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4. chapter 4 (hrm nov 07)

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The document discusses recruiting goals, factors affecting recruiting efforts, and sources of recruitment. The recruiting goals are to attract potential applicants while avoiding unqualified ones. Factors like organization size, local employment conditions, and growth influence recruiting efforts. Recruiting is constrained by image, job attractiveness, policies, costs, and government rules. Sources include internal options like referrals, promotions, and records, as well as external options like ads, schools, agencies, applicants, internet postings, leasing, and contractors.

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4. chapter 4 (hrm nov 07)
4. chapter 4 (hrm nov 07)
Contents Recruiting goals Factors affecting recruiting efforts Recruiting sources.
Recruitment The word recruitment is specially used in army field Means To enter an organization Recruitment is the process of finding and attracting capable applicants for appointment for employment Result of recruitment is a pool of applicants from which new employees are selected
5 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
Factors Affecting Recruiting Efforts Size of organization Employment condition in the community where organization is located Growth of organization
Factors Affecting Recruiting Efforts Size of organization Recruiting efforts depend on size of organization as more recruiting efforts for large organization as compared to small organization. Employment condition in the community where organization is located Employment conditions in the local community influence how much recruiting take place( E.g. security ,employment rate etc ) Growth of organization Recruiting efforts also depend on the growth of organization ,if organization is growing they will need more people so more recruiting efforts will be needed. Working condition, salary. , benefit packages of organization
Constraints on Recruiting efforts Factors that can limit recruiting outcomes Image of the organization Job attractiveness Internal organization policies Government Influences Recruiting Cost
9 3: CONSTRAINTS Image of the organization A Poor image may limit its attraction to applicants and good image attract more applicants. +++Good image Salary Benefits Potential Respect ------Bad image Declining industry Poor quality, safety Indifferent to workers
Constraints on recruiting efforts Factors that can limit recruiting outcomes Job attractiveness If the position to be filled is an unattractive job ,recruiting a large and qualified pool of applicants will be difficult Internal organization policies Internal organizational policies ,such as promote from within wherever possible, may give priority to individuals inside the organization . Government Influences An employer can no longer seek out preferred individuals based on non-job related factors such as physical appearance ,religion or gender etc . Recruiting Cost More budget for recruitment mean attraction of more applicants by advertising positions in different media sources.
Sources of Recruitment Internal sources: Sources inside of the organization. External sources: Sources outside of the organization
Internal sources Internal searches Employee referral / recommendation Through collecting information from Human resource management system
Employees Referrals / Recommendations Employee referral are an excellent means of locating potential employees to fill positions Employees only recommend a suitable person, their reputation is at stake Referrals tend to be : More acceptable applicants Likely to accept offer Higher job survival rate Recommendation from a current employee regarding a job applicant
Promotion From Within Advantages Raises morale and motivation of employees No hiring and orientation cost Prior knowledge of employees strengths and weaknesses Employee has realistic expectations Low turn over
Disadvantages Managers may be reluctant to leave their staff No fresh blood Nepotism and favoritism Morale and motivational problem People may be transferred or promoted to do the jobs they are not competent enough to perform
External Sources of Recruitment 1- Advertisements 2- Schools, colleges and universities 3- Employment agencies 4- Unsolicited Applicants 5- Cyberspace Recruiting 6- Recruitment alternatives
External Sources of Recruitment 1- Advertisements Advertisement of positions through different Media sources E.g. print media & electronic media etc 2- Schools, colleges and universities Many organizations contact school colleges and universities for hiring fresh graduates. E.g organizations contact the head of Institutes & advertisement of positions inside of the campus.
Employment Agencies Public or State Agencies States provide a public employment service They tend to attract low skilled workers Provide service to those who are registered with state agencies. Types Public or State Agencies Private Employment Agencies Management Consulting Firms
Employment Agencies Private Agencies Compete with state agencies Charge for its services Care for their image Offer positions and applicants of higher caliber
Employment Agencies Management consulting Firms: Private employment agency specializing in middle and top- management placements. Management consulting, executive search or headhunter firm Specialize in mid & top level executive placement Distinguishing features are Fees ,Nationwide contracts and thoroughness of investigations.
Unsolicited Applicants Unsolicited applications through Letter, E mail, telephone , in person constitute a source of prospect applicants Even if there is no job , applicants contact organizationsEven if there is no job , applicants contact organizations Applicants looking for job grab the available opportunityApplicants looking for job grab the available opportunity and take up job where ever they getand take up job where ever they get
Cyberspace Recruiting Internet recruiting Organizations creating their own recruitment websites Websites have typical information like in the advertisements They have on line response provision Aggressive job candidates are also using internet They set up their own web pages called websites. (the pages that are used as resumes Internet recruiting is low cost Gives unprecedented access to potential employees worldwide
Recruiting Alternatives Employee Leasing Independent Contractors
Employee Leasing When an organization needs specific employee skills It contacts the leasing firm Acquiring organization pays for employees . Individuals hired by one firm and sent to work in another for a specific duration of time
Independent Contractors Hired by companies to do specific work Arrangement benefits both organization & the individual Company does not regard him as an employee Save cost associated with full time workers Often referred to as consultants
Recruiting Outside the Organization larger, more diverse pool of qualified candidates. acquisition of new skills and knowledge for creative problem solving elimination of rivalry for transfers/promotions cost savings from hiring skilled individuals with no need for training larger, more diverse pool of qualified candidates. acquisition of new skills and knowledge for creative problem solving elimination of rivalry for transfers/promotions cost savings from hiring skilled individuals with no need for training Advantages
Disadvantages External recruitment Expensive Time consuming Fresh blood
4. chapter 4 (hrm nov 07)

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4. chapter 4 (hrm nov 07)

  • 3. Contents Recruiting goals Factors affecting recruiting efforts Recruiting sources.
  • 4. Recruitment The word recruitment is specially used in army field Means To enter an organization Recruitment is the process of finding and attracting capable applicants for appointment for employment Result of recruitment is a pool of applicants from which new employees are selected
  • 5. 5 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
  • 6. Factors Affecting Recruiting Efforts Size of organization Employment condition in the community where organization is located Growth of organization
  • 7. Factors Affecting Recruiting Efforts Size of organization Recruiting efforts depend on size of organization as more recruiting efforts for large organization as compared to small organization. Employment condition in the community where organization is located Employment conditions in the local community influence how much recruiting take place( E.g. security ,employment rate etc ) Growth of organization Recruiting efforts also depend on the growth of organization ,if organization is growing they will need more people so more recruiting efforts will be needed. Working condition, salary. , benefit packages of organization
  • 8. Constraints on Recruiting efforts Factors that can limit recruiting outcomes Image of the organization Job attractiveness Internal organization policies Government Influences Recruiting Cost
  • 9. 9 3: CONSTRAINTS Image of the organization A Poor image may limit its attraction to applicants and good image attract more applicants. +++Good image Salary Benefits Potential Respect ------Bad image Declining industry Poor quality, safety Indifferent to workers
  • 10. Constraints on recruiting efforts Factors that can limit recruiting outcomes Job attractiveness If the position to be filled is an unattractive job ,recruiting a large and qualified pool of applicants will be difficult Internal organization policies Internal organizational policies ,such as promote from within wherever possible, may give priority to individuals inside the organization . Government Influences An employer can no longer seek out preferred individuals based on non-job related factors such as physical appearance ,religion or gender etc . Recruiting Cost More budget for recruitment mean attraction of more applicants by advertising positions in different media sources.
  • 11. Sources of Recruitment Internal sources: Sources inside of the organization. External sources: Sources outside of the organization
  • 12. Internal sources Internal searches Employee referral / recommendation Through collecting information from Human resource management system
  • 13. Employees Referrals / Recommendations Employee referral are an excellent means of locating potential employees to fill positions Employees only recommend a suitable person, their reputation is at stake Referrals tend to be : More acceptable applicants Likely to accept offer Higher job survival rate Recommendation from a current employee regarding a job applicant
  • 14. Promotion From Within Advantages Raises morale and motivation of employees No hiring and orientation cost Prior knowledge of employees strengths and weaknesses Employee has realistic expectations Low turn over
  • 15. Disadvantages Managers may be reluctant to leave their staff No fresh blood Nepotism and favoritism Morale and motivational problem People may be transferred or promoted to do the jobs they are not competent enough to perform
  • 16. External Sources of Recruitment 1- Advertisements 2- Schools, colleges and universities 3- Employment agencies 4- Unsolicited Applicants 5- Cyberspace Recruiting 6- Recruitment alternatives
  • 17. External Sources of Recruitment 1- Advertisements Advertisement of positions through different Media sources E.g. print media & electronic media etc 2- Schools, colleges and universities Many organizations contact school colleges and universities for hiring fresh graduates. E.g organizations contact the head of Institutes & advertisement of positions inside of the campus.
  • 18. Employment Agencies Public or State Agencies States provide a public employment service They tend to attract low skilled workers Provide service to those who are registered with state agencies. Types Public or State Agencies Private Employment Agencies Management Consulting Firms
  • 19. Employment Agencies Private Agencies Compete with state agencies Charge for its services Care for their image Offer positions and applicants of higher caliber
  • 20. Employment Agencies Management consulting Firms: Private employment agency specializing in middle and top- management placements. Management consulting, executive search or headhunter firm Specialize in mid & top level executive placement Distinguishing features are Fees ,Nationwide contracts and thoroughness of investigations.
  • 21. Unsolicited Applicants Unsolicited applications through Letter, E mail, telephone , in person constitute a source of prospect applicants Even if there is no job , applicants contact organizationsEven if there is no job , applicants contact organizations Applicants looking for job grab the available opportunityApplicants looking for job grab the available opportunity and take up job where ever they getand take up job where ever they get
  • 22. Cyberspace Recruiting Internet recruiting Organizations creating their own recruitment websites Websites have typical information like in the advertisements They have on line response provision Aggressive job candidates are also using internet They set up their own web pages called websites. (the pages that are used as resumes Internet recruiting is low cost Gives unprecedented access to potential employees worldwide
  • 23. Recruiting Alternatives Employee Leasing Independent Contractors
  • 24. Employee Leasing When an organization needs specific employee skills It contacts the leasing firm Acquiring organization pays for employees . Individuals hired by one firm and sent to work in another for a specific duration of time
  • 25. Independent Contractors Hired by companies to do specific work Arrangement benefits both organization & the individual Company does not regard him as an employee Save cost associated with full time workers Often referred to as consultants
  • 26. Recruiting Outside the Organization larger, more diverse pool of qualified candidates. acquisition of new skills and knowledge for creative problem solving elimination of rivalry for transfers/promotions cost savings from hiring skilled individuals with no need for training larger, more diverse pool of qualified candidates. acquisition of new skills and knowledge for creative problem solving elimination of rivalry for transfers/promotions cost savings from hiring skilled individuals with no need for training Advantages