Recruitment: Sources, Methods and Employee Requisition

• Recruitment is the process of attracting individuals in a timely manner, in sufficient numbers, and with appropriate qualifications, while encouraging them to apply for jobs.
• The recruitment process includes internal and external environments.
• It starts with human resource planning and alternatives to recruitment, leading to an employee requisition.
• Internal and external sources and methods are then used to recruit individuals.

Employee Requisition

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

Recruitment Sources and Methods

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

Internal Recruitment Methods

• Human resource databases are used for internal recruitment.
• Job posting informs employees of existing job openings.
• Job bidding allows individuals within the organization to apply for a posted job.
• Employee referrals involves current employees recommending potential candidates.
• Job posting informs employees of existing job openings.
• Job bidding permits individuals in an organization to apply for a posted job.
• Employee referrals are a leading way workers find jobs.
• Referrals tend to be better qualified and stay in jobs longer.
• Employee-referral incentive programs are used to recruit new hires.
• Employee enlistment is another form of employee referral.

External Recruitment

• Filling entry-level jobs requires external recruitment.
• Acquiring skills not possessed by current employees requires external recruitment.
• Gaining employees with diverse backgrounds helps provide a diversity of ideas and requires external recruitment.

External Recruitment Sources

• High schools and vocational schools are external recruitment sources.
• Community colleges are external recruitment sources.
• Colleges and universities are external recruitment sources.
• Competitors in the labor market are external recruitment sources.
• Former employees are external recruitment sources.
• Unemployed workers are external recruitment sources.
• Military personnel are external recruitment sources.
• Self-employed workers are external recruitment sources.
• Ex-offenders are external recruitment sources.
• Entry-level employees often come from high schools and vocational schools.
• Companies may work with or loan employees to these schools.
• Community colleges are sensitive to specific employment needs in the local labor market.
• Community college graduates are highly sought-after due to their marketable skills.
• Colleges and universities provide professional, technical, and management employees.
• Placement directors, faculty, and administrators are also valuable resources in colleges and universities.
• Recruiting from competitors occurs when relevant experience is needed.
• Smaller firms commonly seek employees trained by larger organizations.
• Poaching refers to actively recruiting employees from competitors.
• Smart employers are trying to get their best ex-employees to come back, which is also called boomeranging.
• Qualified applicants become unemployed every day.
• Companies downsizing, cutting back operations, or merging with other firms results in employees being laid off.
• Military personnel have a proven work history.
• They tend to be flexible, motivated, drug-free, goal and team oriented.
• Self-employed workers often have technical, professional, administrative, and entrepreneurial skills.
• Ex-offenders represent a viable labor pool for restaurants.
• Ex-offenders often work third shift, and some organizations actively support hiring them.

Recruiting Technology

• Mobile recruiting via mobile technology is rapidly evolving.
• Mobile recruiting led to development of blogs, webinars, seminars, e-newsletters, and online groups.
• Online recruitment has brought the biggest change in how organizations recruit.
• Online recruitment has revolutionized how companies recruit and job seekers find jobs.
• An internet recruiter is also called a cyber recruiter.
• The more a company recruits on internet, the greater the need for Internet recruiters.
• High-tech firms have the greatest need for Internet recruiters.
• A virtual job fair is an online recruiting method to attract a large number of applicants.
• Virtual Job Fairs attracts a wider range of applicants than in person job fairs.
• A corporate career website is found on a company’s homepage.
• It lists available positions and enables job seekers to apply.
• Corporate career websites are major resources for job seekers and companies alike, and should be used as selling devices.
• Weblogs or blogs can be used for stealthy background checks; searching Google or other blog search engines.
• General-purpose job boards allow job seekers to search by category, experience, education, location, or any combination of these.
• Monster.com and CareerBuilder.com are examples of job boards.
• The NACElink Network is an alliance among the National Association of Colleges and Employers, DirectEmployers Association, and Symplicity Corporation.
• NACElink Network provides a national recruiting network and suite of web-based recruiting and career services.
• .Jobs is a network of employment websites where any company can list openings for free.
• .Jobs is backed by nearly 600 industrial companies, with examples including Nurse.jobs, Attorney.jobs, HR.jobs, and Sales.jobs.
• AllianceQ allows large companies to pool job candidates.
• Job candidates that are passed over are invited to submit their resumes to the AllianceQ database.
• Niche sites are websites that cater to a specific profession.
• Contract workers sites are available to assist contract workers.
• Contract worker sites let workers advertise skills, set their price, and pick employers.
• Freelance.com and Guru.com are example of contract workers sites.
• Hourly workers' job sites attract blue-collar and service workers.
• Most hourly worker sites pursue jobs by filling out applications.
• These allow job seekers to build applications and often have bilingual call centers.

Traditional External Recruitment Methods

• Media advertising is a traditional external recruitment method.
• Employment agencies (both private and public) are traditional external recruitment methods.
• Recruiters are a traditional external recruitment methods.
• Job fairs are traditional external recruitment methods.
• Internships are traditional external recruitment methods.
• Executive search firms are traditional external recruitment methods.
• Professional associations are traditional external recruitment methods.
• Unsolicited applicants are traditional external recruitment methods.
• Open houses are traditional external recruitment methods.
• Event recruiting is a traditional external recruitment method.
• Sign-on bonuses are traditional external recruitment methods.
• Competitive games are traditional external recruitment methods.
• Media advertising utilizes radio, newspaper, television and industry publications.
• Prior experiences help suggest the best approach.
• Newspaper advertising has declined due to online recruiting.
• Private employment agencies are often called headhunters.
• Private employment agencies are best known for recruiting white-collar employees.
• Private employment agencies are used for virtually every kind of position.
• Public employment agencies are operated by each state.
• Those agencies are receiving policy direction from U.S. Employment Service.
• They’re increasingly involved in matching people with technical, professional, and managerial positions.
• Recruiters are used with technical, vocational, community colleges and universities.
• Job fairs attract a large number of applicants to one location.
• Job fairs provide the opportunity to meet a large number of candidates quickly.
• Internships place students in temporary jobs.
• There's no obligation following the internship, and it can take the form of a temporary job for the summer or part-time during the school year.
• Internships help students bridge the gap from theory to practice.
• Executive search firms locate experienced professionals and executives.
• Their goal is to target deal candidates and find those not actively looking for a job.
• Professional organizations provide recruitment and placement services.
• The Society for Human Resource Management operates a job referral service.
• Organizations that have a good reputation may attract qualified prospects 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 in warm, casual environments.
• They encourage on-the-spot job offers are both cheaper and faster than agencies, but may attract more unqualified candidates.
• Event recruiting promotes the image of a company.
• Recruiters attend events where individuals of interest go.
• Sign-on bonuses are used where there are severe shortages of highly skilled workers.
• Amounts vary by bonus.
• Competitive games can uniquely draw individuals into applying for technical positions.
• Google makes use of recruiting games and TopCoder creates software coding competitions.

Tailoring Recruitment Methods to Sources

• Recruitment methods and sources should be tailored to each firm's needs.
• Different sources and methods are more effective depending on the position being filled.

Environment of Recruitment

• The labor market conditions affect the environment of recruitment.
• Whether there are active or passive job seekers affects the environment for recruitment.
• Legal considerations affect the environment of recruitment.
• Demand for and supply of specific skills impacts labor market conditions.
• The labor market for many professional and technical positions is global.
• Labor market conditions includes 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 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 whether targeting active vs passive job seekers.
• Candidates and employers first make contact during recruitment.
• It is essential to emphasize nondiscriminatory practices.
• The U.S. Department of Labor has issued guidelines concerning online recruiting policies.
• Detailed records must be kept according to Labor Department Guidelines.
• Criteria used must be identified.
• There must be an explanation as to why a person with protected status was not hired.
• Companies with more than 100 employees, must keep records for a minimum of 2 years, and 50 employees if dealing with the OFCCP.
• Threshold coverage is 50 employees if dealing with OFCCP.
• Compilation of demographic data is enabled.
• Employers must keep records of any and all expressions of interest through the internet.
• Job seekers must express interest through the Internet with the OFCCP criteria to determine whether an individual is an Internet applicant.
• Their employer must consider them for employment.
• The job seeker indicates meeting the position’s qualifications, and has not indicated they are no longer interested in the position.

Alternatives to Recruitment

• Promotion policies.
• Overtime.
• Onshoring.
• Filling vacancies above entry-level positions with current employees can be part of a promotion from within policy.
• Promotion from within can incentivize employees for advancement.
• When using promotion, the organization is usually aware of employees’ capabilities.
• Good goal for promotion is 80%.
• Overtime is the most common method of meeting short-term fluctuations in work volume.
• Overtime avoids recruitment, selection, and training costs.
• Employees may benefit from increased profit.
• Moving jobs to lower cost American cities instead of another country is onshoring.
• Government may require onshore handling of certain financial, health for defense data..
• Reshoring is the reverse of offshoring and involves bringing work back to the United States.
• Reshoring requires calculating the real effects of offshoring because there are often hidden expenses.

Outsourcing & Offshoring

• Outsourcing transfers responsibility to an external provider.
• Offshoring migrates all or a significant part of services to a vendor located in another country.
• Reshoring brings work back to the United States or the country of origin.