Recruiting And Retaining

Qualified EmployeesFatemeh Hashemi

Recruiting This is the process of generating a pool of qualified

applicants for organizational jobs. The steps in a typical

recruiting process are:

• Human resource plan

• Ongoing general recruiting visibility

• Manager notifies human resources unit of opening

• Human resources recruiter and manager review

job and needed qualifications

• Internal sources are checked

• External sources used

• Selection process

• Follow up and evaluation and tie back to human

resource plan

Basic Recruiting Concepts

Recruiting and selection are closely related. Recruiting determines the

types of applicants from which selection is made. Selection involves

the actual choosing of new employees based on predictive

information obtained from the applicant.

To understand the environment in which recruiting takes place, three

different groups are conceptually important. These three groups are:

1. Labor force population(This includes all individuals who are available for

selection if all possible recruitment strategies are used)

2. Applicant population(This is a subset of the Labor force population that it is

available for selection using a particular recruiting approach)

3. Applicant pool(The applicant pool consists of all persons who are actually

evaluated for selection)

Methods Of Recruiting:Internal Versus External Recruiting Sources

An organization may use both inside and outside sources in recruiting

employees.

Advantages of Internal Recruiting

• Morale of promote is raised

• Better assessment of abilities

• Lower cost for some jobs

• Motivator for good performance

• Causes a succession of promotions

• Have to hire only at entry level

Advantages of External Recruitment

• “New blood”, new perspectives

• Cheaper than training a professional

• No group of political supporters in

organization already

• May bring industry insights

Disadvantages of Internal Recruiting• Inbreeding takes place

• Possible morale problems of those not

promoted

• “Political” infighting for promotions

• Need for a strong management program

Disadvantages of External Recruitment• May not select someone who will “fit”

• May cause morale problems for those

internal candidates

• Longer adjustment/ orientation time

Sources Of Internal Recruitment

1. Job posting and bidding (Here, employees can be notified of

all job openings by posting notices, circulating publications or in

some other way, inviting employees to apply for jobs)

2. Recruiting through current employees(A reliable source

of people to fill vacancies can be reached through current

employees who may know of good prospects among their friends

and families.)

3. Promotions and transfers (Most companies choose to fill

vacancies through promotions or transfers from within, if possible)

4. Recruiting former employees and applicants(Some

retired employees may be willing to come back to work on a part-

time basis or may recommend someone who may be interested in

working for the company)

Sources Of External Recruitment

1. School recruiting – High schools or vocational/technical schools may be a

good source of new employees for many organizations.

2. College recruiting – At the college/university level, the recruitment of

graduating students is a large scale operation for many organizations.

3. Labor unions – These are a source of certain types of workers. In some

industries, such as construction, unions traditionally supplied workers to

employers.

4. Trade and competitive sources

5. Temporary help

6. Employment agencies

7. Executive search firms

8. The Internet – Perhaps no method has ever has as revolutionary effect on

organizational recruitment practices as the internet.

Alternatives To Recruitment

A. Overtime: on a limited, short-term basis, having some

employees work overtime may be an alternative to recruitment.

When a firm faces pressures to meet a production goal, it may

mean that employees need to work overtime. By having

employees work overtime, organizations avoid the costs of

recruiting and having additional employees.

B. Employee leasing: this is sometimes called Staff sourcing and

involves paying a fee to a leasing company that handles payroll,

employee benefits and routine HRM functions. Leasing is

specially attractive to small and mid-size firms that might not

otherwise be able to afford a full-service HRM department.

C. Temporary employment: today, “just-in-time” employees can

be found staffing all types of jobs in organizations, including

professional, technical and higher executive positions.

Some of the main negative reasons why

employees leave a job

•Poor salary and benefits

•Lack of training and development opportunities

•Dissatisfaction with management Unfriendly colleagues

•Horrendous journey/commute to work

•Lack of balance in work and home life

Methods to find out why staff are

leaving • Confidential attitude surveys

• Questionnaires sent to former employees around six months after

their departure

• Exit interviews – while some companies conduct these exit

interviews to try and ascertain the reasons behind a departure, because

of the necessity to obtain a decent reference, people often tone down

or completely fabricate their reasons for leaving.

How To Retain EmployeesEmployers should survey staff to find out what they value most. some of the most

popular programs include:

1-Orientation

2-Medical benefits

3-Tuition re-imbursement

4-Training incentives

5-Coaching

6-Career development assistance

7-On site daycare

8-Home buyer program

9-Computer purchase assistance

10-Mentoring

11-Retirement savings matching

12-Competitive compensation

13-Flex time

14-Free passes to use to gain a few hours off to attend family or personal events

15-Magazine subscriptions

16-Wellness programs ranging from health club discounts to free sports classes

as well as rewards for healthy, stress-reducing choices