1. Recruiting Human Resources

2. Nature and Purposes of Recruitment
• Recruitment is the process of searching for and obtaining
applicants for jobs
• Recruitment has several benefits for a firm:
– Determine the present and future requirements of the organisation in conjunction
with its personnel-planning and job-analysis activities.
– Increase the pool of job candidates at minimum cost.
– Help increase the success rate of the selection process by reducing the number of
visibly underqualified or overqualified job applicants.
– Help reduce the probability that job applicants, once recruited and selected, will
leave the organisation only after a short period of time.
– Meet the organisation’s legal and social obligations regarding the composition of its
workforce.
– Begin identifying and preparing potential job applicants who will be appropriate
candidates.
– Increase organisational and individual effectiveness in the short term and long term.
– Evaluate the effectiveness of various recruiting techniques and sources for all types
of job applicants.

3. Factors Influencing Recruitment
External Forces
• Supply and demand
• Unemployment rate
• Labour market
• Political-social
• Sons of soil
• Image
Recruitment
Internal Forces
• Recruitment
• HRP
• Size of the firm
• Cost
• Growth and expansion

4. Recruitment Process
Applicant
Pool
Potenti
al Hires
Personnel
Planning
Job
Vacancies
Job
Analysis
Employee
Requisition
Recruitment
Planning
• Numbers
• Type
Strategy
Development
• Where
• How
• When
Searching
Activation
“Selling”
• Message
• Media
Evaluation
and Control
To
Selection
Screening
Applicant
Population

5. Sources of Recruitment
Recruitment
Present Employees
Former Employees
Previous Applicants
Employees Referrals
Professional or Trade Associations
Advertisements
Employment Exchanges
Campus Recruitment
Walk0ins and Write-ins
Consultants
Contractors
Displaced Persons
Radio and Television
Acquisitions and Mergers
Competitors
E-Recruiting
InternalSources
ExternalSources

6. Recruitment Yield Pyramid
Offer Acceptance
Job Offer
Invited for Final
Interview
Invited to Screening
Interview
Initial Contacts
Offers/Acceptance (3:2)
Interview/Offers (4:3)
Screening/Invites (5:1)
Contacts/Screens (10:1)
20
30
40
200
2000

7. Evaluation and Control
• Salaries for recruiters.
• Management and professional time spent on preparing
job description, job specifications, advertisements,
agency liaison, and so forth.
• Cost of advertisements or other recruitment methods,
that is, agency fees.
• Cost of producing supporting literature.
• Recruitment overheads and administrative expenses.
• Costs of overtime and outsourcing while the vacancies
remain unfilled.
• Cost of recruiting suitable candidates for the selection
process.

8. Philosophies of Recruitment
• Realistic job previews
• JCQ
– Alternatives
– over time work
– employee leasing
– temporary employment

9. Typical Consequences of Job Previews
Traditional Procedures Realistic Procedures
Set initial job expectations too high Set job expectations realistically
Job is typically viewed as attractive
Job may or not be attractive depending
on individual needs
High rate of job offer acceptance Some accept, some reject job offer
Work experience belies expectations Work experience confirms expectations
Lower job survival, dissatisfaction,
frequent thoughts of quitting
High job survival, satisfaction, no
thoughts of quitting

10. Reality Check
• Think of a firm you want to submit job
application. Which factors attract you
towards the company?

11. Reality Check
• Have you at any time tried internet
recruiting? What has been your
experience with it when compared with
conventional route?