HR Chapter 6

Recruiting Employees
Chapter 6
Chapter Overview
• Recruitment
• Relationships among Job Analysis, Human
Resource Planning, Recruitment, and Selection
• Personnel Requisition Form
• Sources of Qualified Personnel (internal – external)
• Realistic Job Previews
• Who Does the Recruiting, and How?
• Organizational Inducements in Recruitment
• Equal Employment Opportunity and Recruitment
Recruitment
 Recruitment :It is the Process of seeking and attracting a pool
of people from which qualified candidates for job vacancies can
be chosen
 Most organizations have a recruitment , or as it is called

sometimes employment
 It is a function managed by human resource department
 Magnitude of organization’s recruiting effort and methods to be
used are determined from the human resource planning process
and the requirements of specific jobs
 Successful recruiting is difficult if jobs to be filled are vaguely
defined
 Regardless of whether the job to be filled has been in existence
or its newly created , its requirement must be defined as
precisely as possible for recruiting to be effective
Organizations have options other than recruiting new employees to
accomplish the work :
 Temporary workers
 Offering overtime to existing employees
 Subcontracting the work to another organization( this is often
used for construction projects or projects that have fixed time
period or date for completion )
 Leasing employees
 Outsourcing the work
Relationships among Job Analysis,
Human Resource Planning, Recruitment,
and Selection
Personnel requisition form
Personnel requisition form:
 Most organizations use a personal requisition form
to officially requests that the human resources
manager take action to fill a particular position .
 It describes the reason for need to hire a new

person and requirements of the job
Personnel Requisition Form
Sources of qualified personnel
1. Internalsources
2. External sources
1) Internal Sources
Organization’s Own Employees
 Advantages
 Organization has a good idea of strengths and
weaknesses of its employees
 Performance evaluations of employees are available
 More accurate data are available concerning current
employees, thus reducing chance of making a wrong
decision
 Employees know more about organization and how it
operates
 Recruitment from within can have a significant, positive
effect on employee motivation and morale when it
creates promotion opportunities or prevents layoffs
 Most organizations have a sizable investment in their
workforce
Organization’s Own Employees
 Disadvantages
Intense infighting for promotions can have a negative

effect on morale and performance of employees not
promoted
Inbreeding of new ideas and innovation (ex: we have never

done this before )
Job Posting and Bidding
 It is a method of informing employees of job vacancies by
posting a notice in central locations and giving a specified
period to apply for the job.
 It may also include memos to supervisors
 Normally the job notice specifies

 Job title
 Rate of pay
 Necessary qualifications
Job Posting and Bidding
 Procedure involves:
◦ All applications are sent to HR department for an
initial review
◦ An interview to be followed by prospective
manager
◦ Decision is based on qualifications, performance,
length of service, and other relevant criteria
To have successful job posting and bidding program, some
suggestions must be includes..
 Both promotions and transfers should be posted.
 Openings should be posted for a specified time period before

external recruitment begins.
 Eligibility rules for the job posting system need to be developed and
communicated. For example, one eligibility rule might be that no
employee can apply for a posted position unless the employee has
been in his or her present position for six months.
 Specific standards for selection should be included in the notice.
 Job bidders should be required to list their qualifications and reasons

for requesting a transfer or promotion.
 Unsuccessful bidders should be notified by the human resource

department and advised as to why they were not accepted
2)External Sources
 Needed in
◦ Rapidly growing organizations
◦ Organizations with a large demand for 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
 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
Methods of recruitment (externally ):
1-Advertising
 Job advertising is Placement of help-wanted
advertisements in daily newspapers, trade and
professional publications, and radio and television
The HRM should ensure that their ads accurately describe

job opening and requirements or qualifications needed to
secure position.
 People respond more frequently to advertisements from

companies with a positive corporate image than to those
with lower corporate image.
 If advertising is used as a primary source of recruitment,

planning and evaluating the advertising program should be a
primary concern of human resource personnel
2-Employment Agencies – Public
 State employment agencies exist in most U.S cities.
 The 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
Employment Agencies – Private
Two types of private employment agencies :
1) The Executive search firm (or the headhunter) – seeks

candidates for high-level positions .– why the name ?
(The term headhunter apparently comes from the concept of hiring a
replacement head of an organization, such as chief executive officer or chief
operating officer.)
2)The second type seeks candidates for lower-level positions .
 The Fees of private employment agencies are paid by the

individual or the employing organization.
 If the fees are paid by the employing organization, private

employment agency will likely advertise the job as a “fee paid”
position.
3-Temporary Help Agencies and
Employee Leasing Companies
 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.
 The agency pays the salary and benefits of the temporary
help, the Organization pays employment agency an agreed-
upon figure for services of temporary help.
 Advantages
◦ Not dependent on economic conditions
◦ Used to increase current staff when organization is
expanding
◦ If organization is downsizing, they create a flexible staff
that can be laid off easily and recalled when necessary
 Disadvantages
◦ Lack of commitment to organization
EMPLOYEE LEASING COMPANIES
Employee leasing company provides permanent
staff at customer companies.
 Issue workers’ paycheck

 Ensure compliance with workplace regulations
 Provide various employee benefits
 They supply highly skilled technical workers

such as engineers and IT specialists For long
term project under contracts between a
company and a technical services firm.
4-Campus Recruiting
 Recruitment activities of employers on college and university campuses
 HR department should take steps to ensure recruiters
◦ Are knowledgeable concerning organization and jobs to be filled
◦ Understand and use effective interviewing skills
◦ Generally review an applicant’s résumé before conducting interview
 Another methods of recruiting from colleges, universities,

technical/vocational schools, and high schools is through cooperative
work programs
 Through these programs students may
◦ Work part-time and go to school part-time.
◦ Go to school and work at different times of the year.
 These programs Attract people because they offer an opportunity for
both a formal education and work experience.
5- Internet Recruiting
 Using the internet to recruit potential employees Continues to
be popular and rapidly growing means of recruiting.
◦ Disadvantages
 Lead to Have unsuitable job candidates
 And some poor quality job applications
◦ Advantages
 Speed and time saved.
 Examples of recruiting on the Internet:
◦ IBM’s CyberBlue Web site (www.cyberblue.ibm.com)
◦ Job Options (www.joboptions.com)
◦ Career Builder (www.careerbuilder.com)
◦ Vault (www.vault.com)
◦ Monster.com (www.monster.com)
Advantages and Disadvantages of
Internal and External Recruiting
Realistic Job Previews -RJP
 Method for increasing the effectiveness of all
recruiting methods is using Realistic Job Preview .
 A method of providing a complete job
information, both positive and negative, to the
job applicant.
 Traditionally organizations have attempted to sell
the organization and the job to the prospective
employee by making both look good
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.
Who Does the Recruiting, and How?
In small org. the recruitment function and many other
responsibilities are normally handled by one person,
the office manager
in large and middle-size org. normally have an

employment office within human resource department
Employment office consist of recruiters, interviewers, and

clerical personnel .They handle recruitment activities
both at the organization’s offices and elsewhere
They must be trained in effective communication and
interpersonal skills why ???
Think
Organizational inducements In
Recruitment
 Organizational inducements – All positive features and benefits
offered by an organization to attract job applicants
 Three of the more important organizational inducements:

◦ Organizational compensation systems
◦ Career opportunities
◦ Organizational reputation
 Factors influencing number of people attracted through
recruitment process
◦ Starting salaries
◦ Frequency of pay raises
◦ Incentives
◦ Nature of the organization’s fringe benefits
For more look at page 120
Equal Employment Opportunity And
Recruitment
 Equal opportunity legislation has significantly influenced
recruitment activities
 All recruitment procedures for each job category should be
analyzed and reviewed to identify and eliminate
discriminatory barriers
 If minorities and females are not well represented at all levels
of the organization, reliance on such recruitment procedures
is a discriminatory practice
 For example: if the interviewer asked the applicant how

many children she or he has , by this, the company risks the
chance of employment discrimination, unless it provides in
court that this information was requested for job ralted
Selection
 The objective of the selection process is to
choose the individual who can successfully
perform the job from the pool of qualified
candidates.
 Job analyses, human resource planning, and
recruitment are necessary prerequisites to the

selection process.
 A breakdown in any of these processes can

make even the best selection system
ineffective.

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Recruiting Employees

 Most organizations have a recruitment , or as it is called

 It describes the reason for need to hire a new

Intense infighting for promotions can have a negative

Inbreeding of new ideas and innovation (ex: we have never

 It may also include memos to supervisors

 Normally the job notice specifies

 Openings should be posted for a specified time period before

 Specific standards for selection should be included in the notice.

 Job bidders should be required to list their qualifications and reasons

 Unsuccessful bidders should be notified by the human resource

The HRM should ensure that their ads accurately describe

 People respond more frequently to advertisements from

 If advertising is used as a primary source of recruitment,

 The Social Security Act requires all eligible individuals to

 State employment agencies provide free service for

1) The Executive search firm (or the headhunter) – seeks

2)The second type seeks candidates for lower-level positions .

 The Fees of private employment agencies are paid by the

 If the fees are paid by the employing organization, private

 Issue workers’ paycheck

 They supply highly skilled technical workers

 Another methods of recruiting from colleges, universities,

RJP enables job candidates to self-select out of

 Usually, job applicants recruited using RJP, who

in large and middle-size org. normally have an

Employment office consist of recruiters, interviewers, and

 Three of the more important organizational inducements:

 For example: if the interviewer asked the applicant how

recruitment are necessary prerequisites to the

 A breakdown in any of these processes can

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