Recruitment: Process, Sources, and Methods

Recruitment

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

Recruitment Process

• Recruitment happens within both an external and internal environment.
• Human Resource Planning then takes place.
• Alternatives to recruitment are evaluated.
• The process includes an employee requisition.
• Both internal and external sources and methods are used.
• The end result is recruited individuals.

Employee Requisition

• Recruitment begins with an employee requisition.
• The document specifies: job title, department, date employee is needed, and other details.

Recruitment Sources and Methods

• Recruitment methods refer to the means by which potential employees can be attracted to a firm.
• Recruitment sources are the places where qualified individuals could be found.

Internal Recruitment Methods

• Human resource databases are a method of internal recruitment.
• Job postings are another method of internal recruitment.
• Job bidding is an additional method for internal recruitment.
• Employee referrals provide yet another tool for internal recruitment.

Job Posting and Job Bidding

• Job Posting informs employees of existing job openings.
• Job bidding lets individuals in the organization apply for a posted job.

Employee Referrals

• Employee referrals are the number-one way workers find a job.
• Referrals tend to be better qualified and stay on the job longer.
• New hires can be recruited through employee-referral incentive programs
• Employee enlistment is another method.

Why External Recruitment Is Needed

• To fill entry-level jobs
• To acquire skills not possessed by current employees
• To obtain employees with different backgrounds to provide diversity of ideas.

External Recruitment Sources

• High schools and vocational schools can provide external recruits.
• Community colleges are another source for external recruitment.
• Colleges and universities may also be used as a recruitment source.
• Competitors in the labor market may be tapped for recruitment.
• Former employees make up another pool for recruitment.
• Unemployed workers can be recruited.
• Military personnel are a source for recruitment.
• Self-employed workers can be recruited.
• Ex-offenders are a recruitment source.

High Schools and Vocational Schools

• High schools and vocational schools provide clerical and other entry-level employees.
• Some companies work with schools for recruitment
• Companies may loan employees to schools.

Community Colleges

• Community colleges are sensitive to specific employment needs in the local labor market.
• Community colleges graduate highly sought-after students with marketable skills.

Colleges and Universities

• Colleges and Universities provide professional, technical, and management employees.
• Placement directors, faculty, and administrators may be useful contacts.

Competitors in the Labor Market

• It is used when relevant experience is needed.
• Smaller firms look for employees trained by larger organizations.
• Poaching involves actively recruiting employees from competitors.

Former Employees

• In the past, using former employees was punished with no-return policies.
• Smart employers try to get their best ex-employees to come back; this is called boomeranging.

Unemployed Workers

• Qualified applicants become unemployed every day.
• Companies may go out of business, cut back operations, or merge with other firms, leading to layoffs.

Military Personnel

• Military personnel can provide candidates with a proven work history
• Military personnel tend to be flexible, motivated, and drug free.
• Military personnel tend to be goal and team oriented.

Self-Employed Workers

• Technical workers are self employed.
• Professional workers are self employed.
• Administrative workers are self employed.
• Entrepreneurial workers are self employed.

Ex-Offenders

• Ex-offenders are a viable labor pool for restaurants.
• Ex-offenders often work third shift.
• Some organizations actively support hiring of ex-offenders.

Mobile Recruiting

• Recruiting via mobile technology is moving at light- speed.
• Mobile recruiting has generated blogs, webinars, seminars, e-newsletters, and online groups committed to learning more.

Online Recruitment

• Online recruitment is the biggest change in the way that organizations recruit.
• Online recruiting has revolutionized the way companies recruit and job seekers find jobs.

Internet Recruiter

• An Internet Recruiter is also called a cyber recruiter.
• Internet Recruiter are most needed as companies recruit more on the internet
• High-tech firms have greatest needs for Internet Recruiters.

Virtual Job Fair

• Virtual job fairs are an online recruiting method to attract a large number of applicants.
• It attracts a wider range of applicants than might attend a live fair.

Corporate Career Web Site

• Corporate Career Web Site is accessible from the company homepage.
• Corporate Career Web Sites list company positions available.
• Corporate Career Web Sites provide a way for applicants to apply for specific jobs.
• This Website is a major resource for job seekers and companies
• It should be used as a selling device.

Weblogs (Blogs)

• Use Google or a blog search engine for recruitment
• Type a key phrase, such as "marketing jobs," for recruitment
• Blogs can be used for stealthy background checks.

General-Purpose Job Boards

• Job seekers can search for jobs by category, experience, education, location, and/or any combination of categories
• Monster.com
• CareerBuilder.com

NACElink Network

• Alliance among National Association of Colleges and Employers, DirectEmployers Association, and Symplicity Corporation
• This is a national recruiting network.
• This is also a suite of web-based recruiting and career services.

.Jobs

• A network of employment Web sites where any company can list job openings for free
• It is backed by nearly 600 hundred industrial companies.
• Examples include: Nurse.jobs, Attorney.jobs, HR.jobs, and Sales.jobs

AllianceQ

• Certain large companies have begun pooling job candidates.
• Those passed over by one company are invited to submit their résumés to the AllianceQ database.

Niche Sites

• Niche sites are web sites that cater to a specific profession.
• There is a site for virtually everyone.

Contract Workers' Sites

• Sites are available to assist contract workers.
• These sites let workers advertise skills, set their price, and pick employers.
• Freelance.com is a contract worker site.
• Guru.com is another contract worker site.

Hourly Workers' Job Sites

• These sites attract blue-collar and service workers.
• Most pursue jobs by filling out applications.
• These sites allow job seekers to build applications.
• They often have a bilingual call center.

Traditional External Recruitment Methods

• Media advertising can be a traditional external recruitment method.
• Employment agencies, both private and public, can be used.
• Recruiters are another traditional source.
• Job fairs and Internships are other traditional methods.
• Executive research firms are traditional.
• Professional associations can be another traditional method.
• Unsolicited applicants are another traditional method.
• Open houses and Event recruiting is a traditional method.
• Sign-on bonuses and competitive games are additional traditional methods.

Media Advertising

• Media advertising uses radio, newspaper, television, and industry publications.
• Previous experiences should suggest the best approach.
• Newspaper advertising has declined because of online recruiting.

Private Employment Agencies

• Private Employment Agencies are often called headhunters.
• They are best known for recruiting white-collar employees
• They are used for virtually every kind of position.
• They are not paid until a person is placed.

Public Employment Agencies

• Public Employment Agencies are operated by each state.
• They receive Receive policy direction from US Employment Service.
• They are increasingly involved in matching people with technical, professional, and managerial positions.

Recruiters

• Recruiters are used with: technical, vocational, Community colleges, and colleges and universities.

Job Fairs

• Job Fairs attract a large number of applicants to one location.
• It is an opportunity to meet a large number of candidates in a short time

Internships

• Internships places students in a temporary job.
• There is no obligation to continue the job, and it can be a temporary job for a summer or part-time during school year.
• Internships serve as a bridge for bridging the gap from theory to practice.

Executive Search Firms

• Executive Search Firms locate experienced professionals and executives.
• They target ideal candidates who may not be actively looking for a job.

Professional Organizations

• Professional Organizations provide recruitment and placement services.
• The Society for Human Resource Management operates a job referral service.

Unsolicited Applicants

• An organization with a reputation of being a good place to work may attract qualified prospects even without extensive recruitment efforts.
• Applicants will go to the firm's Web site and walk in by making an application online.

Open Houses

• Open Houses pair potential hires and managers in a warm, casual environments.
• They can encourage on-the-spot job offers.
• Open Houses are cheaper and faster than agencies
• They may attract more unqualified candidates.

Event Recruiting

• It provides an opportunity to promote image of company.
• Recruiters will go to events where people attend that the firm is seeking.

Sign-On Bonuses

• These are used where severe shortages of highly skilled workers exist.
• Amounts vary dramatically.

Competitive Games

• It is an unique way to get individuals interested in applying for technical positions.
• Google makes use of recruiting games.
• TopCoder creates software coding competitions.

Tailoring Recruitment Methods to Sources

• Methods should be tailored to each firm's needs.
• Sources and methods vary according to position being filled.

Methods and Sources of Recruitment for an Information Technology Manager

• Use online recruiting, Media advertising, employment agencies, executive search firms when recruiting from competitors in the labor market.

Method and Sources for recruitment

• High school and vocational, Military personnel, Community colleges, College and universities, Former employees, Unemployed and Self-employed

Environment of Recruitment

• Labor market conditions can affect recruitment
• Active or passive job seekers
• Legal considerations

Labor Market Conditions

• The demand for and supply of specific skills in the labor market.
• The labor market for professional and technical positions is global.

Labor Market Conditions (Cont.)

• Possessing a college degree used to be a passport to securing a good job.
• Skills to perform crafts such as welders, pipe fitters, painters, and machinists are needed.
• New technology may require that workers have a specialized degree.

Active or Passive Job Seekers

• Active job seekers are committed to finding another job.
• Passive candidates are typically employed, satisfied with their employer, and content in their current role.
• Recruitment methods often differ based on if a candidate is active of passive.

Legal Considerations

• Candidate and employer first make contact during recruitment
• Essential to emphasize nondiscriminatory practices
• The U.S. Department of Labor has issued guidelines concerning online recruiting policies.

Labor Department Guidelines

• Keep detailed records.
• Criteria must be identified.
• Explain why a person with protected status was not hired
• Companies with more than 100 employees keep records for a minimum of 2 years
• 50 employees are required if dealing with the OFCCP.

Labor Guidelines (Cont.)

• Threshold coverage is 50 employees if dealing with OFCCP
• Compilation of demographic data compilation can be enabled.
• Record keeping is a must for of any and all expressions of interest through the Internet.

OFCCP Criteria to Determine Internet Applicant

• Job seeker expressed interest through the Internet.
• Employer considers the job seeker for employment.
• Job seeker has indicated he or she meets the position's qualifications.
• Applicant has not indicated he or she is no longer interested in the position.

Alternatives to Recruitment

• Promotion policies
• Overtime
• Onshoring

Promotion From Within

• Filling vacancies above entry-level positions with current employees can be a morale boost as well.
• It is an incentive to strive for advancement.
• The organization usually aware of employee capabilities when using promotion policies.
• A good goal is to have 80% done via promotion policies

Overtime

• Overtime is the most commonly used method of meeting short-term fluctuations in work volume.
• It avoids recruitment, selection, and training costs
• Employees may benefit from increased profit earned by putting in overtime.
• It can lead to many potential problems.

Onshoring

• Moving jobs not to another country but to lower cost American cities
• The government may require onshore handling of certain financial, health, and defense data.

A Global Perspective: Reshoring

• Is the reverse of offshoring; involves bringing work back to the United States.
• The real impact of offshoring must be calculated because there are often hidden expenses.

Outsourcing and Offshoring Defined

• Outsourcing involves transferring responsibility to an external provider.
• Offshoring migrates all/significant part of development, maintenance, and delivery of S to a vendor in another country.
• Reshoring is the reverse of offshoring; it involves bringing work back to the United States or to the country of origin.