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RECRUITMENTPart I

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Chapter Objectives

Explain the external and internal environment of recruitment

Discuss the internal and external recruitment factors

Describe the recruitment process Describe internal recruitment methods Explain external sources of recruitment Identify external recruitment methods Explain the relevance of a recruitment strategy

Describe an applicant tracking system Discuss of Internet recruiting

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Recruitment

The process of attracting individuals on a

timely basis, in sufficient numbers, and with

appropriate qualifications, and encouraging

them to apply for jobs with an organization.

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Recruitment

What is the role of a recruiter?

Why is it important to have a recruiter?

What is the future of recruiting?

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Recruitment Sources and Methods

Recruitment sources: Place where qualified individuals are found

Recruitment methods: Means by which potential employees can be attracted to the firm

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Recruitment Strategy

Defined direction used to identify source and

attract a candidate pool.

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Recruitment Strategy

DiversitySources

ProfessionalAssociations

EventRecruiting

OutplacementFirms

CollegesAlumni

Online Communities

Internal Employees

Target Companies

RecruitmentStrategy

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External Environment of Recruitment

Labor Market Conditions

Legal Considerations

Corporate Image

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Internal Environment of Recruitment

Human Resource Planning

Promotion Policies

Firm’s Knowledge of Employees

Nepotism

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Recruiting Process OverviewCandidates

VendorsClients

Recruiter (Team)

Hire

Candidate generation

Response management

Screen & select

Need definition

Hire

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Generator Group Recruitment Process

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Methods Used in Internal Recruiting

Job Posting

Employee Referrals

Internal Job Fairs

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External Recruitment Sources

Why external recruitment?

Acquire skills not possessed by current employees

Obtain employees with different backgrounds to provide a diversity of ideas

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External Recruitment Sources

Internet Community Colleges Colleges and Universities Competitors and Other Companies Outplacement Firms Military Personnel Consultants or Researcher Professional Associations

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External Recruitment Methods

Advertising Employment Agencies

Job Fairs/Virtual Job Fairs

Executive Search Firms

Target Research

Internships Professional Associations

Open Houses Event Recruiting Sign-on Bonuses Company Database Target Internet sites

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Search Firms

Dedicated resource to locate experienced professionals and executives

Have established network of professionals

Contingency search firms – receive fees only upon successful placement

Retained search firms – receives payment up front, during the project and after successful placement

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Sign-on Bonuses

3 out of 5 companies use signing bonus as recruitment tool

Often used when applicant maybe leaving $ on the table

Amounts vary depending on the level of position

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Key Metrics [Time-to-hire][The total time required for hiring.]

[Quality-of-hire][How satisfied an organization is with a hire.]

[Number of vacancies outstanding] [The total number of job vacanciesthe company has.]

[Cost-per-hire][The total cost associated with a givenposition and hire.]

[Recruit source effectiveness][The effectiveness of each source thecompany uses to generate candidates.]