3B Attracting a Quality Workforce - Recruitment

8/6/2019 3B Attracting a Quality Workforce - Recruitment

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Pio G. CastilloHUMAN RESOURCE MANAGEMENT

Chapter 3


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Recruitment involves seeking and attracting a

pool of people from which qualified candidates

for job vacancies can be chosen.

Successful recruiting is difficult if the jobs to be

filled are vaguely defined.

Personnel Requisition Form


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Human Resource Planning

Job Analysis

Job Des and

Job Specs

Recruitment

Nature and

requirements

of specific jobs

Number of

specific jobs tobe filled

Sources?

How are qualified

candidates to be recruited?


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HUMAN RESOURCE MANAGEMENT

Internal Sources

Job Posting and Bidding

External Sources

Advertising

Employment Agencies

Temporary Help Agencies Employment Leasing Companies

Headhunters

Employee Referrals and Walk-Ins Campus Recruiting

*Internet Recruiting*


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In terms of effectiveness of recruitment method,

both internal and external sourcing have

advantages and disadvantages.

Some research results:

Lower turnover rates on referred employees

Applicants who initiated their contacts withthe company for possible vacancies

performed better


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SOURCE ADVANTAGES DISADVANTAGES

Internal Company has a better

knowledge of strengths

and weaknesses of jobcandidate

Job candidate has

better knowledge of the

company Morale and motivation

of employees are

enhanced

Return on investmentthat an organization has

in its present workforce

is increased

People might be

promoted to the point

where they cannotsuccessfully perform

the job

Infighting for

promotions cannegatively affect morale

Inbreeding can stifle

new ideas and

innovation Attracting, contracting,

and evaluating

potential employees is

more difficult


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SOURCE ADVANTAGES DISADVANTAGES

External The pool of talent is

much larger

New insights andperspectives can be

brought to the

organization

Frequently it is cheaperand easier to hire

technical, skilled, or

managerial employees

from the outside

Adjustment or

orientation time is

longer Morale problems can

develop among those

employees within the

organization who feelqualified for the job


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RJP is one way of increasing the effectiveness of

all recruiting methods.

It provides complete job information, both

positive and negative, to the job applicant.

The tendency of most companies to show only

the positive aspect of the organization may resultto high selection ratios, but may also increase

employee expectations, and eventually turnover

rates when not successfully met.


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Set high initial job expectations Set realistic job expectations

Job is viewed as attractiveJob is viewed depending on

individuals needs

High job offer acceptance rate Some accept, some reject

Work experience disconfirms

expectations

Work experience confirms

expectations

Dissatisfaction Satisfaction

Low job survival High job survival


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3B Attracting a Quality Workforce - Recruitment