Human Resource Management: Recruitment

• Human Resource Management (HRM) 1 focuses on Recruitment
• The instructor is Dr. Thorsten Eger, and the material is from 2025

Learning Objectives

• Define recruitment and outline the steps
• Distinguish between internal and external recruitment along with their sources
• Understand the benefits, tasks, and goals of personnel marketing
• Explain how social media is relevant for recruitment activities
• Apply session learnings to personal application and future recruiting

Today's Agenda

• Introduction to recruitment, covering definitions and environment
• The recruitment process
• Personnel marketing strategies
• Sourcing techniques
• Recruitment using social media

Introduction to Recruitment

• Recruitment attracts individuals to apply for jobs with an organization in a timely manner with sufficient numbers and appropriate qualifications (Martoccio)
• Recruitment is a two-way street, involving both the organization and the individual

Organization

• Organizations seek qualified applicants matching job requirements

Individual

• Applicants seek suitable opportunities aligning with their skills and expectations

Environment of Recruitment

• Includes labor market conditions, the activity of job seekers, and legal considerations, shaping recruitment strategies
• The term "War for Talents" was coined in 1997 by McKinsey & Company, highlighting the challenge of finding suitable personnel
• Steven Hankin describes talent war as a growing difficulty for companies to find qualified personnel with a battle between companies for entry-level employees
• Shortages are common in MINT occupations – math, engineering, natural sciences, technology and healthcare

Goal of Recruitment

• Getting the right people with the right capabilities, in the right place, at the right time

Recruitment Process Steps

• In order:
  • Planning
  • Sourcing
  • Selection
  • Hiring
  • Onboarding
• Personnel marketing informs all the steps of the recruitment process

Planning

• Strategic aspect involving human resource planning and understanding both the external and internal environments
• HR planning leads to forecasting human resource needs and comparing requirements with availability
• Responses to the forecast include no action, restricted hiring, or recruitment/selection if there's a shortage

Vacancy Management

• Addresses why a vacancy exists and how to address it
• Vacancy may be due to a employee leaving or expansion/increased work or different skill needs
• Vacancy can be addressed by reorganizing the work or leveraging tech along with automation and outsourcing

Job Analysis

• Determining tasks, responsibilities, and duties, leading to job descriptions and specifications.
• Job analysis is the foundation for staffing and safety

Job Profile

• Job title along with:
• Purpose
• Main objectives
• Main tasks
• Key responsibilities
• Decision-making authorities
• Reporting line
• Key interfaces

Job Specification

• Experiences
• Required skills
• Professional and technical qualifications
• Educational background
• Social competencies
• Interpersonal skills
• Other special competencies

Personnel Marketing

• Aims to make a company the best in terms of brand/messaging and EVP
• It focuses on channels like job boards and communications through video, email, career fairs, and social media
• Employer branding establishes the identity of the firm, while employer branding includes all strategies that improve the external and internal reputation
• EVP is answering: What are the strengths of the company? And asking, "What is the purpose/ vision?"

Sourcing

• Where candidates are found, involve decisions between internal and external sources

Recruitment Sources

• Places where qualified individuals are found
• Recruitment methods involve how potential employees are attracted

External Recruitment Sources

• High schools
• Vocational schools
• Universities
• Competitors
• Smaller firms
• Former employees
• Unemployed workers

Internal Recruitment

• Advantages: Lower costs, familiarity with the company, improved morale, faster process
• Disadvantages: Limited pool, diversity, and potential for bias, plus it creates new vacancy

External Recruitment

• Advantages: Larger pool, increased diversity, and fresh perspective
• Disadvantages: higher costs, longer process, poor culture fit and negative impact on morale

Strategic Choices

• Involves choosing medium and advertising the posting

Personas

• Marketing tools to find the perfect candidate
• Candidates are a semi-fictional representation based on research and data

Internal Recruitment Methods

• Talent and employee talent management
• Job posting and bidding existing openings
• Employee referral programs to recuit new hires
• Promotion
• Succession planning to fill existing employee openings

External Recruitment Methods

Traditional

• Media ads, recruitters, job fairs, internships, and other forms of job postings

Moderne

• Online postings on sites like LinkedIn, job boards, and company sites

Social Media Recruitment

• Involves employer image, appreciation, networkin, and personal touch to talent

Social Media Platforms

• Include LinkedIn, Glassdoor, and Kununu