Recruitment Processes

1
Recruitment Processes

• Strategies and Choices

2
Recruitment

• Definition and Purposes
• Strategic Choices in Recruitment
• External Recruitment
• Internal Recruitment
• Communication Strategies
• Applicant Reactions
• Legal Issues in Recruitment
• Evaluation and new challenges

3
Firm Mission and Goals
HR Goals Strategy
Firm Business Strategy
Staffing Goals Strategy
Staffing Policies and Programs Core activities
Recruitment, selection, and employment decisions
Support activities Legal compliance, planning,
and job analysis
Staffing System and Retention Management
4
Definitions and Purposes

• Identify and attract applicants to jobs from both
  within and outside the organization
• Good recruitment processes generate large enough
  pools of qualified applicants so that
  satisfactory applicants may be selected
• Should do so with reasonable cost and meet social
  and legal obligations of obtaining a diverse
  workforce

5
General Recruitment Process
Human Resource Plan
Recruiter and Manager Review Job Description and
Specifications
Internal Recruitment
External Recruitment
Follow up and Evaluation
6
Strategic Choices in Recruitment

• Make or buy strategy
• Centralize or decentralize efforts
• Outsource or retain in-house
• Scope of outreach (open vs. targeted)
• Allocation of resources to the recruitment
  function
• Relative focus on internal vs. external sources
• Choice of communication and evaluation strategies

7
Make or Buy Recruitment Strategy
Hire less skilled Hire entry level Focus on
training Internal recruitment
MAKE
OR
Hire skilled Hire at all levels Less focus on
training External recruitment
BUY
8
Centralize or Decentralize Efforts
Coordinated by HR More efficiency More
consistency More control
Decentralization
Coordinated by managers More timely More
responsive Potential legal violations
Centralization
9
Outsource or Retain In-House
Outsource
In-House
Small firms Low turnover Lack recruitment
staff Infrequent hiring
Large firms Frequent needs Specific
needs Consistency
10
Scope of Outreach
Open Recruitment
Targeted Recruitment
Wide Net Many unqualified applicants Perceived
fairness Time and cost factors Affirmative action
and diversity
Narrow Net Focus on qualified applicants Perceived
unfairness Specialized factors considered Legal
challenges?
11
Allocation of Resources to Recruitment

• Budgeting and cost control
• Recruiters Selection, training, and rewards
• Administrative issues
• Forms and record-keeping issues
• Evaluation of effectiveness

12
Relative Focus on Internal vs. External
Recruitment

• Internal
• Provides career mobility paths
• Applicants likely familiar with organization and
  jobs
• Lower recruiting and training costs
• Increases morale and motivation of employees
• Competition and infighting
• Inbreeding
• Morale problems of those not promoted

• External
• New ideas and approaches
• Clean slate perspective
• Higher recruiting costs
• Level of knowledge and skill not in organization
• Might be harder for outside hires to fit in
• Longer adjustment periods
• Perceived unfairness among current employees

13
External Recruitment Sources

• Employee Referrals
• Media advertisements
• Online job boards, firm website, databases
• Schools and colleges
• State and private employment agencies

• Executive search firms
• Trade/professional associations and meetings
• Outplacement services
• Job fairs
• Co-ops and internships
• Walk-ins (unsolicited)

Others??
14
Internal Recruitment Sources

• Job posting and bidding systems
• Skills inventories
• Other and self nominations
• Employee referrals

• Succession plans
• Intranets and intraplacement systems
• Former employees
• In-house temp pools

Others??
15
Communication Strategies

• Recruitment Messages
• Traditional
• Realistic Job and Organizational Previews
• Attractive Messages
• Targeted Messages (e.g., older workers, college
  students, etc.)
• Advantages and disadvantages

16
Communication Strategies

• Recruitment Media
• Brochures
• Videos, CDs, DVDs, Video-conferencing
• Advertisements
• Web sites
• Radio, television, email, voicemail
• Word-of-mouth
• Advantages and disadvantages

17
Applicant Reactions to Recruitment

• Reactions to recruiters
• Affects attitudes and impressions
• Line managers more effective than HR recruiters
• Interpersonal warmth and job knowledge are most
  important characteristics of recruiters
• Training often necessary

18
Applicant Reactions to Recruitment

• Reactions to recruitment process
• More favorable if screening is based on
  job-related factors
• Delays are perceived as very negative
• More expense does not equal better process
• Internal processes need to be perceived as fair
  (distributive and procedural fairness)
• Quality of web sites is important

19
Legal Issues in Recruitment

• Who is a job applicant?
• Affirmative Action Programs outreach
• Glass ceiling issues internal mobility
• Careful use of language in communicating to
  applicants
• Fraud and misrepresentations of positions and/or
  organization
• Online recruitment limitations

20
Evaluation of Recruitment

• Criteria timeliness, costs, information demands
  made on applicants, applicant satisfaction
• Evaluation of effectiveness yield ratios
• Examples
• Yield by source
• Time lapse data
• Recruitment cost per hire
• Individual recruiter activity/efficiency
• Analysis of geographical source
• Number of minority/women/disabled applicants per
  source
• Applicant satisfaction per source, communication
  strategy and medium, etc.

21
Contemporary Challenges to the Recruitment Process

• Jobs and organizations are moving targets
• Increasingly under-skilled workforce for jobs
  available
• Workers needs for work/life balance
• Solutions
• Casting a wider net
• Using technology wisely
• Using financial incentives
• Creating a better place to work
• to retain workers