978-0134739724 Chapter 5

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

64

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

66

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?

68

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?

69

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?

70

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?

71

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?

72

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.

73

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.

74

5-25. Explain the benefits of a promotion from within policy. Would such a policy

be appropriate for Crystal?