Lecturer: Moez Allidina

PART 3
STAFFING ACTIVITIES:
RECRUITMENT

Chapter 05:
External Recruitment

Copyright 2015 by The McGraw-Hill Companies, Inc. All rights reserved.

STAFFING ORGANIZATIONS MODEL

Organization
Mission
Goals and Objectives

Organization Strategy

HR and Staffing Strategy

Staffing Policies and Programs

Support Activities
Core Staffing Activities
Legal compliance
Planning

Recruitment:
Selection:

External, internal

Measurement, external, internal

Job analysis

Employment:
Decision making, final match

Staffing System and Retention Management

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CHAPTER 4: LEARNING OBJECTIVES

Be able to engage in effective recruitment planning
activities
Understand the difference between open and
targeted recruitment
Utilize a variety of recruitment sources
Evaluate recruiting based on established metrics
Create a persuasive communication message
Learn about a variety of recruitment media
Recognize how applicant reactions influence the
effectiveness of a recruiting plan
5-3

RECRUITMENT PLANNING:
ADMINISTRATIVE ISSUES
In-house vs. External Recruitment Agency
Many companies do recruiting in-house
Recommended approach for large companies

Smaller companies may rely on external recruitment

agencies

Individual vs. Cooperative Recruitment Alliances

Cooperative alliances involve arrangements to share
recruitment resources

Centralized vs. Decentralized Recruitment

5-4

RECRUITMENT PLANNING:
ADMINISTRATIVE ISSUES
Requisitions
Exh. 5.1: Personnel Requisition

Number of Contacts
Yield Ratio Relationship of applicant inputs to
outputs at various decision points

Types of Contacts
Qualifications to perform job must be clearly established
Consideration must be given to job search and choice
process used by applicants
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EXH. 5.2: EXAMPLE RECRUITMENT BUDGET

Should recruitment
expenses be charged to
HR or to the business unit
using HR services?
Most organizations charge
the HR department, possibly
to encourage each business
unit to use the recruitment
services of the HR group.
May result in the business
unit users not being
concerned about minimizing
costs.
5-6

RECRUITMENT PLANNING:
ADMINISTRATIVE ISSUES (CONTINUED)
Process Flow and Record Keeping
Recruiters
Selecting Recruiters
Training Recruiters

5-7

DISCUSSION QUESTIONS
List and briefly describe each of the administrative
issues that needs to be addressed in the planning

stage of external recruiting.

5-8

CONSIDERATIONS RELATED TO
RECRUITERS: SELECTION
Desirable characteristics of recruiters
Strong interpersonal skills
Knowledge about company, jobs, and career-related
issues
Technology skills
Enthusiasm

Various sources of recruiters

HR Professionals
Line Managers
Employees
5-9

CONSIDERATIONS RELATED TO
RECRUITERS: TRAINING
Training
Traditional Areas of Training
Interviewing skills, job analysis, interpersonal skills,
laws, forms and reports, company and job
characteristics, and recruitment targets

Non-traditional Areas of Training

Technology skills, marketing skills, working with other
departments, and ethics
5-10

STRATEGY DEVELOPMENT
Open vs. Targeted Recruitment
Choosing an audience

Recruitment Sources
Choosing ways to get the message out

Recruiting Metrics
Assessing the effectiveness of recruiting methods
5-11

OPEN VS. TARGETED RECRUITMENT

Open Recruitment
Targeted Recruitment
Key KSAO Shortages
Workforce Diversity Gaps
Passive Job Seekers or Non-Candidates
Former Military Personnel
Employment Discouraged
Reward Seekers
Former Employees
Reluctant Applicants
5-12

EX. 5.4: MAKING THE CHOICE BETWEEN

OPEN AND TARGETED RECRUITING

5-13

RECRUITMENT SOURCES
Applicant Initiated

Executive Search Firms

Employee Referrals

Professional Associations
and Meetings

Employee Networks

Advertisements
Employment Websites
Colleges and Placement
Offices

Social Service Agencies

Outplacement Services
Job Fairs

Co-Ops and Internships

Employment Agencies
5-14

FEATURES OF HIGH-IMPACT
ORGANIZATIONAL WEBSITES
Easily Navigated
A job cart Function
Rsum Builders
Detailed Information on Career Opportunities
Clear Graphics

Allow Applicants to Create Profiles

Self-Assessment Inventories
5-15

EMPLOYEE REFERRALS
One of the most common recruiting methods
Finds candidates who are better informed about
organizational culture and values

Lower turnover rates

Often boosted by providing cash bonuses to
employees who refer successful candidates

5-16

EMPLOYMENT WEBSITES
Functionality

Ability to create and

approve job requisitions
online
Manage recruiting tasks
Track the progress of
open positions and
candidates
Report on recruiting
metrics like time to hire,
cost per hire, or equal
employment opportunity
(EEO)

General Websites

Attract a wider variety of

potential applicants
Reach includes millions of
users

Niche Websites

Target individuals with

specific skill sets
Qualified and motivated
user base
5-17

METRICS FOR EVALUATING RECRUITING

METHODS
Quantity
Quality
Cost

Impact on HR Outcomes
Employee Satisfaction
Job Performance
Diversity
Retention

Ex. 5.5: Potential Recruiting Metrics for Different Sources

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DISCUSSION QUESTION
List 10 sources of applicants that organizations turn to
when recruiting. For each source, identify needs specific to
the source, as well as pros and cons of using the source for
recruitment.

5-19

EX. 5.7 COMPARING CHOICE OF MESSAGES

5-20

DISCUSSION QUESTIONS
In designing the communication message to be used in
external recruiting, what kinds of information should be
included?
What are the advantages of conveying a realistic
recruitment message as opposed to portraying the job in
a way that the organization thinks that job applicants
want to hear?
What nontraditional inducements are some organizations
offering so that they are seen as family-friendly
organizations? What result does the organization hope to
realize as a result of providing these inducements?
5-21

SEARCHING: COMMUNICATION MEDIUM

Word-of-Mouth

Recruitment Brochures
Videos and Videoconferencing
Advertisements
Classified Advertisements
Online Advertisements (banner ads)
Radio and Television Advertisements

Organizational Websites
Direct Contact (telephone or e-mail)
5-22

EXHIBIT 5.9: FACTORS FOR DESIGNING

ORGANIZATIONAL WEBSITES

5-23

APPLICANT REACTIONS
Reactions to Recruiters

Influence of Recruiter vs. Job Characteristics

Influence of Recruiter on Attitudes and Behaviors
Demographics of Recruiters
Influential Recruiter Behaviors
Warmth and Knowledge of the Job

Reactions to Recruitment Process

Relationship of Screening Devices to Job

Delay Times in Recruitment Process
Funding of Recruitment Process
Credibility of Recruiter during Recruitment Process
5-24

REACTIONS TO DIVERSITY ISSUES

Advertising in publications targeted at women
and minorities
Advertisements should depict diversity, especially
among those in positions of authority
Target older workers by flexible schedules, health
and pension benefits, and part-time opportunities

5-25

TRANSITION TO SELECTION
Involves making applicants aware of
Next steps in hiring process
Selection methods used and instructions
Expectations and requirements

5-26