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CHAPTER 5
RECRUITMENT
CHAPTER OBJECTIVES
5.1 Define recruitment and describe the recruitment process
5.2 Summarize the environment of recruitment
5.3 Explain internal recruitment methods
5.4 Identify external recruitment sources
5.5 Summarize external recruitment methods
5.6 Describe alternatives to recruitment
KEY TERMS
Recruitment: Process of attracting individuals on a timely basis, in sufficient numbers,
and with appropriate qualifications, to apply for jobs with an organization.
Employee requisition: Document that specifies job title, department, the date the
Job posting: Procedure for informing employees that job openings exist.
Employee referral: An employee of the company recommends a friend or associate as a
possible member of the company; this continues to be the way that top performers are
identified.
Internet recruiter: Person whose primary responsibility is to use the Internet in the
.Jobs: Network of employment Web sites where any company can list job openings for
free.
AllianceQ: Group of Fortune 500 companies, along with over 3,000 small- and medium-
done internally.
Onshoring: Moving jobs not to another country but to lower-cost U.S. cities.
LECTURE OUTLINE
ENVIRONMENT OF RECRUITMENT
● LABOR MARKET CONDITIONS—Of particular importance to the success of
recruitment is the demand for and supply of specific skills in the labor market. A
firm’s recruitment process is often simplified when the unemployment rate in an
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particular skill is high relative to supply, an extraordinary recruiting effort may be
required. Further, the area where recruitment takes place often impacts the labor
market conditions. Today, the labor market for many professional and technical
positions is much broader and truly global. Even in a depressed economy, top-
quality workers are in demand and forward thinking organizations are looking to
entice these individuals to join their firms.
● ACTIVE OR PASSIVE JOB SEEKERS—Active job seekers, whether
presently employed or not, are committed to finding another job. Passive
candidates are typically employed, satisfied with their employer, and content in
their current role. However, if the right opportunity came along, they might be
interested.
● LEGAL CONSIDERATIONS—Non-discriminatory practices in recruitment are
absolutely essential.
INTERNAL RECRUITMENT METHODS —Management should be able to identify
current employees who are capable of filling positions as they become available.
● HUMAN RESOURCE DATABASES—Permit organizations to determine
whether current employees possess the qualifications for filling open positions.
● JOB POSTING AND JOB BIDDING—Job posting is a procedure for
informing employees that job openings exist. Job bidding is a procedure that
permits employees who believe that they possess the required qualifications to
apply for a posted position.
● EMPLOYEE REFERRALS—Employees can serve an important role in the
recruitment process by actively soliciting applications from their friends and
associates.
EXTERNAL RECRUITMENT SOURCES
● MOBILE RECRUITING—The world of recruiting via mobile technology is
● VIRTUAL JOB FAIR—Online recruiting method engaged in by a single
employer or group of employers to attract a large number of applicants to the
company.
● CORPORATE CAREER WEB SITES—Job sites accessible from a company
homepage that list available company positions and provide a way for applicants
to apply for specific jobs.
● WEBLOGS (BLOGS FOR SHORT)—Weblogs, or blogs, have changed the
ways in which individuals access information. Google or a blog search engine,
such as Technorati.com, can be used.
● ALLIANCEQ—Certain large companies have begun pooling job candidates
through a consortium known as AllianceQ. Those passed over by one company
are invited to submit their résumés to the AllianceQ database.
● NICHE SITES—Web sites that cater to a specific profession.
● CONTINGENT WORKERS’ SITES—Sites are now available to assist this
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TRADITIONAL EXTERNAL RECRUITMENT METHODS
● MEDIA ADVERTISING—Way of communicating the employment needs
within the firm to the public through media such as newspaper, radio, television,
trade journals, and billboards.
● PRIVATE EMPLOYMENT AGENCIES—Private employment agencies, often
called “head hunters,” are best known for recruiting white-collar employees and
offer an important service in bringing qualified applicants and open positions
employers to attract a large number of applicants for interviews.
● INTERNSHIPS—Special form of recruitment that involves placing students in
temporary jobs with no obligation either by the company to hire the student
permanently or by the student to accept a permanent position with the firm
following graduation.
● SIGN-ON BONUSES—Some firms are offering sign-on bonuses to high-
demand prospects.
● COMPETITIVE GAMES—Unique way to get individuals interested in
applying for positions.
5-1. Define recruitment.
5-2. What are factors external to the organization that can significantly affect the
firm’s recruitment efforts?
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Legal considerations—A poorly conceived recruiting process can do much to create
problems in the selection process. Therefore, it is essential for organizations to emphasize
nondiscriminatory practices at this stage.
5-3. How has social media emerged as an important force in recruiting?
5-4. What are the steps involved in the recruitment process?
5-5. Distinguish between recruitment sources and recruitment methods.
5-6. What are some internal recruitment methods?
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5-7. Why is employee referral so important in the recruitment process?
5-8. What external methods of recruitment are available?
5-9. What external sources of recruitment are available?
5-10. What might be some advantages of using mobile recruiting?
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The world of recruiting via mobile technology is moving at light-speed. More and
more people are adopting mobile technology and many organizations are trying to figure
out how to start using mobile devices in the recruiting process. Recruiters use mobile
apps to post jobs, run text message-based recruiting campaigns, create online
communities for potential new hires to learn about their companies, monitor social
networks for news about industries they hire for, and keep in touch with staff and outside
agencies. These tasks used to have to be done from a desktop or laptop computer. The
move to mobile recruiting has generated blogs, webinars, seminars, e-newsletters, and
online groups.
5-11. What online recruitment methods are available?
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Niche sites: Web sites that cater to highly specialized job markets such as a
particular profession, industry, education, location, or any combination of these
specialties.
● Contract Workers’ Sites: Sites are available to assist contingent workers.
● Hourly Workers’ Sites: Sites available to attract blue-collar and service workers.
5-12. What are the typical alternatives to recruitment that a firm may use?
5-13. What is meant by the policy of promotion from within?
Promotion from within (PFW) is the policy of filling vacancies above entry-
level positions with current employees. When an organization emphasizes promotion
from within, its workers have an incentive to strive for advancement. When employees
see co-workers promoted, they become more aware of their own opportunities.
DISCUSSION OF CHAPTER 5 INCIDENTS
HRM Incident 1: A Problem Ad?
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EMPLOYMENT OPPORTUNITY
FOR SOFTWARE DESIGN ENGINEERS
2 positions available for engineers desiring career in growth industry.
Prefer recent college graduates with good appearance.
Good credit rating
Apply Today! Send your résumé,
in confidence, to: D. A. Bryant
International Manufacturing Co., P.O. Box 1515
Salt Lake City, UT 84115
More than 300 applications arrived in the first week, and Dorothy was elated. When she
reviewed the applicants, however, it appeared that few people possessed the desired
qualifications for the job.
QUESTIONS
5-21. Dorothy overlooked some of the proper recruiting practices, which resulted in an
excessive number of unqualified people applying. What are they?
5-22. Are there any hiring standards that should be avoided? Identify them and explain
why they should be avoided.
5-23. What recruitment sources and methods might have been used to generate a
better applicant pool for the two software design engineer positions for
International Manufacturing? Defend your recommendations.
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Method: The most likely recruitment method for recent graduates in software design
engineers would be the use of college recruiters. Of course, Dorothy should have placed
the ad on the firm’s corporate career Web site. NACElink and networking might also be
used.
HRM Incident 2: I Am Qualified, Why Not Me?
Five years ago when Bobby Bret joined Crystal Productions as a junior accountant, he felt
that he was on his way up. He had just graduated with a B+ average from college, where he
was well liked by his peers and by the faculty and had been an officer in several student
organizations. Bobby had shown a natural ability to get along with people as well as to get
things done. He remembered what Roger Friedman, the controller at Crystal, had told him
when he was hired, “I think you will do well here, Bobby. You’ve come highly
recommended. You are the kind of guy that can expect to move right on up the ladder.”
QUESTIONS
5-24. Do you believe that Bobby has a legitimate complaint? Explain.
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5-25. Explain the benefits of a promotion from within policy. Would such a policy
be appropriate for Crystal?
