Chapter 6

RECRUITING HUMAN RESOURCES

Lecture Overview

- Recruitment

- Purpose of Recruitment

- Factors Influencing Recruitment

- Recruitment Process

- Source of Recruitment

- Yield Ratio

- Realistic Job Preview

Recruitment

- Recruitment is defined as “the process of searching for and obtaining applicant for jobs, from among whom the right people can be selected” (p. 144)

- Theoretically recruitment process ends when job applications have been received

- In practice it goes further to screening applications to filter those applicants who are not eligible for or suitable for job

- The term recruitment is often described or understood as complete process of employee hiring

- Recruitment and selection are two different processes

Purpose of Recruitment

- Increase pool of potential job candidates

- Increase success rate of the selection process

- Make ensure the right people is selected against vacant position (minimizing probability of leaving organization in case of selection of wrong or misfit candidate)

- Meeting legal and social obligation of workforce composition

- Identify and encouraging potential candidates/job applicants

- Evaluating the effectiveness of available sources and techniques of recruitment

Factors Influencing Recruitment

External ForcesSupply and demandUnemployment rateLabour marketPolitical-legalImage

External ForcesSupply and demandUnemployment rateLabour marketPolitical-legalImage

Internal ForcesRecruitment policy

HRPSize of the firm

CostGrowth and expansion

Internal ForcesRecruitment policy

HRPSize of the firm

CostGrowth and expansion

Recruitment

Source: Aswathappa, 2008, p. 145

Recruitment Process

Personnel Planning

Job Vacancies

JobAnalysis

Recruitment Planning

Employee Requisition

Searching Message

Media

Strategy Development

WhereHow

When

ApplicantPopulation

ApplicantPool

Potentialhires

Evaluationand controlling

screening

Source: Aswathappa, 2008, p. 148

Recruitment Process

1 Recruitment Planning- Number of applicants

- Types of Applicants

2 Strategy Development- Make or Buy Decision

- Technological Sophistication

- Where to look (international, national, regional, local market)

- How to look (method and sources)

- When to look (Time lapsed data (TLD) average time elapsed with key decision points in recruitment)

Sources of Recruitment

Method and Sources of Recruitment

Internal Sources External Sources

Present Employees Advertisement

Employee Exchanges

Employee Referrals Campus Recruitment

Walk-ins write-ins

Former Employees Contractors

Displaced Persons

Previous Applicants Radio and Television

Competitors

E-Recruiting

Recruiting Agencies

Source of Recruitment

1 Internal Recruitment

- Present Employees (Promotion and transfer)Advantages- Builds morale- Encourages competent employees- Good selection- Cheaper way- Familiar with organization

Disadvantages- Outside competent candidates- Inbreeding

- Employee ReferralsAdvantages - Low cost- Employee know job requirements and person

Disadvantages- Organizational Politics

Source of Recruitment

1 Internal Recruitment

- Former Employees (Performance is known, aware with organizational culture)

- Previous Applicants (best when to fill in job quickly, cost effective)

2 External Recruitment

- Advertisement: The most popular method

- Blind ad (no identification of company)

- AIDA (attention, interest, desire, action)

Content of Job AdvertisementI) job content ii) working conditionsiii) location of job iv) compensationv) job specification vi) to whom apply

Source of Recruitment

Internal Sources

Advantages Disadvantages

Less costly Candidates current work may be affected

Better knowledge of skills and performance

Old concept of doing

Morale and Commitment Organizational politics

Awareness of culture Morale problem for employee not promoted

External Sources

External Sources

New skills and new experience Costly and time consuming

Compliance with laws Right candidate rejected (false positive error) wrong candidate selected (false negative error)

Scope for resentment and jealousy reduced

Person and organization misfit

Sou

rce:

Asw

atha

ppa,

200

8, p

. 15

9

Yield Ratio

20

30

40

200

2000Initial contacts

Invited for test

Invited for interview

Job Offer

Job Acceptance

10:1

5:1

4:3

3:2

Source: Aswathappa, 2008, p. 149

Recruitment ProcessEvaluation and Controlling

- Recruitment process is very expensive and crucial

- Salaries of recruiters

- Time spent on preparing job analysis data

- cost of overtime and outsourcing during vacancies unfilled

- Cost of recruiting

Evaluation of Recruitment Process

- Number of suitable candidates

- Number of application received

- Performance and retention of selected candidate

- Cost of process and time lapsed

- image projected

Set job expectations realisticallySet job expectations realistically

Job is viewed as attractiveJob is viewed as attractive

High rate of job offer/acceptanceHigh rate of job offer/acceptance

Work experience does not Match with expectation

Work experience does not Match with expectation

Dissatisfaction, thought forquit job

Dissatisfaction, thought forquit job

Set job expectations highSet job expectations high

Job may or may not be attractive Depending on person needs

Job may or may not be attractive Depending on person needs

Some accept some rejectSome accept some reject

Work experience match expectation

Work experience match expectation

High job survival, satisfiedHigh job survival, satisfied

Traditional ProceduresTraditional Procedures Realistic Procedures Realistic Procedures

Source: Aswathappa, 2008, p. 163

Traditional and Realistic Job Preview

Summary

- Recruitment

- Purpose of Recruitment

- Factors Influencing Recruitment

- Recruitment Process

- Source of Recruitment

- Yield Ratio

- Realistic Job Preview