Recruitment Basics

Recruitment Basics

• The process of attracting individuals in a timely manner, with sufficient numbers and appropriate qualifications, while encouraging them to apply for jobs.

Recruitment Process

• Begins with human resource planning, taking into account the internal and external environments
• Alternatives to recruitment, employee requisition, using internal, external sources and methods, and finally recruited individuals

Employee Requisition

• Recruitment starts with this
• Specifies the job title, department, employee needed date, among other details

Recruitment Methods vs Sources

• Recruitment methods are the ways potential employees are attracted to a firm
• Recruitment sources are the places where qualified individuals are found

Internal Recruitment Methods

• Human resource databases
• Job posting: Informing existing employees about job openings.
• Job bidding: Allowing current employees to apply for posted jobs.
• Employee referral programs

Employee Referrals

• This is the number one way workers find jobs
• Referrals tend to be better qualified and stay in positions longer
• New hires are recruited through employee-referral incentive programs and employee enlistment

External Recruitment: Why?

• Needed to fill entry-level positions
• Needed to acquire skills not currently present in existing employees
• Needed to obtain employees with diverse backgrounds

External Recruitment Sources

• High schools and vocational schools for clerical/entry-level positions
• Community colleges with students that have marketable jobs
• Colleges and universities for professional, technical, and management positions
• Competitors in the labor market, called "poaching"
• Former employees, called "boomeranging" in the past this was not done
• Unemployed workers as a result of businesses closing, cutting back operations or merging
• Potential candidates include military personnel
• Self-employed workers
• ex-offenders, who tend to work third shift in restaurants

Recruiting Technologies

• Mobile recruiting using blogs, webinars, seminars, e-newsletters, and online groups
• Online recruitment has had a major impact on the recruitment process
• Internet recruiter/cyber recruiter are needed more as companies more to internet recruiting

Online Recruitment

• Virtual job fairs attract a large number of applicants, as well as a wider range than regular job fairs
• Corporate career websites are accessible from a company's homepage
  • They are used for applicants to apply for jobs, as well as a selling device
• Weblogs (blogs) use Google, or a blog search engine by using key words
  • Stealthy background checks can also result

General Purpose Job Boards

• Job seekers can search for jobs by category, experience, education, location, or a combination
• Examples are Monster.com and CareerBuilder.com
• NACElink Network is an alliance among the National Association of Colleges and Employers, DirectEmployers Association, and Symplicity Corporation
  • It functions as a national recruiting network

Other Recruitment Resources

• .Jobs function as a network of employment websites
  • Any company can list job openings for free here
  • Backed by nearly 600 industrial companies
  • Examples: Nurse.jobs, Attorney.jobs, HR.jobs, Sales.jobs
• AllianceQ: Large companies pool job candidates
  • Those passed over are invited to submit their resumes to the AllianceQ database
• Niche sites: cater to specific professions
• Contract workers' sites: Freelance.com and Guru.com let workers advertise skills and set prices
• Hourly workers' job sites: Attract blue-collar workers and service workers, allow job seekers to fill out and build applications and often have bilingual call centers

Traditional External Recruitment Methods

• Media advertising/newspapers
• Employment agencies
• Recruiters
• Job fairs
• Internships
• Executive search firms
• Professional associations
• Unsolicited applicants
• Open houses
• Event recruiting
• Sign-on bonuses
• Competitive games

Traditional External Recruitment in Detail

• Media advertising methods include radio, newspaper, television, industry publications etc
  • Newspaper advertising has declined due to online recruiting
• Private employment agencies are called headhunters
  • Known for recruiting white-collar employees and are not paid until a person is placed
• Public employment agencies are operated by each state and receive policy direction from the U.S. Employment Service.
  • They are involved in matching people with technical, professional, and managerial positions.
• Recruiters are used with technical, vocational, community colleges, and colleges and universities
• Job fairs attract a large number of applicants in a short time
• Internships: students take on temporary jobs with no obligation/commitments
• Executive search firms locate experience professionals

Organizations & Applicants

• Professional Organizations have placements services
  • The Society for Human Resource Management operates a job referral service
• Organizations with a good reputation attract qualified applicants even without extensive recruitment efforts
  • Applicants can go to the firm's website and walk in by making an application online
• Open houses pair potential hires and managers
  • Encourage on the spot job offers and are cheaper than agencies
  • Might not return the most qualified candidates
• Event recruiting provides an opportunity to promote the image of a company
  • Recruiters attend events where people seek firms
• Sign-on bonuses are used in industries with severe shortages of highly skilled workers
  • Amounts vary
• Competitive games are a unique way to attract candidates, Google and TopCoder

Recruitment Tailoring & Environment

• Recruitment methods and sources should be what works best of the firm and be tailored to the position being filled.
• The environment of recruitment depends on labor market conditions, the type of job seekers (active or passive) and legal considerations

Labor Market Conditions

• This depends on the demand and supply skills, in which the labor market is professional and global
• Skills to perform crafts such as pipe fitters, painters, and machinists are needed
• New technologies may also require specialized training

OFCCP Criteria

• Job seeker expresses interest through the Internet
• Employer considers the job seeker for employment
• The job seeker indicated they met the qualifications
• The applicant has not indicated they are no longer interested in the position

Alternatives to Recruitment

• Promotion policies within
• Overtime
• Onshoring

Promotion Within

• Filling vacancies above entry-level positions with current employees
• Incentive to strive for advancement
• The Organization is aware of the employees capabilities
• 80% is a good goal

Overtime

• This is the most common method of meeting short-term job surges, as well as avoids recruitment, selection, and training costs
• But could present issues

Onshoring & Global Implications

• Moving jobs not to another country, but to lower cost American cities
• Reshoring: Reverse of offshoring and involves bringing work back to the United States.
• Legal considerations depend of Labor Market Conditions