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Human Resource Management Chapter 3

The document discusses recruiting as the process of seeking job candidates and describes various internal and external sources for recruiting, such as employee referrals, advertisements, employment agencies, schools/universities, professional organizations, walk-ins, cyberspace, temporary help services, employee leasing, and independent contractors. It also provides tips for job seekers on preparing resumes, cover letters, and networking to gain access to organizations.

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Abdul Hadi
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101 views19 pages

Human Resource Management Chapter 3

The document discusses recruiting as the process of seeking job candidates and describes various internal and external sources for recruiting, such as employee referrals, advertisements, employment agencies, schools/universities, professional organizations, walk-ins, cyberspace, temporary help services, employee leasing, and independent contractors. It also provides tips for job seekers on preparing resumes, cover letters, and networking to gain access to organizations.

Uploaded by

Abdul Hadi
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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Fundamentals of Human

Resource Management
Eighth Edition

DeCenzo and Robbins

Chapter 3
Recruiting
INTRODUCTION

Recruiting

The process of seeking sources for job


candidates
Introduction
• Recruiting brings together
those with jobs to fill and
those seeking jobs.
Recruiting Goals

To provide information that will attract a significant


group of qualified candidates and discourage
unqualified ones from applying.
FACTORS THAT AFFECT RECRUITING
EFFORTS

1. Organizational size
2. Employment conditions in the area
3. Working conditions, salary and benefits
offered
4. Organizational growth or decline
CONSTRAINTS ON RECRUITING EFFORTS

1. Organization image
2. Job attractiveness
3. Internal organizational policies
4. Government influence, such as
discrimination laws
5. Recruiting costs
Recruiting Sources

1. Internal Searches
o Employee Referrals/
o Recommendations

2. External Searches
Recruiting Sources
The internal sources :

Organizations that promote


from within identify current
employees for job openings:

1. by having individuals bid for jobs


2. by using their HR management system
3. by utilizing employee referrals
Advantages of internal Source

Advantages of promoting from within include :

1. good public relations


2. encouragement of efficient employees and members of
protected groups
3. availability of information on existing employee
performance
4. cost-savings
5. internal candidates’ knowledge of the organization
6. the opportunity to develop mid- and top-level managers
Disadvantages of internal sources

1. Possible inferiority of internal candidates


2. Infighting and morale problems
Recruiting Sources
Employee referrals/recommendations
Current employees can be asked to recommend
recruits.
Advantages include:
1. the employee’s motivation to make a good
recommendation
2. the availability of accurate job information for the
recruit
3. Employee referrals tend to be more acceptable
applicants, to be more likely to accept an offer
and to have a higher survival rate.
EXTERNAL RECRUITING SOURCES

Advertisements:
Giving ad in newspapers, magazines, internet
or using any other medium for advertising
vacancies of specific job.

Note: Blind box ads don’t identify the


organization.
CONTINUE…
Employment agencies:

1. Public or state employment services focus on


helping unemployed individuals with lower skill
levels to find jobs.

2. Private employment agencies provide more


comprehensive services and are perceived to
offer positions and applicants of a higher caliber.

Fees may be paid by employer, employee or both.


CONTINUE…
Schools, colleges, and
universities:

1. May provide entry-level or


experienced workers through their
placement services.
2. May also help companies establish
cooperative education assignments
and internships.
CONTINUE…

• Professional organizations:
1. Publish rosters of vacancies
2. Placement services at meetings
3. Control the supply of prospective applicants

Note: Professional organizations also include labor


unions.
CONTINUE…

Unsolicited applicants (Walk-ins):


May provide a stockpile of prospective
applicants if there are no current openings.

Cyberspace Recruiting:
Nearly four out of five companies use the
Internet to recruit employees. Commercial
job-posting services continue to grow.
CONTINUE…

Temporary help services.


1. Temporary employees help organizations meet short-term
change in HRM needs.
2. Older workers can also provide high quality temporary
help.

Employee leasing.
1. Trained workers are employed by a leasing company,
which provides them to employers when needed for a flat
fee.
2. Typically remain with an organization for longer periods of
time.
CONTINUE…

Independent contractors

1. Do specific work either on or off the company’s


premises.
2. Costs of regular employees (i.e. taxes and
benefits costs) are not incurred.
Meeting the Organization
View getting a job as your job at the moment.

Preparing Your Resume


1. Use quality paper and easy to read type.
2. Proofread carefully.
3. Include volunteer experience.
4. Use typical job description phraseology.
5. Use a cover letter to highlight your greatest strengths.

Note: Don't forget about networking as an excellent way


of gaining access to an organization.

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