Chapter 6

Recruiting Human
Resources

Human Resource Management, 5E

Definition
Recruitment is the process of finding
and attracting the capable job
candidates for employment. The
process begins when new recruits are
sought and ends when their
applications are submitted

Human Resource Managem

Nature and Purposes of

Recruitment

Recruitment is the process of searching for and obtaining

applicants for jobs
Recruitment has several benefits for a firm:

Determine the present and future requirements of the organisation in conjunction

with its personnel-planning and job-analysis activities.
Increase the pool of job candidates at minimum cost.
Help increase the success rate of the selection process by reducing the number of
visibly underqualified or overqualified job applicants.
Help reduce the probability that job applicants, once recruited and selected, will
leave the organisation only after a short period of time.
Meet the organisations legal and social obligations regarding the composition of its
workforce.
Begin identifying and preparing potential job applicants who will be appropriate
candidates.
Increase organisational and individual effectiveness in the short term and long
term.
Evaluate the effectiveness of various recruiting techniques and sources for all
types of job applicants.

Human Resource Managem

Factors Influencing
Recruitment
External Forces

Supply and demand

Unemployment rate
Labour market
Political-social
Sons of soil
Image

Recruitment

Internal Forces
Recruitment
HRP
Size of the firm
Cost
Growth and expansion

Human Resource Managem

Recruitment Process
Personnel
Planning

Job
Analysis

Job
Vacancies

Recruitment
Planning
Numbers
Type

Strategy
Development
Where
How
When

Employee
Requisition

Searching
Activation
Selling
Message
Media

Applicant
Pool

Screening

Applicant
Population

Human Resource Managem

Potenti
al Hires

To
Selection

Evaluation
and Control

Recruitment Yield Pyramid

Offer Acceptance
20

Offers/Acceptance (3:2)

Job Offer
30
Invited for Final
Interview
Invited to Screening
Interview

40
200

Interview/Offers (4:3)
Screening/Invites (5:1)
Contacts/Screens (10:1)

Initial Contacts
2000

Human Resource Managem

Sources of Recruitment
Professional or Trade Associations
Advertisements
Employment Exchanges

Present Employees

Former Employees

Walk0ins and Write-ins

Consultants
Contractors
Displaced Persons

External Sources

Employees Referrals

Recruitment

Internal Sources

Campus Recruitment

Radio and Television

Previous Applicants
Acquisitions and Mergers
Competitors
E-Recruiting

Human Resource Managem

Philosophies of Recruitment
Realistic

job previews

JCQ

Alternatives
over time work
employee leasing
temporary employment

Human Resource Managem

Typical Consequences of Job

Previews
Traditional Procedures

Realistic Procedures

Set initial job expectations too high

Set job expectations realistically

Job is typically viewed as attractive

Job may or not be attractive depending

on individual needs

High rate of job offer acceptance

Some accept, some reject job offer

Work experience belies expectations

Work experience confirms expectations

Lower job survival, dissatisfaction,

frequent thoughts of quitting

High job survival, satisfaction, no

thoughts of quitting

Human Resource Managem