Academy of
Business
Professionals
SESSION ON
RECRUITMENT
Learning Objective
Describe strategic recruitment
Discuss the major internal and external sources of human resources, the traditional
recruiting methods and their advantages and disadvantages, and e-recruiting
The use of social networking sites as recruiting tools
Discuss the recruitment of people with disability; older workers; and migrants
What is recruitment ?
Recruitment refers to the overall process of identifying, attracting, screening,
shortlisting, and interviewing, suitable candidates for jobs within an organization.
Recruitment can also refer to processes involved in choosing individuals for
unpaid roles.
What is recruitment ?
Recruitment (the process of identifying, pre-screening and attracting a pool of
qualified candidates for a job vacancy) and selection (the process of choosing the
candidate who best meets the selection criteria) are used today as major levers to
bring about strategic and cultural change.
Strategic recruitment
Approach to winning the best talent based on three components :
Employment /employer branding
recruitment- directed marketing, and
Skilled selling .
Combined, these components create effective responses to dynamic market
conditions in support of an organization's strategic objectives.
Strategic recruitment
Strategic recruitment
Recruitment policy (contd.)
Some items to be considered in the development of a recruitment policy include:
EEO — will EEO policies be applied only where legally required or universally
promotion from within - will internal or external candidates be preferred?
will personnel be recruited from local, interstate or international sources?
will permanent part-time and casual employment be offered?
will relatives and friends of existing employees be recruited?
Will the children/relatives of customers or influential families be considered?
will union/non-union members be employed?
Strategic recruitment
Recruitment policy
are there any employer restrictions?
Will the emphasis be on experience, technical skills and formal qualifications, on
the attitudes or the values held by the applicant?
will there be a ‘banking’ of talent?
how will personnel be recruited? Which positions will be advertised? Which will be
placed with employment agencies, management recruitment consultants or
executive search firms? Which will be placed with newspapers?
to what extent will applicants be informed about the position, career opportunities,
the company, its products and so on?
Strategic recruitment
Recruitment activities
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
select the recruitment methods to be used
record the number and quality of applicants from each recruiting source
Follow up on applicants to evaluate the effectiveness of the recruiting effort
Employment Checklist
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? Should the work be
performed by a full-time employee, part-time employee or a casual employee?
2. Should the job be filled internally or externally?
3.What is the budget for filling the position? Which departments will be charged
the recruitment costs?
4.What are the duties, responsibilities, reporting relationships, qualifications,
experience, knowledge, skills, abilities and personal qualities required? (An
agreed job description and job specification are essential.)
5. What is the job size? What is the job title?
6. What pay and fringe benefits will the position attract? What are the conditions of
employment? Which department/s will the payroll costs be charged to?
Employment Checklist
7.How will candidates be recruited: Job posting? Newspaper advertisement? Executive
search consultant? Employment agency? Management recruitment consultant? Online
job board? Social media?
8.What advertisement copy/layout/style will be used? Will the advertisement be
prepared in-house or by an advertising agency? Who will approve the final version?
Who will be responsible for placing the advertisement? Which websites, newspapers,
magazines and other communication media will be used to relay the advertisement to
potential applicants?
9.Who will be involved in the recruitment and selection process? Who will conduct the
interviews? Who will conduct reference checks? Who will make the hire/reject
decisions? Will psychological tests be used? Will a medical examination be required?
10. Who will handle the induction? Who will be responsible for placing the new hire on
the payroll?
Employment Checklist
11. Who will give the job instructions? Who will arrange for any special training
required?
12. Who will review the new hire’s performance during the probation period? Who will
be involved in the decision to confirm or terminate employment? Who will make the
decision?
Strategic recruitment
Recruitment methods
I n t e r n a l recruitment method
E xt e r n a l recruitment methods
Internal Recruitment Method
Computerized record systems
Computers have enabled the creation of databanks that contain the personal details,
qualifications, performance record and work history of each employee. Such information
can also be specially presented in the form of skills inventories and replacement charts.
Job posting
1. Jobs are posted in prominent places or advertised so interested employees
are likely to see them.
2. All permanent promotions and transfer opportunities are posted.
3. Job openings are posted before external recruiting begins.
4. A job specification is included with the listing so employees can judge whether
they possess the necessary knowledge, skills and abilities, formal qualifications
and personal requirements.
External Recruitment Methods (contd.)
Advertising
Employment agencies
Management recruitment consultants
Executive search firms
University recruiting
International recruitment
External Recruitment Methods (contd.)
Internships
Employee referrals
Unsolicited applications
Professional associations
Trade unions
Internal recruitment method
17
E-recruitment and HRM
E-recruiting (electronic recruiting) is a major change from the way in which companies
traditionally recruit personnel.
Research shows that managers are likely to job hunt via the internet when:
• the geographical scope of the job hunt is wide
• a major pay increase is sought
• both small and large companies are being canvassed
• a facility with internet navigation exists.
Web-based
recruiting
system
Strategic recruitment
Social networking sites
Recruiting is now one of the most important HR applications of social Networking sites
such as Facebook and Google+ (social) and LinkedIn (professional).
The use of social networking sites in recruitment has raised a number of ethical, privacy
and equal employment opportunity issues. It is therefore essential that organisations
have clearly defined HR policies outlining what is and what is not acceptable practice
regarding the hiring of employees via social networking sites.
Evaluation of recruitment
Evaluation of recruitment
Productivity. This measures the number of applicants generated
by a particular recruitment source or method.
– applications per recruiting source/method
– applicants interviewed per recruiting source/method
– applicants selected per recruiting source/method.
Evaluation of recruitment
Evaluation of recruitment
• Quality. This measures the on-the-job performance and tenure of employees recruited
using a particular source or method.
– employee performance ratings by recruiting source/method
– early turnover (for example, first three months) by recruiting source/method
– tenure by recruiting source/method
– applications per candidate hired for a recruiting source/method.
Evaluation of recruitment
•Costs. Costs include advertising expenditure, employment agency and executive
search firm fees, applicant and staff travel costs, and interviewer/s remuneration. A
specific measure is cost per applicant per recruiting source/method.
•Time. Time is important in recruitment, especially for critical positions that must be filled
quickly or in highly competitive labour markets. A specific measure is response time —
that is, the time from when the recruiting action is initiated until an application is received.
•Soft data. Soft data focus on the applicants’ and management’s satisfaction with the
recruiting method/s employed. Specific measures include:
– applicants’ satisfaction with a particular recruiting method
– applicants’ reasons for applying to the organization
– line managers’ satisfaction with a particular recruiting method.
Thank you!
For your TimeandSupport
