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CHAPTER FIVE. Staffing Activities: External Recruitment. Screen graphics created by: Jana F. Kuzmicki, PhD Troy State University-Florida and Western Region . Recruitment Planning. Organizational issues Administrative issues. Recruitment Planning: Organizational Issues.

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chapter five

Staffing Activities:

External Recruitment

Screen graphics created by:

Jana F. Kuzmicki, PhD

Troy State University-Florida and Western Region

recruitment planning
Recruitment Planning
  • Organizational issues
  • Administrative issues
recruitment planning organizational issues
Recruitment Planning: Organizational Issues
  • In-house vs. external recruitment agency
    • Many companies do recruiting in-house
      • Recommended approach for large companies
    • Smaller companies may relyon external recruitment agencies
  • Individual vs. cooperative recruitment alliances
    • Cooperative alliances involve arrangements to share recruitment resources
  • Centralized vs. decentralized recruitment
recruitment planning administrative issues
Recruitment Planning: Administrative Issues
  • Requisitions
    • Exh. 5.1: Personnel Requisition
  • Number of contacts
    • Yield ratio - Relationship of applicant inputs to outputs at various decision points
  • Types of contacts
    • Qualifications to perform job must be clearly established
    • Consideration must be given to job search and choice process used by applicants
recruitment planning administrative issues continued
Recruitment Planning: Administrative Issues (continued)
  • Recruitment budget
    • Exh. 5.2: Example of a Recruitment Budget for 500 New Hires
  • Development of a recruitment guide
    • Exh. 5.3: Recruitment Guide for Director of Claims
  • Process flow and record keeping
  • Selecting recruiters
  • Training recruiters
  • Rewarding recruiters
considerations related to recruiters selection
Considerations Related to Recruiters: Selection
  • Desirable characteristics of recruiters
    • Strong interpersonal skills
    • Knowledge about company, jobs,and career-related issues
    • Technology skills
    • Enthusiasm
  • Various sources of recruiters
    • HR professionals
    • Line managers
    • Employees
considerations related to recruiters training and rewards
Considerations Related to Recruiters: Training and Rewards
  • Training
    • Traditional areas of training
      • Interviewing skills, job analysis, interpersonal skills, laws, forms and reports, company and job characteristics, and recruitment targets
    • Nontraditional areas of training
      • Technology skills, marketing skills, working with other departments, and ethics
  • Rewards
    • Performance must be monitored and rewarded
      • Effective recruiter behaviors
      • End results
strategy development
Strategy Development
  • Open vs. targeted recruitment
  • Recruitment sources
  • Choice of sources
  • When to look
open vs targeted recruitment
Open vs. Targeted Recruitment
  • Open recruitment
  • Targeted recruitment
  • Key KSAO shortages
  • Workforce diversity gaps
  • Passive job seekers
  • Former military personnel
  • Employment discouraged
  • Reward seekers
  • Former employees
  • Reluctant applicants
recruitment sources
Executive search firms

Professional associations and meetings

State Employment services

Outplacement services

Community agencies

Job fairs

Co-ops and internships

Recruitment Sources
  • Unsolicited
  • Employee referrals and networks
  • Advertisements
  • Recruiting online
  • Colleges and placement offices
  • Employment agencies
approaches to recruiting online
Approaches to Recruiting Online
  • Job postings on Internet job boards
  • Searching Web-based databases
    • Exh. 5.4: List of Recruiting Web Sites
  • Job postings on organization’s Web site
  • Mining databases
innovative recruitment sources
Innovative Recruitment Sources
  • Religious organizations
  • Interest groups
  • Realtors
  • Senior networks
strategy development criteria affecting choice of sources
Strategy Development: Criteria Affecting Choice of Sources
  • Sufficient quantity and quality
  • Cost
  • Past experience with source
  • Impact on HR outcomes
    • Satisfaction
    • Performance
    • Retention
effectiveness of recruitment sources
Effectiveness of Recruitment Sources
  • Effectiveness
    • Involves assessing impact of sources on increased employee satisfaction, performance, and retention
  • Research results
    • Most effective
      • Referrals, job postings, rehiring offormer employees
    • Least effective
      • Newspaper ads, employment agencies
strategy development when to look
Strategy Development: When to Look
  • Lead time concerns
    • Goal -- Minimize delay in filling vacancies
    • Effective planning requirements
      • Establishment of priorities for job openings
      • Prepared recruiters
  • Time sequence concerns
    • Staffing flowchart
    • Time-lapse statistics
searching communication message
Searching: Communication Message
  • Job requirements and rewards matrices
  • Type of messages
    • Realistic recruitment message -- RJP
      • Exh. 5.5: RJP for Elementary School Teachers
    • Branding
    • Targeted messages
  • Choice of messages
    • Nature of labor market
    • Vacancy characteristics
    • Applicant characteristics
searching communication medium
Recruitment brochures

Videos and videoconferencing


Types of ads

Classified ad

Classified display ad

Display ad

Online ad

Telephone messages

Organizational Web sites



Searching: Communication Medium
applicant reactions
Applicant Reactions
  • Reactions to recruiters
    • Influence of recruiter vs. job characteristics
    • Influence of recruiter on attitudes and behaviors
    • Demographics of recruiters
    • Influential recruiter behaviors
  • Reactions to recruitment process
    • Relationship of screening devices to job
    • Delay times in recruitment process
    • Funding of recruitment process
    • Credibility of recruiter during recruitment process
transition to selection
Transition to Selection
  • Involves making applicants aware of
    • Next steps in hiring process
      • Selection methods used and instructions
    • Expectations and requirements
legal issues
Legal Issues
  • Definition of job applicant
    • Definition according to EEOC and OFCCP
    • Importance of establishing written application policies
  • Affirmative Action Programs
    • Guidelines of OFCCP for recruitment actions
  • Electronic recruitment
    • Usage may create artificial barriers to employment opportunities
  • Job advertisements
  • Fraud and misrepresentation
ethical issues
Ethical Issues
  • Issue 1
    • Many organizations adopt a targeted recruitment strategy. For example, Home Depot has targeted workers 50 and above in its recruitment efforts, which include advertising specifically in media outlets frequented by older individuals. Other organizations target recruitment messages at women, minorities, or those with desired skills. Do you think targeted recruitment systems are fair? Why or why not?
  • Issue 2
    • Most organizations have in place job boards on their web page where applicants can apply for jobs online. What ethical obligations, if any, do you think organizations have to individuals who apply for jobs online?