
Percentage of applicants from one source who make it to the next stage in the selection process
Yield ratio example: If 200 applications are received as a result of an ad placed through a professional organization and 52 of those are selected for an interview, the yield ratio is 26% (52/200)