PowerPoint Presentation

to accompany

Human Resource Management,

4rd Edition

by Raymond J. Stone

Prepared by by Retha Wiesner © John Wiley & Sons Australia, Ltd 2002
RECRUITING HUMAN
RESOURCES

Chapter 6
 Objectives

• Describe strategic recruitment.

• Discuss the major internal and external sources of
human resources.
• Explain the major recruitment methods and their
advantages and disadvantages.
• Discuss the recruitment of women, people with
disabilities, older workers and minorities.
• Evaluate the recruitment activity
 What is Recruitment?

• The process of locating and attracting qualified

candidates for job vacancies within an organisation

It involves:
• recruitment sources - determining where qualified
candidates can be located
• recruitment methods - choosing specific means of
attracting potential employees to the organisation
 Recruitment is a Two-way
Process:
• It satisfies the organisation’s
strategic requirements
• It helps candidates to assess the
job, the organisation and whether
they meet the position
requirements
 Strategic business objectives
What is to be achieved and how.
Human resource planning
• Determine number and type
of jobs to be filled
• Match HR supply with job
openings
Job analysis
Collect job information
Job description Job specification
• Job title • Experience
• Duties and responsibilities • Qualifications
• Relationships • Skills, abilities, knowledge
• Know-how • Personal qualities
• Accountability • Special requirements
• Authority
• Special circumstances
Recruitment
Identify and attract a pool of Source: Asia Pacific
Management Co
qualified candidates. Ltd.2001
 Initial Considerations
1. Is there a genuine need for this job to be filled?
Could the work be reallocated? Is the work really
necessary? Would the work be better outsourced?
2. Should the job be filled internally or externally?
3. What is the budget for filling the position? Which
departments will be charged the costs of
recruitment?
4. What are the duties, responsibilities, reporting
relationships, qualifications, experience, skills and
personal qualities required? (An agreed job
description and job specification are essential.)
 Initial Considerations (cont)
5. What salary and fringe benefits will the position
attract? What are the conditions of employment?
6. How will candidates be recruited: job posting?
Newspaper advertisement? Executive search
consultant? Personnel agency?
7. What advertisement copy/layout/style will be used?
Will the advertisement be prepared in-house or by an
advertising agency? Which newspapers, magazines
and other communication media will be used to relay
the advertisement to potential applicants?
 Initial Considerations (cont)
8. Who will be involved in the recruitment and
selection process? Who will conduct the
interviews? Who will make the hire/reject
decisions? Will psychological tests be used? Will
a medical examination be required?
9.Who will handle the induction? Who will be
responsible for placing the new hire on the
payroll?
10.Who will give the job instructions? Who will
arrange for any special training required?
 Recruitment Policy
• Provides the framework for the organisation’s
recruiting action
• Reflects the organisation’s recruitment
objectives
• Considers issues of EEO and AA, promotion,
diversity, part-time and full-time work
arrangements, the selection of methods,
information about the organisation, legal
requirements
 Items to be Considered in the
Recruitment Policy
• EEO and AA;
• promotion from within;
• recruiting personnel from local, interstate or international
sources;
• permanent part-time and casual employment;
• hiring people with disabilities;
• hiring women and members of minority groups;
• employees taking early or normal retirement;
• employing gay and lesbian personnel;
• employing relatives and friends of existing employees;
 Items to be Considered in the
Recruitment Policy (cont)
• employing children domestically and internationally;
• employing union/non-union members;
• the balance of the emphasis on technical skills and formal
qualifications and the emphasis on the values held by the
applicant;
• the selection of methods and media to recruit personnel —
which positions will be advertised? Which will be placed with
executive search firms?
• the decision about to what extent to inform applicants about the
position, career opportunities, the company, its products; and
• the decision about how and when to inform applicants about
the job, the company and so on.
 Effective RecruitmentActivities
• determine and categorise the organisation’s long-
range and short-range HR needs;
• keep alert to changing conditions in the labour
market;
• develop appropriate recruitment advertisements
and literature;
• record the number and quality of applicants from
each recruiting source; and
• follow up on applicants to evaluate the
effectiveness of the recruiting effort.
 Recruitment Methods
• Potential candidates have to be made
aware of job vacancies
• Internal methods include:
 Computerised record systems;
 Job posting via bulletin boards (including
electronic ones);
 newsletters or personal letters
 External Methods

• advertising (including internet advertising);

• government employment agencies;
• recruiting consultants;
• executive search firms;
• educational institutions;
• employee referrals;
• unsolicited applications; and
• professional associations.
 RECRUITMENT
Internal sources

Advantages Disadvantages
•Organisation has more knowledge •Employees may be promoted
of the candidate’s strengths and beyond their level of competence
weaknesses •Employee infighting for
•Candidate already knows the promotion can affect morale.
organisation •Inbreeding can stifle creativity
•Employee morale and motivation is and innovation
enhanced •System can become bureaucratic
•Organisation’s return on investment •Excellent training and
in training and development is development programs are
increased necessary
•Can generate a succession of
promotions
•Organisation needs to hire only
entry-level candidates.
Source: Asia Pacific Management Co. Ltd. 2001
 RECRUITMENT
External sources

Advantages Disadvantages
• The pool of talent is bigger • Attracting and selecting a new
• New insights, skills and know-how employee is more difficult
can be introduced into the • New employee adjustment
organisation and orientation takes longer
• It is often cheaper and easier to • Morale may suffer among
hire employees from outside the existing employees who have
organisation been passed over
• Outside employees are not members • An employee may be selected
of existing cliques whose performance is below the
standard required or whose
personality does not match with
the organisation’s culture
 Electronic Recruitment
• Electronic recruiting, cybercruiting or recruiting
on the internet (and intranet for internal recruiting)
presents a major change to the way in which
companies traditionally recruit personnel.
• Companies can immediately advertise a job
vacancy, 24 hours a day, seven days a week,
include detailed and comprehensive information
about the job and the company, reach large
numbers of potential applicants and expect an
almost immediate response.
 EEO and AA in Recruitment
• EEO and AA legislation requires that organisations:
 eliminate discriminatory recruiting practices
 take specific action to ensure disadvantaged groups
are given fair access to job opportunities (eg,
women, minorities, people with disabilities, older
workers, Aboriginal Australians and Torres Strait
Islanders )
 select the best person for the job in terms of skills,
regardless of differences in race, gender, religion,
nationality or sexuality.
 Evaluation of Recruitment
• Ensures the organisation meets its strategic
business objectives
• Contains costs
• Satisfies EEO objectives
• Improves recruitment efficiency and
effectiveness
 Assessment of Recruitment
Activity Focus on:
• Productivity;
• Quality;
• Costs;
• Time; and
• Soft data.
 Summary

• Potential candidates have to be made

aware of job vacancies.
• Organisations that are regarded as good
employers have the least trouble attracting
high quality candidates.
• Evaluation of the recruitment activities is
essential.