HRM CHAPTER 6: RECRUITMENT (THE HIRE STAGE) RECRUITMENT AND EMPLOYMENT SELECTION

CHAPTER 6: RECRUITMENT (THE HIRE STAGE) RECRUITMENT AND EMPLOYMENT SELECTION

What is recruitment? - it is an HRM practice of tracing and enticing probable hires from a pool of job seekers.

  • The company starts by notifying job seekers about the qualifications needed to match the particular job and the personal and professional advancements they can offer.
  • Decisions whether to recruit from within or externally depends on the company’s culture and recruitment objectives.

SOURCES OF LOCATING AND ATTRACTING CANDIDATES

OUTSIDE SOURCES

ADVERTISING - A usual manner of locating potential hires is through advertising.

  • The firm should be careful about the contents and design of the advertisement, if it aims to attract people to join the company.

WALK INS - are people who do not apply in response to any type of advertisement, but rather come into a company, submit an application and curriculum vitae, then aspire to get the job.

INTERNET RECRUITING - the internet is one of the most popular ways of locating and attracting job applicants.

  • Companies find this recruitment format less costly because it will reduce incurred for filed records.

EMPLOYMENT REFERRAL PROGRAM - this is a type of recruitment through the help of their existing workforce.

SEVERAL SUGGESTED WAYS TO INCREASE THE EFFECTIVENESS OF EMPLOYEE REFERRAL PROGRAMS

“Up the Ante” - some recruitment incentives used by organizations may include complimentary dinners, discounts on merchandise, all-expense-trips, and free insurance.

PAY FOR PERFORMANCE - some firms save part of the referral bonus until the new hire has stayed for 6 months. This encourages referring employees to help the new hire succeed.

TAILOR THE PROGRAM - part of a good referral program is guiding their workforce regarding types of people organizations need to take in.

  • This includes communicating the skills required and also a reaffirmation of the values and ethic sought in applicants.

INCREASE VISIBILITY - one of the best to promote a referral program is to publicly recognize employees who referred the right fit.

KEEP THE DATA - even if a referral does not get the job, it might be a good idea to store the application letter and curriculum vitae just in case another opening arises.

WIDEN THE BOUNDARY OF YOUR STRATEGY - just as it may make sense to consider hiring former employees, it may make sense to ask them for referrals even if they are not candidates for the job themselves.

MEASURE OUTCOMES - no surprises here, after the program is implemented, managers need to take a careful look at the volume of referrals, qualifications of candidates, and success of new hires on the job.

RECRUITMENT FROM WITHIN

SYMPTOMS OF A POOR JOB CANDIDATE

  1. Key jobs are not filled immediately
  2. Key roles can only be easily filled by an external candidate
  3. Not every current employee turns out to be the right one for the job
  4. Preferential treatment is the basis of advertisement.

METHODS FOR IDENTIFYING QUALIFIED INTERNAL CANDIDATES

INVENTORYING MANAGEMENT TALENT - This method allows the organization to quickly review the workforce pool to find the most qualified internal candidate to fill the vacant position

JOB POSTING AND JOB BIDDING - the jobs are normally published on a firm’s data base or on company bulletin boards easily visible to the employees.

  • It can also be made known through the company’s newsletter, internal vacancy notification memo, electronic mail, or via a public address system.
  • Job bidding is seen to be more effective if it is for career growth and advancement.

STEPS IN RECRUITMENT

Before hiring an applicant for a job position, a company goes through the following step-by-step recruitment process:

1st - DETERMINE JOB VACANCY - a job vacancy within a company may exist for a variety of reasons. It could be due to retirement, resignation, job abandonment and termination.

  • It could also be attributed to transfer and promotion, or there is just an entirely new position to fill.

2nd - PLAN HOW TO FILL AN OPEN POSITION - once it has been established that a job vacancy exists, managers should decide whether to advertise internally or externally and whether to take in core personnel or temporary workers.

3rd - IDENTIFY THE TARGET SEGMENT - firms should be able to pinpoint who they want to take in the organization. Print, radio, television, and on-line advertisement are helpful recruitment methods that will help the company identify their target segment.

4th - REACHING OUT TO TARGET SEGMENT - after identifying the segment, companies must set a preferred way to reach their target talents.

  • Some common recruitment techniques include posting jobs online, job fairs, campus recruitment, etc.

5th - MEET-UP WITH JOB CANDIDATES - recruiters conduct initial screening to be certain that job seekers meet the job specifications that would assist them in judging the overall background of the job seekers before they render a hiring decision.