Chapter 4 Recruitment

Recruitment is the process of communicating that a job is available and encouraging qualified people to apply. The goal is to attract enough applicants with the right skills, experience, and qualifications so the organization can make a good hiring decision

1. Recruitment Process

Recruitment involves two main steps:

  • Employer: Communicates information about an available job.

  • Applicant: Expresses interest in the position, usually by submitting an application or résumé.

Recruitment is different from selection. Recruitment attracts applicants; selection evaluates them and decides who to hire.

2. Internal vs. External Recruitment

- Internal recruitment: Filling a position with someone who already works for the organization, such as through a promotion or transfer.

  • Advantages: Less expensive, faster, rewards current employees, and the employee already understands the organization.

  • Disadvantages: Creates another vacancy, limits the applicant pool, and may cause resentment among employees who are not selected.

- External recruitment: Finding applicants outside the organization.

  • Advantages: Brings in new skills, experiences, and perspectives, and provides a larger applicant pool.

  • Disadvantages: Can cost more, take longer, and involve greater uncertainty about how well the person will perform.

3. Recruitment Methods and Sources

Organizations use different methods to reach potential applicants, including:

  • Job postings and company websites: Share openings with interested candidates.

  • Employee referrals: Current employees recommend people they know.

  • Employment agencies and recruiters: Help employers find candidates.

  • College recruiting: Connects employers with students and recent graduates.

  • Social media and online job boards: Allow employers to reach large and varied applicant pools.

  • Walk-ins and unsolicited applications: People apply even when no specific opening has been advertised.

The method chosen should match the job, the type of applicant the organization needs, and its recruitment budget.

4. Realistic Job Previews

A realistic job preview (RJP) gives applicants an honest picture of both the positive and challenging parts of a job.

The purpose is to help applicants form accurate expectations. This can reduce the chance that someone accepts a job and later quits because the work is different from what they expected.

5. Recruitment and Diversity

Recruitment can influence the diversity of an organization by determining who learns about job openings and who is encouraged to apply.

Employers can broaden their applicant pools by using different recruitment sources and making job advertisements accessible to a wide range of qualified people. Recruitment practices should focus on job-related qualifications and comply with applicable equal employment opportunity laws.

6. Recruiting Internationally

Organizations may recruit foreign nationals when they need skills or experience that are difficult to find locally, or when they operate internationally.

Employers must consider immigration and work authorization requirements, as well as ethical responsibilities. They should avoid practices involving labor trafficking, exploitation, or misleading promises about employment.

7. Legal Risks in Recruitment

Recruitment communications can create legal problems if employers make inaccurate or misleading statements.

  • Negligent misrepresentation: An employer carelessly provides false or misleading information that an applicant reasonably relies on and is harmed by.

  • Breach of contract: An employer fails to honor an enforceable promise or agreement made during recruitment or hiring.

Employers should be accurate about job duties, compensation, working conditions, and other important employment terms.

The main idea to remember

Recruitment is about attracting a pool of qualified applicants, not choosing the final person. Employers decide whether to recruit internally or externally, select methods that reach suitable candidates, provide honest job information, and follow fair and lawful practices.

Quick review

  • Recruitment: Attracting people to apply for a job.

  • Selection: Evaluating applicants and choosing whom to hire.

  • Internal recruitment: Filling jobs with current employees.

  • External recruitment: Finding applicants outside the organization.

  • Realistic job preview: Giving an honest view of the job.

  • Employee referral: A candidate recommended by a current employee.

  • Negligent misrepresentation: Carelessly giving misleading information that harms someone who relies on it.

  • Breach of contract: Failing to fulfill an enforceable agreement.