October 3 , 2013
Lecture 4 – Employee Recruitment
Effective Recruitment Methods should
– have diverse sample of applicants
– be cautious of having minority groups as well as women included in the sample
– media advertisements – most common was newspaper ads, which could get expensive.. but now
much of media advertisements are online.
– Apply-in-Person Ads
– Send Resume
– Blind Box
– sometimes organizations decide not to put their name in public, ask applicants to send
resumes without knowing what company it is
– often use this method when company is big, or if they think people wouldn't apply if they
knew what the company was (ex. Funeral home)
– Public & Private
– Executive search firms
– normal have jobs that are quite well paid
Situation-Wanted Ads (job wanted)
– this type of ad means that the organizations would not have to pay anything for recruitment
– internet has made these obsolete
– Number of Inquiries:
– 30% don't get feedback, the rest that get at least one inquiry
– but sometimes these inquiries are from employment agencies, etc.. not job offers
– Number of Job Offers: Employee Referral Programs
– so effective because:
– it's a strategy of organizations to encourage members of their family, friends to become
employees of the organization
– people hired this way tend to stay longer in the company and tend to be better performers..
– fast growing source of recruitment
Evaluating Recruitment Effectiveness
– how much time did it take us to do the recruitment?
– Rate of turnover? ie Retention rates
– cost per hire, number of applicants
– job performance of new hires is the ultimate criteria..
– diversity impact – equal opportunity
– in structured, all people are being asked the same questions, based on the results of the job
analysis, the tasks that have been identified, the duties, the required qualifications, etc..
– must be job related question