Exhibit IBA HRM 430

Selecting Recruiting Methods

Instructions:

STEP 1: For the jobs listed below, choose the three best recruiting methods referring to the Recruiting Methods Evaluation Sheet on the riverside of page.

STEP 2: Rate the effectiveness each of your selected recruiting methods considering (1) Time to recruit (2) Volume of Applicants (3) Quality of applicants, and (4) Cost incurred. Use the following effectiveness scale: 1-Very Low 2-Low 3-Average 4-High 5-Very High in effectiveness

STEP 3: Find the total Effectiveness Score for the recruitment methods and decide which one out of the three methods would be the best choice. Be ready to explain your selection.

Recruiting Methods (1)

Time(2)

Volume(3)

Quality(4)

Cost(Total)

EffectivenessSales Representatives

(50, For a large multinational pharmaceutical, in all major cities of Pakistan)1.

2.

3.

Recommended Methodology:

Chemical Engineers(10 needed for a large, local Oil & Gas company)

1.

2.

3.

Recommended Methodology:

GM Human Resources(For large, local bank)

1.

2.

3.

Recommended Methodology:

“A journey of 1000 miles begins with a single step”-Lao Tzu

Exhibit IBA HRM 430

Recruiting Methods Evaluation Sheet

Referrals

1. Employee Referrals – quick source of applicants when there is a small number of vacancies; excellent screening; useful for all types of employees; may not help in meeting diversity goals; may breed nepotism; low expense.

2. Competitive Sources – direct contact, but shooting in the dark, don’t know who is interested; time-consuming; successful hire most often based on higher package; may tarnish reputation in market as being cut-throat, devious; low expense.

Direct Contact

1. Direct Application/Company Website – quick source of applicants if company maintains applicant files; all types of employees; research indicates low absences /turnover and high job commitment for these employees; low expense.

2. Professional & Trade Associations or Conferences – good source of managerial and professional employees; applicants tend to be knowledgeable and motivated; good screening.

3. Vocational/Tech Schools – good source of specialized employees; good screening when aptitude scores and training performance are available; qualified applicants; low

expense.

4. College Recruiting/Job Fairs – important for volume of applicants with appropriate education; entry level positions; very high expense.

5. Job Board/ Professional or Career Web site – wide range of jobs; very developed websites for both commercial and government jobs; quick response; potential for some screening; minimal-to- moderate expense.

Agency

1. Commercial Agencies – all types of jobs; focus is on placement for fee; often inadequate screening; trial and error in selecting a good agency; high expense.

2. Executive Search – specialized source of high level managers or professional employees; quality varies widely; may risk loosing own employees; very high expense.

Media

1. Newspaper – fast and high volume; follow-up screening needed; high expense in screening large volume of applicants; research indicates high absences and turnover for employees recruited through this method.

2. Special Publications – fast source; moderate volume; may indicate strong interest and commitment to field of applicants; moderate expense.

3. Social Media – fast source; “narrowcast” to targeted talent pool; reach inactive job seekers; low expense.

“A journey of 1000 miles begins with a single step”-Lao Tzu