MODULE IN HUMAN RESOURCE DEVELOPMENT AND MANAGEMENT

Module 3
Recruitment: Attracting the Right Talent
Overview:
Hiring talented individuals is critical to an organization’s success. But in order to hire the most
talented, you must first recruit them. Recruiting employees can be a challenging task. Even in a recession,
it can be difficult to fill certain types of jobs, so recruiters have to make important decisions, including
whom to target, what message to convey and how to staff recruitment efforts. If not done correctly, an
organization’s recruitment efforts can produce job applicants who are unqualified, who lack diversity or
who may decline job offers. These same applicants may be prone to turnover if hired. A poorly designed
recruitment process can miss attractive job candidates—including those who work for competitors—
because they never find out that a position is open.
Outcomes:
At the end of this chapter, students must have:
1. defined various strategies used in finding talent in the external labor market
2. identified how to attract talent internally and externally
3. recognized methods for finding internal talent
4. connected link between recruitment and the HRM process
5. identified challenges associated with recruiting talent
Lesson Subject Matter or Concepts to be learned
- Finding Talent in the External Labor Market
 External Recruiting
 Targeting Passive or Active Candidates
 Job Postings/ Vacancy Announcements
 Tactics for External Recruiting
 Boomerang Employees
- Finding Talent Internally
 A New Approach to Internal Mobility
Module Strategy/method to be used: MODIFIED 4A’s of KOLB’S EXPERIENTAL LEARNING
Activate

Acquire
Finding Talent in the External Labor Market
- Having the right people is one of the key ingredients in every successful endeavor.

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- Not paying much attention during the recruitment and hiring process could result in a lot of
frustrations and failures in the long run.
- Hiring decisions are influenced by a lot of factors. Included are:
 Economic conditions
 Site expansions
 Mergers
 Competitive activities
 Laws
 Compensation packages

HR’s Role
- Regardless of the size of the firm, HR’s role in recruiting follow the same fundamental
requirements.
- They all make use and apply job analysis, job descriptions, and techniques.
- HR by-laws must be complied in accordance to the rules set forth by the organization and the
government per se.
- HR must act as a business partner with a strategic talent acquisition approach.
- Recruitment is an important role for HR practitioners in as much as obtaining and developing
talent is essential for any business to meet its aspirations and to prosper in a briskly
revolutionizing marketplace.

Recruiting Tenets
- “Promote from Within”- internal recruitment, making pool of existing manpower a priority
- Proprietors use some combination of internal and external recruitment approaches.
- Both tactics have nitty-gritties in common:
 A foundation in rigorous job analysis
 Well-crafted job descriptions
 Compliance with applicable laws
 Equal employment opportunity
Non-Traditional Candidates
- Intensifying the talent pool is turning out to be an inevitable stipulation in the aggressive, cut
throat labor market. Employers are becoming more open to considering previously overlooked
talent such as:
 Persons with criminal histories- they deserve a second chance
 Veterans- they have the necessary experience to contribute
 Individuals without college degrees- certain jobs need not have a diploma to qualify as
long as they possess the proper skills to handle the job.
Legal Concerns
- An assortment of laws forbids employment discrimination on the basis of:
 Age

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 Citizenship
 Race/Color
 Disability
 Religion
 Sex (including gender identity and sexual orientation)
- “Post and Pray”- this strategies doesn’t work in finding, attracting and hiring talent. Recruiters
cannot simply find the best people by just posting their requirement and hope and pray for a
miracle that somebody out there would chance upon their placement and beg for them to be hired.
External Recruiting
- A number of employers favor to effect internal recruitment first before jumping to any external
recruitment.
- Promoting in-house offers a number of advantages and benefits for both the employers and the
employees.
- This could be:
 Less recruitment costs
 Usually quicker
 They typically have the support of their respective managers
 Good for employee morale
- External recruitment also play an important role in the overall hiring process.
- Hiring either internally or externally has one aim and purpose- to find the right fit for the job.
Targeting Passive or Active Candidates
- Passive= Reserved
- Active=Keen
- Most business firms want to hire the best possible people out there. They have the skills and
experience to do the job while others still have to be trained.
- Active job seekers are :
 vigorously in the hunt for a new job.
 the ones contacting their professional networks, answering job ads, and sending resumes
in the hope that they would at least be called in for an interview.
 those who belong to the unemployed or who are displeased in the current employment are
largely active job seekers.
- Passive candidates are:
 like “Superstars”
 not in search for a new job, much less devote their time looking at job postings
 not out there surfing the net for jobs
 usually characterized as someone involved in a stable and established organization, pretty
much contented and definitely respected.

Job Postings/ Vacancy Announcements

- A clear and sound job posting should convince the right aspirants to apply.
- Often we see job postings carrying job descriptions and the firm’s requirements of the candidates.

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- It takes more than just requirements and job duties for job postings and announcements to be as
effective.
- Great job postings can include the following details:
 What’s great about the company
 Career paths
 Benefits
 A realistic idea of the type of work they will be doing

Managing Employer Brand and Image

- One sure and effective way to attract people to want to be part of an organization is the firm’s
reputation.
- Employees would refer someone to be part of that firm if they are proud of it.
- The organization’s reputation as a good community citizen is one more way to boost the
employment brand.
- Sponsoring community events and providing opportunities for their employees to donate their
work time in community projects is one method to build a reputation as a good corporate citizen.
Tactics for External Recruiting
- Recruiting the right people is very important.
- HR makes use of a wide array of tactics that they can employ when doing recruiting functions.
- Such tactics depends on the following parameters:
 Market conditions
 Type of targeted candidates
 Diversity-related issues
 Other factors
- The following are among the possible tactics used for external recruiting:
 Partnerships
 Third-party recruiters
 Temporary firms-temp-to-regular placement
 Public relations
 Media
 Social Media
 Radio and television
 Newspaper
 Billboards
 Posters
 Cinema advertising and transit advertising
 Direct-to-candidate
 Direct sourcing
 Workplace recruiting
 Customer recruiting
 Direct mail
Incentives
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- An incentive is a contingent motivator

- It is a thing that motivates or encourages someone to do something.
- In a business set-up, programs that offer current employees or potential candidates an incentive
can be a productive way to identify and entice candidates.
- Such approaches include employee referrals and sign-on bonuses.

Boomerang Employees
- Employees who depart from the organization only to come back at some point later are referred to
as boomerang employees.

Categories of Boomerang Employees

1. Traditional Boomerangs
- These are people who classically worked at a company for a few years then decided to find an
opportunity for a few years then decided to find an opportunity elsewhere to acquire and develop
new skills and then come back to the previous company.
- They would normally make a comeback often at a higher rate of pay.

2. Life-Event Boomerangs
- These are employees who generally leave because of external events, such as spouse relocation or
to raise a family.
- These individuals seek to return to their former employers once their personal circumstances
allow.
3. Planned Boomerangs
- These are often seasonal hires and may include working students who opts to work during
school breaks and those hired during an employer’s busy season.

Finding Talent Internally

Internal Recruiting
- A number of companies have cultures of internal mobility that can help meet skill deficiencies,
train and coach the next generation of leaders, and promote a virtuous talent series.

A New Approach to Internal Mobility

1. Job Posting
- Help existing employees be aware of additional openings in their respective firms.
- Gives them the chance to decide whether they think they are qualified enough and would wish to
apply and try out for a possible new job.
- Responding to such openings may be viewed as promotional opportunities wherein employees
can show their skills and interest.

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2. Nominations
- A good employee would surely catch the attention of his superior-especially if his skills and
talents are matched with a good attitude.
- Possessing such qualities would surely merit a nomination or referral from your respective
manager or superior.
- Nominations done accordingly dispels favoritism and unlawful discrimination.
- A good referral surpasses any biases and partialities.
- For nominations to be effective, personal matters should be set aside and evaluations should be
done as objectively as possible.
3. Knowledge, skills, and abilities database
- Human resource information systems are frequently used to trace various personnel-related
issues.
- These may include a database of employees’ knowledge, skills and abilities.
- Improvements and other setbacks may be monitored in the employee’s profile.
- Evaluation of skills and performance review should be done periodically and database should be
updated.
- This can used by HR to identify personnel for potential promotion or transfer.
4. Succession Planning
- Businesses can make use of succession planning strategies not only on the basis of identifying the
potential talent the firm, but more so to establish developmental plans to help prepare their people
for promotional roles in the future.
- Seminars and trainings may be include in succession planning.
Apply

Name: Score:

Section: Date

Activity3a: Attracting the Best Talents

In recruiting and attracting the best talents, you need to develop a good strategy to succeed in your goal.
For this activity, we will stimulate situations and see what you think you should offer to attract the right
talent:

Research and compare what

Strategies to Attract High Explain each of this strategy strategies employment
Potential Employees why you have to do it? agencies are using to attract
top talents
Offer great perks and
compensation
Build a strong employer brand
Make team building a priority
Outperform your competitors
Create an awesome company
culture
Promote candidates internally

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Activity 3b: Sourcing Your Candidates

Tips have been given on how you can effectively source candidates. These are presented below and you
are to do the following:
1. Read and review each of the tips.
2. Answer the questions in two columns after the tip.
3. If you do not agree, use the next column to make a suggestion that will replace the tip you did not
agree to and explain your suggested option.

Tips on How to Source Talents Discuss Advantages of this Since you disagree, suggest
Strategy if you agree and discuss your alternative
option
Post job descriptions on online
job boards
Check out social media
Gather referrals
Attend job fairs
Examine your existing pool of
candidates
Join a recruiting network

Assess

https://www.shrm.org/hr-today/trends-and-forecasting/special-reports-and-expert-
views/Documents/Recruiting-Attracting-Talent.pdf( Retrieved, September 1, 2020)

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