MODULE 4: RECRUITING AND SELECTING EMPLOYEES

Recruiting
-process of discovering potential candidates for actual or anticipated organizational vacancies.
-or from other perspective, it is a linking activity - bringing together those jobs to fill and those seeking jobs.
-Simply, recruitment is the process of attracting right number of peoples, right kinds of peoples, at the right
Place at the right time.

Factors Affecting Recruiting

▸Organizational efforts and Organizational size

▸Employment conditions in the area
▸Working conditions, salary and benefits offered
▸Organizational growth and decline.

Constraint on Recruiting Efforts

▸Organizational image
▸Job attractiveness
▸Internal organization policies
▸Government influence
▸Recruiting costs

Recruiting Sources

- Internal searches
- External searches

Internal search
The Internal Search: Many large organizations attempt to develop their own employees for positions
beyond the lowest level.

These can occur-

-by having individuals bid for jobs
-by using their HR management system
-by utilizing employee referrals

Sources of Recruiting

▸Internal recruitment options are:

1.promotion/lateral transfer-when candidate is identified

2.advertise internally-when organization believe in availability of persons within the organization and
discover hidden talent that may have been overlooked
Promoting within the organization

Advantages
-good public relations
-morale building
-knowledge of existing employee performance
-cost-savings
-candidates are well known about the organization
-Candidates have a stronger commitment to the company
-opportunity to develop mid- and top-level managers

Disadvantages
-possible inferiority of internal candidates
-infighting and morale problems
-Time wasted interviewing inside candidates who will not be considered

External searches
Advertisements:
-When an organization wishes to communicate to the public that it has a vacancy,
-Must decide type and location of ad, depending on job; decide whether to focus on job (job description) or
on applicant (job specification).
-The most common techniques that are used as ad.
▹Newspapers (local and specific labor markets)
▹Trade and professional journals
▹Internet job sites Marketing programs
▹Radio & Television

Three factors influence the response rate to advertisement:

-identification of the organization
-labor market conditions
-the degree to which specific requirements are listed.

Employment Agencies:

Types of employment agencies:

-Public agencies operated by federal, state, or local government
-private employment agencies
-management consulting firms
-executive search firms

▸Public or state employment services focus on helping unemployed individuals with lower skill levels
to find jobs

▸Private employment agencies provide more comprehensive services and are perceived to offer positions
and applicants of a higher caliber
Reasons for using a private employment agency:
▹When a firm doesn’t have an HR department and is not geared to doing recruiting and screening.
▹The firm has found it difficult in the past to generate a pool of qualified applicants.
▹There is a perceived need to attract a greater number of minority or female applicants.
▹The firm wants to cut down on the time it’s devoting to recruiting.

▸Management consulting firms (“headhunters”) research candidates for mid- and upper-level executive
Placement
▸McKinsey is a leading consulting firm in the Philippines, serving leading companies and public-sector
Organizations.
▸Executive search firms screen potential mid/top-level candidates while keeping prospective employers
Anonymous.

Schools, colleges, and universities:

-Educational institutions at all levels offer opportunities for recruiting recent graduates.
-Most educational institutions operate placement services where prospective employers can review
credentials and interview graduates.
-May provide entry-level or experienced workers through their placement services
-May also help companies establish cooperative education assignments and internships

Professional organizations:
▹The professional organizations include such varied occupations as industrial engineering, psychology,
accounting, legal, and academics.
▹These organizations publish rosters of job vacancies and distribute these lists to members.
▹labor unions are also in this category
▸may provide a stockpile of prospective applicants if there are no current openings
▸Direct applicants who seek employment with or without encouragement from other sources.
▸Courteous treatment of any applicant is a good business practice.

Job fairs:
-attended by company recruiters seeking resumes and info from qualified candidates

Promoting from outside the organization

Advantages
-Import new ideas
-Reduce employee training and development, particularly, if they have been trained elsewhere
-Hiring outsiders can indicate a change of business outlook; and
-Internal person may not be available.

Disadvantages
-It takes lots of time and energy
-It is costly
-It may not build the morale
-It can not encourages good individuals who are ambitious
-Candidates have weak commitment to the company
-No opportunity to develop mid- and top-level managers

Online sources
▸ most companies use the Internet to recruit employees
▸job seekers use online resumes and create Web pages about their qualifications

Advantages of Internet recruiting

▸Cost-effective way to publicize job openings
▸More applicants attracted over a longer period
▸Immediate applicant responses
▸Online pre screening of applicants
▸Links to other job search sites
▸Automation of applicant tracking and evaluation

Recruiting alternatives
Temporary help services:
-temporary employees help organizations meet short-term fluctuations in HRM needs
-older workers can also provide high-quality help

Employee leasing:
-trained workers are employed by a leasing company, which provides them to employers when needed for
a flat fee
-typically remain with an organization for longer periods of time

Independent contractors:
-do specific work either on or off the company’s premises
-costs of regular employees (i.e. taxes and benefits costs) are not incurred

Head Hunting
-is one way of searching highly qualified senior managers through informal interview process.
-The method is useful to bring potential persons who are well placed in different organizations who normally
do not apply in response to formal advertisements.

A Global Perspective
▸home-country nationals when searching for someone with extensive company experience to launch a
product in a country where it has never sold before
▸host-country nationals when a foreign subsidiary is being established and HQ wants to retain control yet
hire someone with local market knowledge
▸candidates of any nationality, creating a truly international perspective