Chapter 6: Recruitment
The Strategic Importance of Recruitment
Recruitment is the process of searching out and attracting qualified job applicants, which begins
with identification of a position that requires staffing and is completed with resumes and or
complete applications forms are revived from an adequate number of applicants.
Organizations with superior recruiting practices financially outperform those with less effective
Recruiters is a specialist in recruitment, whose job it is to find and attract capable candidates.
The Recruitment Process
1. Job opening are identified through HR planning
2. The job requirements are determined
3. Appropriate recruiting sources and methods are chosen.
4. Apool of qualified recruits is generated
Sometimes policies affect the decision process such as promote from within, compensation policies,
employment equity plan, and inducements offered by competitors.
Recruiting within the Organization
There are many advantages from hiring from within, as it increases morale, commitment, and
performance, thus decreasing the chance that they leave.
Managers are provided with longer-term perspective.
In general it's safer since you already know the performance level and skills this person offers.
Less orientation than outsiders do
People who don't get the job get discouraged and shit
managers might be required to post the job opening for all, but already know who they are going to
hire. Thus wasting time.
Being one of the “bros”, now as boss, your a “dick”
Possibility of inbreeding, and hiring their own management team
The process of notifying current employees about vacant positions, usually by the website.
Human Resources Records
records are often consulted to ensure that qualified individuals are notified in person of vacant
positions. Skills Inventories
referring to such inventories ensures that qualified internal candidates are identified and
considered for transfer or promotion when opportunities arise.
Limitations of Recruiting from Within
Recruiting Outside the Organization
generation of larger pool of qualified candidates
availability of a more diverse applicant pool, (equity goals)
acquisition of rivalry and competition cause by employees jockeying for transfers and
potential saving, if already trained
Planning External Recruitment
yield ratio is the percentage of applicants that process to the next stage of selection
process. For example, if the company knows they hire 1 of 6 uni students, or 1 of 4 other
applicants. If they have one position, they can pick 6 students to interview. Maybe 100
leads must be generated to hire 50 accountants.
Time-lapse is the time difference of sending your application, and actually working.
External Recruitment Methods
Internet Job Boards: monster.ca, its fast, easy, convenient, customizable.Also it works
the opposite way, where people can post their resumes and let companies to search the
database. However there is a problem with privacy and copying.
Corporate Web Sites: There is a lot of volume. The website should include information
about culture, career paths, and business prospects. Third party information. Different
sections for students, part-time, full time, etc. Organize by location. Standardized
1. ad should attract attention
2. develop interest in the job, location, specifications, duties, challenges
3. create a desire for the job, unique benefits, target audience should be noted
4. should instigate action, “call today”
Want ads: a recruitment ad describing the job and its specs, the compensation package,
and the hiring employer. So applicants know who should send in.
Blind ads: recruitment ad in which the identity and address of employer are not shown.
Private Employment Agencies
clerical staff, functional specialist and technical employees.
You might use them because, you don't have an HR department. Cannot generate the qualified pool big enough
filled position quickly
recruit people faster then attract it's own
Executive Search Firms
employers retain executive search firms to fill critical positions in a firm, usually
middle to senior level of processional and managerial employees. The CPC signifies
that recruiters have met specific education and testing requirements and confirms an
individuals commitment to the best industry practices.
Walk-Ins and Write-Ins