CHAPTER 6

Recruiting
CHAPTER 6 TOPICS:

 1: Definitions
 2: Recruiting goals
 3: Constraints
 4: Recruiting sources
 5: Employee referrals
 6: Ad response rates
 7: Employment agencies
 8: Cyberspace recruiting
 9: Employee leasing
Learning Outcomes
 After reading this chapter, you will be able to
 1 Define the term recruiting.
 2 Identify the dual goals of recruiting.
 3 Explain what constraints a human resource manager encounters when determining
 recruiting sources.
 4 Identify the principal sources involved in recruiting employees.
 5 Describe the advantages and disadvantages of employee referrals.
 6 Identify three important variables that affect response rates to job
advertisements.
 7 Explain what distinguishes a public employment agency from a private
employment
 agency.
 8 Describe the benefits of online recruiting.
 9 Explain the concept of employee leasing and the organizational benefits of such
 an arrangement.
1: RECRUITING IS
PERFORMED….

After employment
planning
Assuming people are
available with right
skills, knowledge, and
abilities
To discover potential
job candidates
2: RECRUITING GOALS

ATTRACT POTENTIAL
Communicate the
position so that they
respond
The more, the better
NOT UNQUALIFIED
Self select out
Saves time, money
The less, the better
2: WHO RECRUITS?

IT DEPENDS ON..

Company size (large)
Wage, skill level (low)
Regional employment
conditions
Past recruiting
success/failure
High growth
High change
3: CONSTRAINTS

Image of the
organization
+++
Salary
Benefits
Potential
Respect
- - -
Declining industry
Poor quality, safety
Indifferent to workers
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3: MORE CONSTRAINTS

Attractiveness of job
Boring
Hazardous
Low pay
No potential
Anxiety-creating

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3: MORE CONSTRAINTS

Internal
organizational policies
Promote from within
Government influence
Recruiting costs

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3: GLOBAL ISSUES

HOST COUNTRY
NATIONAL OR
EXPATRIATE????
DEPENDS ON…
Culture
Technology, skill
Legal restrictions
Terrorism
International
executive cadre
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4: RECRUITING SOURCES
- INTERNAL SEARCH

Advantages
Public relations
Builds morale
Encourages ambitious
employees
Cheaper
Know candidate better
Already socialized
Training
Good EEOC notice
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4: INTERNAL SEARCH

Disadvantages
Miss good outside
talent
Cause infighting
Inbreeding - no new
ideas
Have to train for
technology, skill
upgrades

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5: RECRUITING SOURCES
- EMPLOYEE REFERRALS

ADVANTAGES
Reputation at stake
Realistic job preview
More acceptable
candidate
More likely to accept
offer
More likely to stay
with the firm
Referral bonus $$$
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5: EMPLOYEE REFERRAL
DISADVANTAGES

Social
Economic
Friendship
Nepotism
Diversity

DeCenzo and Robbins HRM 7th

Edition 14
6: EXTERNAL
RECRUITING SOURCES

Advertisements
Employment agencies
Schools, colleges and
universities
Professional
organizations
Unsolicited applicants

DeCenzo and Robbins HRM 7th

Edition 15
6: EXTERNAL SEARCH -
ADVERTISEMENTS

Placed in local
newspapers, placards
on gates, trade
journals, Internet
Distribution wider if
Specialized skills
Higher level in
organization
Short supply in market

DeCenzo and Robbins HRM 7th

Edition 16
6: ADVERTISEMENT
RESPONSE RATES VARY

Organization
identification
Labor market
conditions
Specifics in ad

Compare Exhibits 6-1

and 6-2
DeCenzo and Robbins HRM 7th
Edition 17
Exhibit 6-1: Advertisement with General Information

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Exhibit 6-2: Advertisement with Specific Information

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6: BLIND BOX ADS USED
FOR

Low profile
Bad reputation
Affirmative action
pool
Soon to be replaced
incumbent
Market testing

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7: EXTERNAL SEARCH -
EMPLOYMENT AGENCIES

Public/state
Private
Management
consulting firms

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7: PUBLIC/STATE
AGENCIES

Unemployment
benefits
No fees
Low skill jobs
Exceptions -
computer network

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7: PRIVATE EMPLOYMENT
AGENCIES

Fees - paid or split

Better image
Advertisements
Higher skills
Some screening
Training
Guarantee for
placements

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7: MANAGEMENT
CONSULTING FIRMS

Executive search
Headhunter
Specialized high skill
Senior managers
Hard to fill technical
specialists
Large fee paid by
company
AND….
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7: SPECIALIZED
SERVICES PROVIDED

Canvas potential
applicants
Initial screening
Company interview
oversight
Buffer

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7: EXTERNAL SEARCH -
SCHOOLS, COLLEGES, U.

Placement services
Coops
Internships
Job fairs
Recent grads, mostly

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7: PROFESSIONAL
ORGANIZATIONS

Labor unions
Professional
specialties
Membership roster
Trade publication ads
Network opportunities
AND….

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7: PROFESSIONAL
ORGANIZATIONS

Annual, regional
meetings
Sanctions to limit
supply
License
Education
Training
Certification

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7: UNSOLICITED
APPLICANTS

Stockpile applicants
Unemployed queries
aren’t current for long

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8: CYBERSPACE
RECRUITING

Websumes
80% of companies
use Internet
Commercial job
posting services (See
Exhibit 6-3)
All kinds of jobs

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Exhibit 6-3: Top 100 Electronic Recruiters Quick Views Site Map

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9: RECRUITMENT
ALTERNATIVES

Temporary help
Employee leasing
Independent
contractors

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9: TEMPORARY HELP
SERVICES

Short-term labor
fluctuation needs
Broad skill ranges
(Accounting, clerical,
administrative,
drafting, CEOs,
programmers)
AND….

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9: MORE TEMPORARY
OPTIONS

Retirees, older
workers
Flexible scheduling
Low absenteeism
High motivation
Mentoring for younger
workers

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9: EMPLOYEE LEASING

Longer than temp

Good for employer
Work for leasing firm
Salary, benefits
Cost - flat fee
Well-trained
Guaranteed

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9: EMPLOYEE LEASING

Good for employee

Flexible
Time
Hours
Place
Professional
Employment
Organizations (PEO)

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9: INDEPENDENT
CONTRACTORS

Consultants
Offsite specific tasks
Good for the
company
Recruiting
No retirement
No workman’s
compensation
AND….

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9: INDEPENDENT
CONTRACTORS

Good for the

company
Retain links with good
workers
Retirees
Parents
Good for the
employee
Flexible time
Flexible place
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REVIEW: PRACTICAL TIPS
FOR THE JOB HUNTER

Job hunting is a job

(It should take as
much time as a
course)
Start in the fall for
spring
Match recruiting cycle
Don’t procrastinate

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HOW’S YOUR RESUME??

Sales tool
Highlight strengths
Demonstrate
competency
Differentiate you from
others

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HOW DOES YOUR RESUME
LOOK??

Formatting
Nice font
Quality printer, paper
Easy to read
Scannable
Proof REED!!

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AND THE COVER
LETTER????

Real name
Real information
Real interest
Tailored, specific

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QUICK: REVIEW
CHAPTER 6

DEFINE THESE TERMS:

WEBSUME
INDEPENDENT CONTRACTOR
REALISTIC JOB PREVIEW
BLIND BOX AD
HEADHUNTER
EMPLOYEE REFERRAL
COLLEGE JOB FAIR

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MORE REVIEW ON
CHAPTER 6

WHAT’S THE BEST TIP YOU GOT ABOUT

YOUR OWN RESUME?

ABOUT BEING RECRUITED?

HAVE YOU TALKED TO A COLLEGE

RECRUITER?

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PREVIEW: CHAPTER 7

BRING IN A JOB APPLICATION FORM TO

OUR NEXT CLASS SESSION.

WE WILL AWARD 1 EXTRA POINT TO THE

BEST AND 1 EXTRA POINT TO THE WORST
EXAMPLE.

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Exhibit 6-4: A Sample Resume

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