© 2002 McGraw-Hill Ryerson Ltd. 1

RecruitmentBryan Andrews

© 2002 McGraw-Hill Ryerson Ltd. 2

Recruitment

Recruitment is the process of finding and attracting capable individuals to apply for employment.

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Recruitment

Recruitment is the right type of applicant to apply for jobs, and

success in recruitment is measured by the number of

appropriate applicants received.

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Strategic Importance of Recruitment Function

• Gaining competitive advantage from human resources

• Focusing on employee development (mainly from internal recruitment)

• Investing resources into recruitment (impact the P & L)

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Recruitment Planning

• Human resource plans

• Employment equity programs

• Recruiter habits

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Recruitment Planning

• Organizational policiesPromote-from-within-policies

Compensation policies

Employment status policies

International hiring policies

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Constraints on Recruitment

• Environmental conditions

Leading economic indicators

Predicted versus actual sales

Want-ads index

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Constraints on Recruitment

• Job requirements

• Costs

• Inducements

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Internal RecruitingAdvantages

• Employee is familiar with the organization and its culture

• Lower recruitment costs

• Employee is “known” to the firm; this improves the organization’s ability to predict the person’s success in the new job

• Improves workforce morale and motivation

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Internal RecruitingWeaknesses

• Internal rivalry and competition for higher positions; can reduce interpersonal and interdepartmental cooperation

• No new blood is brought into the system, which can prevent creative solutions from emerging

• Poor morale (leading to possible turnover) of employees who were not promoted

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External RecruitingAdvantages

• Organization is able to acquire skills or knowledge that may not be currently available within the organization

• Newer ideas and novel ways of solving problems may emerge

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External RecruitingWeaknesses

• Newcomers may not fit in with the organization and into its culture

• Newcomers take a longer time to learn about the organization’s culture, policies, and practices

• Usually, hiring from the outside is more expensive

• Lowered morale and motivation levels of current employees who don’t see any career growth possibilities within the firm

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Recruiting Methods

• Walk-ins and write-ins

• Employee referrals

• Advertising

• Human Resources Development Canada (HRDC)

• Private employment agencies

• Professional search firms

• Educational institutions

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Recruiting Methods

• Professional associations

• Temporary help agencies

• Departing employees

• Job fairs

• Internet

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Job Application Forms

• Name and address

• Employment status

• Education and skills

• Work history

• Memberships, awards & hobbies

• References

• Signature line

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Evaluating the Recruitment Function

• Total number of applications received

• Time required to get applications

• Time elapsed before filling positions

• Cost per hire

• Offers extended: number of applicants

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Evaluating the Recruitment Function

• Offers accepted: number of offers extended

• Number of qualified applicants: total number of applicants

• Performance rating of hires

• Turnover of hires