Chapter IV

EXTERNAL
RECRUITMENT
Prospective Candidate
Someone who is likely to do a
particular thing or achieve a
particular position.
Informal Recruitment
Describe as word-of-mouth
recruitment, or at management
level it is commonly known as
headhunting.
Formal Recruitment
The key to effective formal
recruitment is to have the right
job specifications and the right
advertising strategy to attract
the right employees.
External recruitment
OBJECTIVE :
Is to identify and attract job
applicants from outside the
organization.
Organizational Issues
 Internal vs. External recruitment
locations
 Individual vs. Cooperative Alliances
 Centralized vs. Decentralized
Recruitment
Administrative Issues
 Requisitions Timing
 No. and types of contracts
 Recruitment Budget
 Development of recruitment guide
 Selection and Training of recruiters
must be planned
Recruitment strategy
Formation Strategy
Recruitment Planning
TWO ISSUES MUST BE RESOLVED
1. Organizational plans must be made to
coordinate the identification and attraction of
applicants.
2. Administrative issues such as the no. to be
considered to ensure that there are resources
to conduct a successful recruitment campaign.
Organizational Issues
Internal Recruitment VS.
External Recruitment
An internal recruitment strategy
is characterized by promoting
employees from within an
organization to fill upcoming
positions.
Advantages of Internal
Recruitment:
 You do not have to “reinvent the wheel”.
 Understand the business model, culture
and process before assuming new
position.
 Will assimilate into the new position
faster than new employee.
Internal Recruitment VS.
External Recruitment
While an external recruitment strategy
is one which a human resources
department will systematically search
the employee pool outside its own
employees to fill positions.
External recruitment
Advantages:
 Yields new ideas.
 Bring information or methodologies from
former employer that can be integrated into
your best practice.
 May lead to team stability, as teams may
remain intact when hiring externally.
Individual VS.
Cooperative Alliances
 Organizations that compete with one
another in the same product or labor
market do not cooperate with one
another when recruiting.
 Conduct their own recruitment programs
to maintain a competitive advantage.
Individual VS.
Cooperative Alliances
 There are times when competitors may
enter into cooperative recruitment alliances
where arrangement are made to share
recruitment resources.
 Recruitment alliances takes many form.
One major form is government employer
partnership.
Centralized VS.
Decentralized Recruitment
 Centralized recruitment is the process
whereby all direct hire creative
staffing decisions are made by one
human resources team within a
company.
Advantages of Centralized
Recruitment:
 Duplication of effort are eliminated.
 Ensures policy is being interpreted
consistently across business units.
 The cost of recruitment per candidate is
low.
 It has benefit of centralized promotion and
transfer.
Advantages of Centralized
Recruitment:
 Services of experts will be available for
recruitment.
 Ensures uniformity among the persons
recruited.
 Ensures effective and suitable placement of
candidates.
Centralized VS.
Decentralized Recruitment:
Decentralized recruitment is process in
which decision making relating to
process of recruitment is divided
among the top management and
middle level managers e.g. (branch
manager).
Advantages of
Decentralized Recruitment:
 Recruitment efforts may be undertaken in a
more timely manner when there are few
people to recruit.
 The units are aware about the job
requirement, social and cultural background
of candidates available, which helps in
recruiting suitable employees for organization.
Advantages of
Decentralized Recruitment:
 In decentralized recruitment it is easy for units to
analyze sources where potential employees are available.
 Units will be more aware about the human resource
requirement of unit which makes the process of
feedback easier.
 Units will have their own space to adopt method of
recruitment suitable to their unit.
Administrative Issues
Requisition
When a supervisor finds there is
a need to hire a new employee, a
Position Requisition will be the
first step to complete and forward
it to the Administration Manager.
Requisition
Employee requisition forms are used when a
company or a business have staff positions to fill.
If a manager wants to make a new hire or wants to
replace an employee that is leaving the company, a
requisition form is needed to be submitted and
approved. Once the human resource department
establishes the need for the identified job
description, the job is then advertised.
POSITION REQUISITION SAMPLE FORM
Timing
Lead Time Concerns
Time Sequence Concerns
Two factors that drive
the decision of when to
look for Job Applicants
Leadtime Concerns
Effective planning requires that
top management prioritize job
openings so that they can be
filled in order that best meets
the needs of the business.
Time Sequence Concerns
Time-lapse statistics is a very useful
set of indicators for time sequence
concerns. These statistics provide
data on the average length of time
that expires between various phases
in the recruitment process.
Number of Contacts
The pool of applicants to be selected
almost always needs to be larger than the
number of applicants that eventually will
be hired. Some applicants who are
contacted may not be interested in the
position, and others, may not be qualified.
Types of Contacts
First
It is essential that the qualifications needed to
perform the job are clearly established.

Second
Consideration must be given to the job search
and the choice process used by Applicants.
Employee Referrals
Are critical and valuable
resources for identifying
new talented applicants.
Promote from within
*Increased job satisfaction and esteem for the
promoted employee.
*Shows others that the company recognizes
and rewards excellence.
*Reduces training and orientation time since
current employees are already knowledgeable
about your product and services.
On-the-Job Trainees
(Students)
If you find a talented student, invite
them to comeback when they graduated.
Remember that there are many semi-
retired people who also like to
supplement their incomes by working
part-time, but are to shy to do job hunt.
Unsolicited Application
All applicants should be treated
courteously, but the materials
submitted by qualified candidates
should be kept on file for future
reference.
Schools and Colleges
Depending on the type of
position to be filled, high school,
trade and vocational schools,
colleges and universities can be
good sources of candidates.
Alumni Placement Offices
Many colleges keep resumes or files for
Alumni who are seeking for a job or career
changes.
Alumni files can be a good source for
companies seeking an educated candidates
with more work experiences than recent
graduates generally have.
*Job Fairs can be useful for Companies that
need to hire several employees in a Given
specialty ,such as Engineering or Computer
Programming.

*Job fair Companies Usually Pay a booth fee

and send Representatives to collect Resumes
and Pre screen candidates.
Association
 Most Trade associations maintain a central
clearing house of candidates who wish to
change jobs.
 Trade shows conventions and seminars
sponsored by Associations can also provide
valuable opportunities to meet potential
employees .
Private Employment
Agencies
These organizations match job
seekers with potential
employers for a fee, usually
paid by the employer once a
candidate is hired.
Outplacement Agencies
Outplacement firms are similar to private
employment agencies, but their fees are usually
paid by former employer who have laid off or
downsized workers. Small businesses with job
openings can usually be placed on a mailing
list free of charge to receive information on
candidates who need a new job.
Temporary Services
These firms offer employees to fill a wide
range of needs, from clerical to manufacturing
to professional services. Hiring temporary
employees can be a valuable method for
companies to screen people before hiring
them on a permanent basis.
Advertising
 It is expensive however, so it is important to evaluate
media carefully.
 Ads should concentrate on the skills and
responsibilities of the position, rather than on the traits
of applicant.
 In point ads, it is important to avoid nuances that
suggest a certain gender or age of applicant is preferred.
Example:
Salesman – Salesperson
Waitress – Wait staff
Young – Energetic

 In addition, the recruiter should make certain

that all the qualification listed are actually
necessary for effective performance of the job.
Internet Job Banks
The internet can be a valuable recruiting tool,
particularly in terms of locating potential
employees.
Experts recommend that employers use several
of the hundreds of available sites in order to
find the one’s that best meet their needs.
The selection should be made through formal
screening process that may include:

Employment Application
Employment Tests
Personal Interview

 Each step in the process serves to narrow the field of

candidates until a final selection can be made.
External Selection
A large number of organizations employ
rudimentary and haphazard approaches
to selecting their workforces.
This represents a serious disconnect for
organization that have a strategic focus on
increasing their competitive advantage
through effective talent management.
 External Selection
Fail to use scientifically proven assessments to make selection
decisions even though such assessments have been shown to result
in significant productivity increases, cost savings, decrease in
attrition and other critical organizational outcomes that translate
into literally millions of dollars.
One reason why one organization do not use rigorous assessments
to select employees is because many executives and HR
professionals have misconceptions about the value of using them.
Reasons why formal assessments
are not used more in organization:
Is that there tends to be a lack of knowledge
about the type of assessment methods that
research has shown to be most effective for
identifying who will perform best on the job.
Maybe attributable to the multitude of
consulting firms selling different selection
products and tools.
Reasons why formal assessments are
not used more in organization:
Most organizations use a funneling
approach to selection, where more informal
tools and procedures are used initially to
reduce the pool of candidates to a
manageable number of individuals who
may then be put through a more extensive
assessment process.