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Chapter 6

The document discusses employee recruitment. It begins by explaining that recruiting brings together organizations with job openings and individuals seeking jobs. The goals of recruiting are to attract a large pool of qualified candidates and discourage unqualified applicants. Recruiting efforts are affected by factors like organizational size, employment conditions, and compensation offered. Organizations use various sources for recruiting, including internal searches, employee referrals, external advertising, employment agencies, schools and job fairs. Online recruiting is also widely used.

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92 views

Chapter 6

The document discusses employee recruitment. It begins by explaining that recruiting brings together organizations with job openings and individuals seeking jobs. The goals of recruiting are to attract a large pool of qualified candidates and discourage unqualified applicants. Recruiting efforts are affected by factors like organizational size, employment conditions, and compensation offered. Organizations use various sources for recruiting, including internal searches, employee referrals, external advertising, employment agencies, schools and job fairs. Online recruiting is also widely used.

Uploaded by

mohammad younas
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPT, PDF, TXT or read online on Scribd
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Chapter 6

Employee
Recruitment

Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 6, slide 1


Introduction

Once an organization identifies its human resource


needs through employment planning, it can begin
recruiting candidates for actual or anticipated vacancies.

Recruiting brings together

those with jobs to fill and those seeking jobs

Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 6, slide 2


Recruiting Goals

 recruiting provides information that will attract a


significant pool of qualified candidates and
discourage unqualified ones from applying

 recruiters promote the organization to prospective


applicants

Recruiter: Represents employer to prospective


applicants at colleges and job fairs.

Video: Kevin Gazarra


Find the Right People and Keep Them Engaged

Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 6, slide 3


Recruiting Goals

Factors that affect recruiting efforts:

organizational size

employment conditions in the area

effectiveness of past recruiting efforts

working conditions, salary, and benefits offered

organizational growth or decline

Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 6, slide 4


Recruiting Goals

Constraints on recruiting efforts:

organization’s image

job attractiveness

internal organizational policies

government policy and laws

recruiting costs

Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 6, slide 5


Recruiting Sources

internal
searches

employee
referrals

external
searches

The Internet is blazing online and


trails in recruiting alternative
practices

Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 6, slide 6


Recruiting Sources

internal search

Organizations that promote from within identify


current employees for job openings

 by having individuals bid for jobs


 by using their HR management system
 by utilizing employee referrals

Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 6, slide 7


Recruiting Sources
Promoting from Within
Advantages
 good public relations
 morale building
encourages individuals who are qualified and ambitious
improves the probability of a good selection, because information on the individual’s
performance is readily available
 is less costly than going outside to recruit
helps with recruiting entry level workers
reduces orientation and training costs
when carefully planned can also act as a training device for developing middle and top-
level managers.
Disadvantages
Promoting from within an organization creates problems if the organization uses less-
qualified internal candidates only because they are there, when excellent candidates are
available on the outside.
Internal searches also may generate infighting among rival candidates for promotion and
decrease morale levels of those not selected.

Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 6, slide 8


Recruiting Sources

employee
referrals

Current employees can be asked to recommend recruits.

Advantages:
 the employee’s motivation to make a good recommendation
 the availability of accurate job information for the recruit
 employee referrals tend to be more acceptable applicants, more
likely to accept an offer, and have a higher survival rate
Disadvantages:
 the possibility of friendship being confused with job performance
 the potential for nepotism
 employee referrals may also minimize an organization’s desire
to add diversity to the workplace.

Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 6, slide 9


Recruiting Sources

external
searches

Advertisements: Must decide type and location of ad,


depending on job; decide whether to focus on job (job
description) or on applicant (job specification).

Three factors influence the response rate:


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

Blind box ads do not identify the organization.

Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 6, slide 10


Recruiting Sources

Employment Agencies:
Assists in matching employees seeking work with employers
seeking workers.
www.careeronestop.org

 private employment agencies provide more comprehensive


services and are perceived to offer positions and applicants of a
higher caliber

 management consulting firms (“headhunters”) research


candidates for mid- and upper-level executive placement

 executive search firms screen potential mid/top-level candidates


while keeping prospective employers anonymous

Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 6, slide 11


Recruiting Sources

Schools, colleges, and universities:


Educational institutions at all levels offer
opportunities for recruiting recent graduates.

may also help companies establish


cooperative education assignments and
internships

Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 6, slide 12


Recruiting Sources
Job fairs:
attended by company recruiters seeking resumes and
info from qualified candidates
 Virtual online job fairs could bring employers and job seekers
together online by logging into a specific Web site at a
certain time.
See:
http://www.inxpo.com/products/virtual-career-fairs/index.htm
http://work.secondlife.com/worksolutions/meetings/
From the WSJ:
http://online.wsj.com/article/SB118229876637841321.html
Unsolicited applicants (walk-ins):

may provide a stockpile of prospective applicants if there


are no current openings
Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 6, slide 13
Recruiting Sources

online
sources

 most companies use the Internet to recruit employees


 job seekers use online resumes and create Web pages
about their qualifications

Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 6, slide 14


Your Own Job Search

Job searching takes training, commitment,


endurance, and support. Start searching well before
you plan to start work.

Preparing Your Resume


 use quality paper and easy-to-read type
 proofread carefully
 include volunteer experience
 use typical job description phrasing
 use a cover letter to highlight your greatest strengths

Use networking to gain access to an organization.

Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 6, slide 15


Matching
temp services and employee
constraints on
leasing
recruiting efforts

recruiting sources matching those with jobs to fill


with those seeking jobs
recruiting

employment conditions in the


affects recruiting area
efforts

recruiting organization’s image


alternatives

internal/external searches

Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 6, slide 16

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