Recruitment

Recruitment Methods

Definition

Recruitment is the process of finding and attracting capable applicants for employment.

Recruitment MethodsRecruitment Methods

Internal Sources

Recruitment sources: -

1.Employee Referrals

• Good employees tend to refer similar applicants

• Tends to stay for a long time in the organization. WHY?

• How is employee referrals encouraged?

• Bonuses

Disadvantages: •Fail to provide greater diversification•If the candidate is not hired, the employee making the referral would be disappointed.•Biasness/ Favoritism

Widely used in Pakistan

(Government Organization

s)

Evaluation of Employee Evaluation of Employee Referral Method Referral Method

Quick source of applicants

Excellent RJP- Requirements of Job Postings

Useful for all types of employees

Low expense

2. Rehires( Former Employees)

• Why should we hire the former employees?

POINT TO THINK: •ARE THEY GOING TO BE LOYAL?

3. Promotions

•Most powerful potential motivator!

•Only way to attain pay raises.

•Greater commitment and enhanced continuity

Disadvantages:

•Lack of new ideas

•Stagnation

•GroupThink

Promotions are done by two different ways:◦1. Managerial Nominations◦2. Job Posting

4. Transfers4. TransfersTransferring the employees from one

department to another.

What could be the disadvantages?

5. Demotions5. DemotionsLoss of motivationPermanent Damage could be done

( According to Hawthorne Researchers)

Voluntary demotions VS. Involuntary Demotions

PETER PRINCIPLE: It refers to organizations promoting people based

on how they performed in their last position.

6. College Referrals•Placement centers•Resume books ( Graduate Directories)•Teachers

38% of all external openings are filled

by college

referralseEmployers considers what?

•Reputation of university•Performance of previous hired

employees from the same sources

College referrals Cont’dCollege referrals Cont’dUp to date knowledgeNaïve expectationsImportant for volume of applicants

with appropriate knowledgeOnly good for entry-level positions

Disadvantages◦Very high expense◦Not good RJP◦Not good screening

7. Walk-Ins7. Walk-Ins- Posting for “ FOR HIRE” can create walk ins- Cheap and plentifulDisadvantage: Difficult to select from a large pool of candidates.

8. Internships8. Internships

Disadvantages:• Low professional knowledge

•Low wages

Recruitment MethodsRecruitment Methods

External

1. Newspapers/Magazines/Journals/Radio/Television

-You should know which media to use and what content should be placed.

-Local newspaper is the best source.

-Best to fill the blue-collar vacancies

-You can include hurdles in your advertisements

-AIDA Guidelines should be followed -Advantages/Disadvantages-Fast and high volume-Low RJP screening-High Expense

2. Privately Owned Agencies( Small scale)2. Privately Owned Agencies( Small scale)-For lower level jobs such as secretarial, clerical, bookkeeping positions-The agency prescreens for the company.

3. Search Firms

-Executive Recruiters-Headhunters-For upper level jobs-Professional Jobs- Quality-Expensive-Low risk

Out of every four

CEOs is hired

this way

Employment Services

( Provided by Govt.)

4. Job Fairs-A group of organizations may combine to share the expenses of a job fair at a common site.

-High volume of candidates

-RJP- low

5. Internet-Wide range of jobs

-Quick response

-Moderate to High expense

-Job advertisements through social networking websites

Examples of Facebook AdsExamples of Facebook Ads

Employers researching Employers researching CandidatesCandidates• Try these tools:– Google– Yahoo!– Live Search– Facebook – of course!– Spock– ZoomInfo– Pipl– Spokeo– ZabaSearch– Checkster– 123People– PeekYou– KnowX

6. Direct Mail Campaign

-Quick source of applicants-High job commitment-Low expense-High volume-Hard to evaluate

REALISTIC JOB PREVIEWSREALISTIC JOB PREVIEWSProvides complete job related

information to the applicants so that they can make right decision before taking up jobs

Lower rate of employee turnover High level of job satisfaction &

performanceBeneficial for organizations

hiring at the entry level

ALTERNATIVES TO RECRUITMENT

ALTERNATIVES TO RECRUITMENTALTERNATIVES TO RECRUITMENT

Because of the cost of recruiting

1. OVERTIME - When demand for product peaks - additional income for employee - It results in Fatigue, increased

accidents & more absenteeism - Need to pay double wages

2. EMPLOYEE LEASING

- Often called Staff outsourcing - Useful to small & medium sized firms

3. TEMPORARY EMPLOYMENT

- Low labor costs - Easy access to experienced labor - Flexibility in future - DISADVANTAGE- Do not know the work

culture of the firm

EFFECTSEFFECTS

EFFECTSEFFECTSPositive Recruitment Process

◦Attract highly qualified and competent people

◦Ensure that the selected candidates stay longer with the company

◦Make sure that there is match between cost and benefit

◦Help the firm create more culturally diverse work-force

Negative Recruitment Process◦Failure to generate qualified

applicants◦There is no match between cost and

benefit◦Extra cost on training and

supervision◦Increases the entry level pay scales

External Factors

Supply and DemandUnemployment rateLabor marketPolitical-socialSons of soilImage

Recruitment

Internal Factors

Recruitment PolicyHRPSize of the firmCostGrowth and Expansion

Some factors to Consider about Recruitment

Evaluation of Recruitment Evaluation of Recruitment SourcesSources