Employee

Recruitment/Recruitment
Chapter 04
 Definition of Recruitment

• Recruitment is the process of identifying and attracting a group of

potential candidates from within or outside the organization.
• “Recruitment is the process of attracting individuals
– On a timely basis (at right time)
– In sufficient number (in right number)
– And with appropriate qualifications (right people)
– And encouraging them to apply for jobs within an organization”.
• It involves seeking viable job candidates.
• “It is a process of creating pool of candidates”.
 Goals Of Recruiting

• The two goals of recruiting are :

– To generate a large pool of applicants ( the more diversity
within the group—the better finding an individual who is best
suited to the job requirement)
• And
– To discourage unqualified ones from applying ( to provide
enough information about the job –that unqualified
applicants cannot apply).
 Recruiting Sources

 Recruiting Sources:
– Place where qualified individuals are found.
(a) Internal Recruitment (Internal sources):
– Internal Recruiting sources candidates are sought
from within the organization for job openings.
(b) External Recruitment (external sources):
– candidates are sought from outside the organization.
 Recruiting Methods
Recruiting Methods
– Means by which potential employees can be attracted to the firm.
(1)Internal recruitment methods: include
• Job bidding
• Job posting
• Employee referrals
(2)External recruitment methods: include
i. Advertisements
ii. Employment agencies(public and private)
iii. Schools, colleges & universities
iv. Unsolicited applicants (walk-in)
v. Cyberspace recruiting
vi. Job fairs
vii. Internships
 Internal Recruitment Methods
(a)Job bidding:
– A technique, that, permits individuals in an org. who believe that they possess the
required qualifications to apply for a posted job.
– By having individuals bid for the job.
– When individuals from inside the org—themselves present their resume /CV –for the
post advertised and consider themselves capable for being on that vacant position.
(b) Job posting:
– Job posting is a procedure for informing competent employees that job openings exist.
– By using their human resource management system.
– When an organization keeps a checklist or pool of persons from which vacancies can
be filled.
– When HR Deptt. Of the org. collects information about the individuals (job analysis)
and forward competent people.
(c)Employee referrals
– Supervisor recommendation
– Current(existing) employee in the Org. can be asked to recommend recruits.
– A recommendation from current employee (employee rarely recommend someone
until they know he/she can perform adequately).
 External Recruitment methods

• Purpose of external recruitment:

– Acquire skills, not possessed by current employees.
– Obtain employees with different backgrounds to provide
diversified ideas.
i. Advertisements
– A way of communicating –the firm’s employment needs
to the public through media (print & electronic) such as:
• Radio
• Newspaper
• TV
• Or industry publications
ii. Employment agencies:
– An employment agency is an org—that helps firm recruit employees and at the same time aids
(helps) individuals to locate (find) jobs.
(a) Public or state employment agencies
–Operated by state ( Government of the country)e.g.
provincial public service commission (PPSC)
• Federal Public Service Commission (FPSC)
• Overseas Employment
–Best known for recruiting and placing individuals in operative jobs (blue collar jobs).
–These agencies provide services without charges(do not charge fees) to:
• Either the employer
• Or the employee
(b) Private Employment Agencies:
–Known best for recruiting “white collar employees”
–Private employment agencies—are utilized by firms /orgs for every type of positions for
recruitment. Fee maybe paid by employer and employee both.
(c) Management consulting Firms/Executive search firms
–Mgmt. consulting firms are also called “Executive search firms”.
–Mgmt. consulting firms (MCF) are used by some orgs to---locate experienced professionals and
executives
–The benefit of executive search firms is to ---target ideal candidates.
–A executive search firm receives fees only upon successful placement of a candidate in a job
opening. It charges 25% of the first year’s salary of the candidate selected.
iii. Schools, Colleges, and Universities
– Most educational institutions operate placement servicers—to
provide:
• Entry level (inexperienced entrants): Educational institutions
offer opportunities for recruiting recent (fresh) graduates.
• Or experienced workers.: Educational institutions provide
orgs with experienced workers as well. These maybe
workers/experienced ones---who join schools, universities—
to upgrade skills so employers may find experienced workers
too in these schools, colleges and universities.
– It is also called “On-Campus Recruitment”.
– A proactive approach taken by an org./employer to directly visit
the campuses and recruit the candidates ---by conducting on
campus recruitment interviews called “ screening interview”
• And recruit the candidates possessing the qualifications
desired by the firm.
iv. Unsolicited Applicants (Walk-In)
– Unsolicited applicant mean—free entry of applicant---not formally invited.
– Company/Firm/Organization/Institutions receive many applications by :
• Letter
• E-mail
• Telephone
• Or in person
• Online applications ---by themselves. (---means applicants drop their
CVs documents without being ask for).
– Such applications become a part of firm’s data bank (constitute a source of
prospective applicants).
– This source /method may provide:
• A stockpile of prospective applicants if there are no current job
openings.
– Whenever a vacancy arises the firm consults the data bank and intimates
the suitable candidates to apply through proper channel.
– The company conducts walk-ins for such candidates.
v. Cyberspace Recruiting
– It is also called “internet recruiting” or “e-recruiting”.
– Newly, four out of five companies –use internet to recruit employees (by
adding a recruitment section to their website).
– Almost every org. –small or large—creates its own website.
– Internet recruiting often develops dedicated sites---specifically designed
for recruitment. Applicants need only fill in the resumes page and hit the
“submit” button.
– When job candidates make up their own web pages to “ SELL” their job
candidacy is called “websumes”.
– (I.e. when job candidates learn of a possible job opening—they encourage
potential employers to “check me out at my website” .
– Their applicants provide:
• Standard resume information
• Supporting documentation
• And sometimes a video where they introduce themselves to potential
employers.
vi. Job Fairs
– A recruiting method engaged in :
• By a single employer
• Or group of employers---to attract a large no. of
applicants/candidates for interviews (screening interviews)
– It is also called “career fair” or “career expo”
– Job fairs for recruiting are arranged:
• at a set time
• Or place ---companies and job seekers meet and try to find out if
they will match.
– Advantages of job fair:
• Primarily advantage of job fairs is---the opportunity to meet a large
no. of candidates in a short time (speed dating) .
• Applicants may have convenient access to a no. of employers in one
place.
vii. Internships
• Learning by doing
• Experiential /practical learning opportunity.
• It is a special form of recruitment that involves
– Placing a student in a temporary job with no obligation ----Either by the
CO./ORG to hire the student permanently,
– Or by the student to accept a permanent position with the firm following
after graduation.
• More companies/orgs are now using internships as a recruiting
technique]most of the students hired through this method are high achievers
/performers (at university or professional schools)
• It can be
– Part-time or full time job
– Short-term( 2 to 3 months) or long-term (12 months)
– Paid or unpaid
• Promote academic, personal and professional development.
 ADVANTAGES DISADVANTAGES
INTERNAL  Cheaper And Quicker To Recruit  Limits the no. of potential
RECRUITMENT  People already familiar with the applicants
Organization’s business and how it  No new ideas can be
operates introduced from outside the
 Provides opportunities for promotion org.
within the org.---can be motivating  May cause resentment
 Org already knows the strengths and amongst the candidates not
weaknesses of the candidates appointed

EXTERNAL  New people bring in new ideas/new  Longer process

RECRUITMENT perspective  More expensive process due
 Large pool of applicants/candidates to advertisements (costs)
from which to find the best o And interview
candidates required.
 People have a wider range of  Selection process may not be
experience effective enough to reveal
the best candidate.
 Longer “adjustment” or
orientation time.
 May cause morale problems
for internal employees.