RECRUITING EMPLOYEES

RECRUITING EMPLOYEES Chapter 3 Prepared by : Ly Sokcheu Updated : 1st September, 2012

Chapter Objectives After studying this chapter, you should be able to: • Define recruiting employees • Explain the influencing factors of recruiting • Explain how recruiting responsibilities • Describe recruitment process • Identify sources of recruiting • Discuss the advantages and disadvantages of internal and external recruiting

I. Definitions of Recruitment • The Process for seeking and attracting job applicants who have KAS(Knowledge, Ability, Skills) and work experienced to fill job vacancies within an Organization. • The process of attracting individuals on a timely basis, in sufficient numbers, and with appropriate qualifications, and encouraging them to apply for jobs with an organization. • Refers to organizational activities that influence the number and types of applicants who apply for a job and whether the applicants accept jobs that are offered. (John M. Ivancevich, 2001)

II. External Environment of Recruiting Labor market conditions • Domestic labor market: A firm’s recruitment process may be simplified when the unemployment rate in an organization’s labor market is high. Conversely, as unemployment rate drops, recruitment efforts must be increased and new sources explored. • Global labor market: The labor market for many professional and technical positions is much broader and truly global.

Legal considerations • The candidate and employer first make contract during the recruitment process. • One survey found that about one-fourth of all discrimination claims resulted from employer’s recruitment and selection actions. • EEOC guidelines suggest that companies keep staffing records for a minimum of two years. • This information enables a compilation of demographic data –including age, race, and gender and to determine if a company’s hiring practices are discriminatory.

Corporate image • If employees believe that their employers deals with them fairly, the positive word-of-mouth support they provide is of great value to the firm • Good reputations earned in this manner may help attract more and better-qualified applicants

III. Internal Environment of Recruiting • Human resource planning • Examining alternative sources of recruits and determining the most productive sources & methods for obtaining them often requires planning time. • After identifying the best alternatives, the managers can make better recruitment decisions.

Promotion policies • A firm can stress a policy of promotion from within its own ranks are generally filled from outside the organization. • Depending on specific circumstances, either approach may have merit. • When an organization emphasizes promotion from within, its workers have an incentive to strive for advancement. • The firm’s knowledge of employees • The organization is usually well aware of its employees’ capacities that may be a reliable criterion for promotion.

Nepotism • It is common for firms to have anti-nepotism policies that discourage the employment of close relatives, especially when related employees would work in the same department, under the same supervisor, or in supervisor-subordinate roles. • Still, when the labor market is right, a firm may decide that it makes more sense to keep relatives on board than to lose them to a competitor.

IV. Organizational Recruiting Responsibilities • In small organization the recruiting process is simplified. • The owner / manager often places the ads, determine the recruiting criteria, and makes the decision.

For large organization, the typical recruiting responsibilities: • Manager • Anticipate need for employees to fill vacancies • Determine KSA needed from applicants • Assist in recruiting effort with information about the job requirements • Review recruit efforts

For large organization, the typical recruiting responsibilities (Cont.) • Human Resource Unit • Forecast recruiting need • Prepare copy for recruiting ads and campaigns • Plans and conducts recruiting efforts • Evaluates recruiting activities

RECRUITMENT PROCESS External EnvironmentInternal Environment Human Resource Planning Alternatives to Recruitment Employee Requisition Internal Sources External Sources Internal Methods External Methods RecruitedIndividuals

V. Recruiting process • Developing recruiting plans • Formulating recruiting strategy • Searching job applicants • Screening those who are obviously unfit • Maintaining job applicant‘s pool • Evaluation & control of recruiting process

Developing Recruiting Plans • These activities are developed by HR department • Top managers • Formulate general policies such as spend money to advertise , where to recruit. • Middle managers (HR managers) • Collect information related to job applicants, formulate strategies to recruit, evaluate recruitment planning.

These activities are developed by HR department (Cont.) • First-Line managers • Submit employee requisitions to HR department. • Employee requisitions are formal authorization of line managers to recruit new employees to fill job vacancies in an organization.

Formulating recruiting strategies • Are the ways/methods developed by a company especially HRD to achieve recruitment planning. • Where, When, and How to recruit new employees. • Entry level positions: • Managerial positions:Top managers, Middle managers, First line managers (Line & Staff departments) • Non managerial positions:Skilled workers, Semi skilled workers, Unskilled workers.

Formulating recruiting strategies (Cont.) • Attracting job applicants: • An organization must consider what enticements should be used in recruitment planning: • Starting high salaries or wages • Chance for promotion • Overseas training • Overseas position • Securing people & ensuring that they will remain (Long term employment).

Searching Job Applicants • Internal: • Promotion from within • Job posting and bidding • Recall from lay-off • External: • Advertising • Universities, faculties • Private or government employment agencies • Employees referrals

Screening those who are obviously unfit • There are many reasons for eliminating job applicants who are obviously unfit because they: • Inadequate educational preparation, degree • Lack of necessary professional certificates • No previous work experience and training… • Maintaining job applicant’s pool • Maintaining job applicant’s pool consists of maintaining the potential job applicants who are already evaluated for selection.

Evaluation and Control of Recruiting Process • Most organization need to evaluate its recruiting process because they want to know that recruiting process can be improved & reduced the cost. • Managers must consider the following question: • Are the yield ratios acceptable? if not, can they be improved?

Evaluation and Control of Recruiting Process (Cont.) • Are the job advertisements for recruiting effective? • How is the organization's image, & can it entice people to accept employment? • Are the recruiting efforts consistent with the Equal Employment Opportunities and affirmative action goals of the Company? • Are the criteria used for screening job applicants appropriate?

VI. Sources of Recruiting Internal Recruiting Sources • Most vacant positions in organizations are filled through internal recruitment. • It is the process of finding potential internalcandidates and encouraging them to apply for and/or be willing to accept organizational jobs that are open. • A company can recruit employees within an organization through :

Internal Recruiting Sources (Cont.) Promotion from within¬kardeLIgzan³BIkñúgsßab½n¦ • Is the internal recruit method used to advertise to the current employees about job openings in management positions by promoting lower level to upper level of management, and non-managerial positions to managerial position.

Internal Recruiting Sources (Cont.) • Job posting and bidding ¬karbiTRbkasnigkaredjéføkargar¦ • Is the internal recruit method that an organization used to inform the current employees about job openings by posting a notice in central locations with a specific period for applying those jobs.

Internal Recruiting Sources (Cont.) • Effective Job posting and bidding, managers have to consider the following factors: • Job vacancies should be posted in prominent places. • Job vacancies should be posted at least one week before beginning external recruiting. • Job openings should be included a job specifications. • HR department should notify unsuccessful job bidders.

External Recruiting Sources Job advertisement Private employment agencies Internship External RecruitingSources Public Employment Agencies Internet Direct applications; Walk ins & Write ins Employee's referrals

External Recruiting Sources (Cont.) • For the most part, organizations recruit from outside only when there no suitable internal candidates for a particular position. • External recruit is the process of finding potential externalcandidates and encouraging them to apply for and/or be willing to accept organizational jobs that are open.

External Recruiting Sources (Cont.) • An organization can recruit employees from outside through: • Job advertisement ¬karpSayBaNiC¢kmµkargar¦ • Job advertisement method is used to advertise job opening of the organization in order to recruit job applicants to work in the organization through: TV, ratio, newspapers, magazine….

Private employment agencies • ¬TIPñak;garkargarÉkCn¦ • Is the places where the organization can contact with & recruit job applicants to fill job vacancies in their organizations through private employment agencies like: PW, Cooper. • Public Employment Agencies • ¬TIPñak;garkargarsaFarN³¦ • Where the company can contact and recruit job candidate through public employment agencies such as: Ministry of Social Affair, Public Function, …

Direct applications; Walk ins & Write ins • ¬kardak;BaküsMueFVIkargaredaypÞal;¦ • Human resource department reviews all resumes sent by job applicants to the HR department, when the organization needs more employees, and then invite them to interview & test. • Employee's referrals ¬BwgnieyaCit]eTsÞnam¦ • Organization can recruit new employees through their current employee's referrals / relatives / friends to fill job openings in organization.

Internship ¬karcuHeFVIkmµsikSa¦ • Placement center director of university contact with other organizations to sent students to work over there in a specific period. • Internet • Organization can recruit new employees through internet for filling job openings in organization.

VII. Advantages and Disadvantage of Recruitment Sources Advantages of internal recruiting • Recruiting costs are lower • Candidates are already oriented to the organization • Giving opportunities for advancement to candidates or good performance is rewarded • Reliable information is available about candidates

Disadvantages of internal recruiting • Candidates may have fewer new ideas. • Unsuccessful contenders may become upset. • Candidates' current work may be disrupted. • Expensive training may be necessary.

Advantages of external recruiting • Candidates may be a potential source of new ideas. • Candidates may receive information from competitors. • Candidates may have broader experience. • Candidates may have specialties.

Disadvantages of external recruiting • Recruitment process is expensive. • Potential internal candidates may be resentful. • The new candidates may have a slower start because of the need for orientation to the organization. • Probability of mistake is higher, because less reliable information.

RECRUITING EMPLOYEES