Recruiting: Decenzo and Robbins HRM 7Th Edition 1
Recruiting: Decenzo and Robbins HRM 7Th Edition 1
Recruiting: Decenzo and Robbins HRM 7Th Edition 1
Recruiting
1: Definitions
2: Recruiting goals
3: Constraints
4: Recruiting sources
5: Employee referrals
6: Ad response rates
7: Employment agencies
8: Cyberspace recruiting
9: Employee leasing
After employment
planning
Assuming people are
available with right
skills, knowledge, and
abilities
To discover potential
job candidates
ATTRACT POTENTIAL
Communicate the
position so that they
respond
The more, the better
NOT UNQUALIFIED
Self select out
Saves time, money
The less, the better
Image of the
organization
+++
Salary
Benefits
Potential
Respect
- - -
Declining industry
Poor quality, safety
Indifferent to workers
DeCenzo and Robbins HRM 7th
Edition 7
3: MORE CONSTRAINTS
Attractiveness of job
Boring
Hazardous
Low pay
No potential
Anxiety-creating
Internal
organizational policies
Promote from within
Government influence
Recruiting costs
HOST COUNTRY
NATIONAL OR
EXPATRIATE????
DEPENDS ON…
Culture
Technology, skill
Legal restrictions
Terrorism
International
executive cadre
DeCenzo and Robbins HRM 7th
Edition 10
4: RECRUITING SOURCES
- INTERNAL SEARCH
Advantages
Public relations
Builds morale
Encourages ambitious
employees
Cheaper
Know candidate better
Already socialized
Training
Good EEOC notice
DeCenzo and Robbins HRM 7th
Edition 11
4: INTERNAL SEARCH
Disadvantages
Miss good outside
talent
Cause infighting
Inbreeding - no new
ideas
Have to train for
technology, skill
upgrades
ADVANTAGES
Reputation at stake
Realistic job preview
More acceptable
candidate
More likely to accept
offer
More likely to stay
with the firm
Referral bonus $$$
DeCenzo and Robbins HRM 7th
Edition 13
5: EMPLOYEE REFERRAL
DISADVANTAGES
Social
Economic
Friendship
Nepotism
Diversity
Advertisements
Employment agencies
Schools, colleges and
universities
Professional
organizations
Unsolicited applicants
Placed in local
newspapers, placards
on gates, trade
journals, Internet
Distribution wider if
Specialized skills
Higher level in
organization
Short supply in market
Organization
identification
Labor market
conditions
Specifics in ad
Low profile
Bad reputation
Affirmative action
pool
Soon to be replaced
incumbent
Market testing
Public/state
Private
Management
consulting firms
Unemployment
benefits
No fees
Low skill jobs
Exceptions -
computer network
Executive search
Headhunter
Specialized high skill
Senior managers
Hard to fill technical
specialists
Large fee paid by
company
AND….
DeCenzo and Robbins HRM 7th
Edition 24
7: SPECIALIZED
SERVICES PROVIDED
Canvas potential
applicants
Initial screening
Company interview
oversight
Buffer
Placement services
Coops
Internships
Job fairs
Recent grads, mostly
Labor unions
Professional
specialties
Membership roster
Trade publication ads
Network opportunities
AND….
Annual, regional
meetings
Sanctions to limit
supply
License
Education
Training
Certification
Stockpile applicants
Unemployed queries
aren’t current for long
Websumes
80% of companies
use Internet
Commercial job
posting services (See
Exhibit 6-3)
All kinds of jobs
Temporary help
Employee leasing
Independent
contractors
Short-term labor
fluctuation needs
Broad skill ranges
(Accounting, clerical,
administrative,
drafting, CEOs,
programmers)
AND….
Retirees, older
workers
Flexible scheduling
Low absenteeism
High motivation
Mentoring for younger
workers
Consultants
Offsite specific tasks
Good for the
company
Recruiting
No retirement
No workman’s
compensation
AND….
DeCenzo and Robbins HRM 7th
Edition 37
9: INDEPENDENT
CONTRACTORS
Sales tool
Highlight strengths
Demonstrate
competency
Differentiate you from
others
Formatting
Nice font
Quality printer, paper
Easy to read
Scannable
Proof REED!!
Real name
Real information
Real interest
Tailored, specific
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