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Human Resource Management

Dr. Karim Kobeissi

Islamic University of Lebanon - 201

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Chapter 5: Recruitment

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Recruitment

Recruitment is t!e "rocess of

attracting enoug! in#ivi#uals $it!

a""ro"riate %ualifications to a""ly for

&obs $it! an organi'ation.

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(lternatives to Recruitment

)ven $!en t!ere is a nee# for a##itional em"loyees* a

firm may #eci#e against increasing t!e si'e of itsregular $or+force. Alternativessuc! as,

utsourcing

/ontingent $or+ers )m"loyee leasing

vertime

May all be consi#ere# before recruiting ne$ full-timeem"loyees.

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utsourcing

ransfers res"onsibility to aneternal "rovi#er

3rovi#es greater efficiency 4"rovi#es

t!e same service at a lo$er cost5

an# effectiveness 4"rovi#es t!e

same service $it! a better %uality5.

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/ontingent 6or+ers

Contingent workers are consi#ere# to be "art oft!e 7#is"osable (merican $or+force8 because

t!ey $or+ as "art-time* tem"orary* or contract

$or+ers$!o can easily be let go $!en t!ey are

not nee#e#. !ey are often t!e first to go $!en a recession

begins an# t!e last to be !ire# $!en t!e

economy gets better. Ho$ever* many com"anies

are reversing t!is tren# an# !ol#ing off !iring

regular* full-time em"loyees* c!oosing instea# to

use contingent $or+ers.

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3rofessional )m"loyer rgani'ations, )m"loyee Leasing

/om"any t!at leases em"loyees to ot!er businesses

/om"any releases its em"loyees* $!o are t!en !ire# by

3)

Leasing com"any is em"loyees9 legal em"loyer t!at

ta+es care of em"loyees9 a#ministrations* "ayrolls*

benefits* an# recruiting.

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vertime

Most commonly use# met!o# of meeting

s!ort-term fluctuations in $or+ volume

(voi#s recruitment* selection* an# training

costs

)m"loyees benefit from increase# income

3otential "ro#uctivity "roblems

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)ternal )nvironment of Recruitment

!e factors in t!e external environment t!at

can significantly affect a firm9s recruitment

efforts* are,

15 Labor mar+et con#itions

25 (ctive or "assive &ob see+ers

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1. Labor Mar+et /on#itions

)conomic situation 4recession* boom5.

Deman# for an# su""ly of s"ecific s+ills. Labor

mar+et for many "rofessional an# tec!nical

"ositions is global.

6!enever #eman# for a "articular s+ill is !ig!

relative to su""ly* recruiting efforts an# costs $ill

increase.

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2. (ctive or 3assive >ob ?ee+ers

(ctive &ob see+ers, /ommitte# to fin#ing a @

anot!er &ob.

3assive can#i#ates, y"ically em"loye#*

an# $ill $ant to move more slo$ly before

ma+ing a &ob c!ange. !ey are often !esitantto ris+ leaving t!e stability of t!eir current &ob for a

"otentially ris+y ne$ &ob $it! an un+no$n boss.

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Labor De"artment Aui#elines

!e Labor De"artment !as issue# gui#elines

concerning online recruiting "olicies,

Kee" #etaile# recor#s.

I#entify criteria use#.

Be able to e"lain $!y a "erson $it!

"rotecte# status $as not !ire#.

/om"anies $it! more t!an 100 em"loyees+ee" staffing recor#s for a minimum of t$o

years.

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2. irtual >ob Cair

( virtual )o" fair is an online recruiting met!o# use# by an

em"loyer or grou" of em"loyers to attract a large number

of a""licants. nline &ob fairs are very cost-effective an#

can attract more "otential a""licants t!an an in-"erson &ob

fair !el# at one location.

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. 6eblogs 4Blogs @ 6eb 3ages5

*e"logs !ave c!ange# t!e $ays in $!ic! in#ivi#uals

access information about &obs an# com"anies. Aoogle or

a blog searc! engine* can be use# to fin# t!ese valuable

sources of information. (ll you !ave to #o is ty"e in a +ey

"!rase li+e marketing jobs to fin# t!em. !e blogs often

!ave names li+e(ttorney>obs.coman# ?ales>obs.com.

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. Aeneral-3ur"ose >ob Boar#s

+eneral'purpose )o" "oards* suc! as Monster.com an#

/areerBuil#er.com* attract a large number of a""licants.

!ese &ob boar#s are best for &ob-see+ers in "rofessions

t!at e"erience !ig! turnover* li+e sales* but are often

less effective for !ig!ly %ualifie# a""licants or t!ose

loo+ing for $or+ in smaller in#ustries.

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(/)lin+ et$or+

!e AC$link etwork is a national recruiting net$or+ an#

$eb-base# recruiting tools serving t!e nee#s of colleges*

em"loyers* an# &ob can#i#ates. /urrently t!ere are over

=00 colleges using t!e (/)lin+ system. !e system

inclu#es t!ree com"onents, &ob "osting* rsum #atabase*

an# intervie$ sc!e#uling. It is available to em"loyers to

"ost &obs an# searc! for ne$ gra#uates.

! (lli F D t b

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!e (llianceF Database

/an#i#ates buil# a "rofile base# on t!e J)

ccu"ational #atabase.

Recruiters buil# searc! agents* selecting tas+s* s+ills* $or+

environment* etc. base# on t!e same #ata structure as t!e

can#i#ate "rofiles.

!e (llianceF soft$are searc!es "rofiles an# &obs to

generate a structure# matc! base# on t!e #ata in t!e "rofilean# t!e &ob "osting.

(ll information is confi#ential until t!e can#i#ate c!ooses to

e"ress interest in a "osition.

6!en t!eres a matc!* t!e recruiter sen#s an email as+ingt!e can#i#ate if t!ey are intereste# in being contacte#.

If t!ey are intereste#* t!e can#i#ate clic+s to release

information to t!e recruiter an# to be consi#ere# for t!e &ob.

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ic!e ?ites

iche sites outfit to

!ig!ly s"eciali'e#

&ob mar+ets by

"rofession* in#ustry*

e#ucation* or

location.

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/ontract 6or+ers9 ?ites

!ese sites let $or+ers a#vertise t!eir s+ills* set

t!eir "rice* an# "ic+ em"loyers.

?ites suc! as (llCreelance6or+.com an#

Auru.com "rovi#e an online mar+et"lace for

freelance 4self-em"loye#5 talent.

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Hourly 6or+ers9 >ob ?ites

ra#itionally* t!ere !ave been ma&or #ifferences bet$een

t!e $ays !ourly an# salarie# $or+ers loo+ for &obs. Most

hourly workers "ursue &obs by filling out a""lications

rat!er t!an creating an# sen#ing out rsums.

!ese sites allo$ !ourly &ob-see+ers to com"lete a sim"le

online a""lication t!at can be vie$e# by em"loyers "rovi#e

"!one-base# services to acce"t a""lications an# offerbilingual call center o"erators $!o can !el" &ob a""licants

t!roug! t!e "rocess.

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?ocial et$or+ Recruiting

?ome organi'ations are turning to socialnetworking as a tool for recruiting. It is $ell

+no$n t!at net$or+ing is one of t!e best

recruiting tools* an# numerous $ebsites* suc!

as $itter* Caceboo+* an# Lin+e#In* are use# to

facilitate social net$or+ recruiting. !ese sites

offer access to millions of "assive can#i#ates

an# inclu#e tools t!at let $oul#-be em"loyerssearc! for can#i#ates by geogra"!y* s+ills* an#

numerous ot!er criteria.

ra#itional )ternal Recruitment Met!o#s

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ra#itional )ternal Recruitment Met!o#s

(lt!oug! online met!o#s !ave greatly im"acte# !o$ recruiting is

#one*traditional methods are still use# etensively,

Me#ia a#vertising

)m"loyment agencies

"rivate an# "ublic Recruiters

>ob fairs

Interns!i"s )ecutive searc!

firms

3rofessional

associations

Unsolicite# a""licants "en !ouses

)vent recruiting

?ign-on bonuses /om"etitive games

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Me#ia (#vertising

Me#ia suc! as,G Ra#ioG e$s"a"er

G elevisionG In#ustry "ublications

3revious e"eriences suggest t!e best

a""roac!.

e$s"a"er a#vertising !as #ecline#

because of online recruiting.

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-rivate $mployment Agencies

ften calle# !ea#!unters

Best +no$n for recruiting $!ite-collar em"loyees

Use# for virtually every +in# of "osition

ot "ai# until a "erson is "lace#

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Recruiters

Recruiters $or+ for t!e em"loyer an# most

commonly focus on sourcing can#i#ates from

tec!nical sc!ools* colleges* an# universities./areer service #irectors at t!ese institutions

arrange intervie$s $it! stu#ents $!o "otentially

"ossess t!e %ualifications #esire# by t!e firm.

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#o" .airs

(ttract large number of a""licants to one

location

""ortunity to meet large number of can#i#ates

in s!ort time

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(nternships

(n internshipis a s"ecial form of recruitment t!at

involves "lacing a stu#ent in a tem"orary &ob

$it! no obligation eit!er by t!e com"any to !ire

t!e stu#ent "ermanently or by t!e stu#ent to

acce"t a "ermanent "osition $it! t!e firm.

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$xecutive search firms

$xecutive search firms are organi'ations t!at locate

e"erience# "rofessionals an# eecutives $!en ot!er

sources "rove ina#e%uate. !e +ey benefit of

eecutive searc! firms is t!at t!ey target i#eal

can#i#ates.

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-rofessional Associations

(lmost every professional associations

"ublis!es a &ournal an# !as a $ebsite t!at its

members for recruiting an# &ob !unting. Coream"le* t!e ?ociety for Human Resource

Management !as a &ob referral service for

members see+ing ne$ "ositions an# for

em"loyers $it! "ositions to fill.

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/pen houses

/pen houses are a valuable recruiting tool*

es"ecially in times of lo$ unem"loyment.

During an o"en !ouse* firms "air "otential !iresan# recruiters in a casual environment t!at

encourages on-t!e-s"ot &ob offers.

Auest s"ea+ers coul# s"ea+ to s"ecific &obs an#

ans$er %uestions or actually give t!e a""licant a

#emonstration of $!at t!e &ob entails.

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$vent recruiting

$vent recruiting involves !aving recruiters go to

an# s"onsor events 4e.g.* marat!ons an# bi+e

races5 t!at are atten#e# by in#ivi#uals t!e

com"any is see+ing.

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&ign'on "onuses

( &ign'on "onus is a sum of money "ai# to a ne$

em"loyee by a com"any as an incentive to &oin t!at

com"any. !ey are often given as a $ay of ma+ing a

com"ensation "ac+age more attractive to t!eem"loyee 4e.g.* if t!e annual salary is lo$er t!an !e or

s!e #esires5. It also lo$ers t!e ris+ to t!e com"any as

it is a one-time "ayment for eam"le* if t!e em"loyee

#oes not meet e"ectations* t!e com"any !as notcommitte# to a !ig!er salary. ?igning bonuses are

often use# to recruit gra#uates into t!eir first &obs.

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ailoring Recruitment Met!o#s to ?ources

0ecause each organi1ation is unique, so are the types and

qualifications of workers needed to fill positions2 3o "e

successful, a firm must tailor its recruitment sources and

methods to its specific needs2