Chapter 6

Recruiting Human
Resources

Human Resource Management, 5E

Learning Objectives
Understand nature, objectives and
importance of recruitment
Identity factors that impact
recruitment
Understand recruitment process
Bring out philosophies of recruitment

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Survey by Mc Kinsey

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Brand ( 70%)

Great Company (Brand)

Values and culture 58
Well managed 50
Company has exciting
challenges 38
Strong performance 29
Industry leader 21
Many talented people 17
Inspiring mission 16
Fun with colleagues 11
Job security 8

Product (20%)
Great Jobs
(Product)
Freedom and
autonomy 56
Job has exciting
challenges 51
Career advancement
and growth 39
Fit with boss I admire
29

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Compensation and
Lifestyle(Price) (10%)
Differentiated
compensation 29
High total
compensation 23
Geographical location
19
Respect for lifestyle 14
Acceptable pace and
stress 1
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Nature and Purposes of Recruitment

Recruitment is the process of searching for and obtaining

applicants for jobs.
The process of seeking and attracting a pool of people from
which qualified candidates for job vacancies can be chosen
Byers and Rue

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Factors Influencing Recruitment

External Forces
Situation in the
labour market
Unemployment rate
Political-social/
culture
Law of land

Recruitment

Internal Forces
Reputation
Organizational culture and
attitude
Size of the firm and
geographical location
Cost
Channel and methods
Emoluments
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Pacificare
PacifiCare realizes the tremendous impact that a
great brand can have on recruiting in a
healthcare industry that has all but ignored
employment branding.
As a result, it has developed a formally managed
employer brand that is fully integrated with the
core business strategy and brand. The core
business tagline is "Caring is good, doing
something is better." This is supported by an
employment brand tagline of "Envision, Innovate,
and Accomplish."
More than 85 percent of the candidates who
received an in-person interview responded
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positively to the statement that PacifiCare was a

Case Continental Airlines

Continental Attends to Motivation and Public Relations
Continental Airlines puts priority on publicising its Perfect
Attendance Programme. Employees with perfect
attendance for six months win $50 American Express Gift
Certificates, as well as a chance to win one of the eight
top prizes - a new car.
Press releases were sent to every newspaper; and
stories, photos of winners (with their cars) and videos of
the ceremony were sent by request. The publicity has
paid off. Continental not only has the lowest absenteeism
rate in the industry, it also impresses the public for its
great management.
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Recruitment Process
Personnel
Planning

Job
Analysis

Job
Vacancies

Recruitment
Planning
Numbers
Type

Strategy
Development
Where
How
WHEN

Employee
Requisition

source
Activation
and
recruitment

Applicant
Pool

Applicant
Population

Human Resource Management, 5E

Screening

Potenti
al Hires

To
Selection

Evaluation
and Control

10

Hewlett-Packard
Hewlett-Packard has been a pioneer in the adoption of a
truly global HR strategy and in using technology in order to
transform HR for more than 20 years. In its latest move, HP
has integrated all recruitment technologies via the @HP
portal to support a global HR self-service model.
The recruitment elements are just one component of the
Global Human Resource Management System, which
supports 147,000 employees in 178 countries. It provides
content in 11 languages and provides self-service for 36
manager and employee transactions and nine additional
standard HR transactions.

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Sources of Recruitment
Professional or Trade Associations
Advertisements
Employment Exchanges

Present Employees

Former Employees

Walkins and Write-ins

Consultants
Contractors
Displaced Persons

External Sources

Employees Referrals

Recruitment

Internal Sources

Campus Recruitment

Radio and Television

Previous Applicants
Acquisitions and Mergers
Competitors
E-Recruiting
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 How Cisco Makes Friends

Cisco Systems incorporated technology to revive a promising
traditional recruiting method - Employee Referral Programme.
Launched in April 1996, Ciscos message was simple: If you
have a friend at Cisco, give them a call - there might be a job
waiting for you! If you dont have a friend at Cisco, visit our
Web site and well find one for you. Your friend will teach you
about the company, introduce you to the right people, and
lead you through the hiring process.
Ciscos web referral programme Friend is anything but slow.
When surfers click on the eye-catching Friends button, they
will be swept into the firms recruiting pipeline
instantaneously..
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GlaxoSmithKline

The e-recruitment team in GlaxoSmithKline

sources for candidates, promotes their online
brand and develops on-line recruitment
strategies amongst all other applications
They can even leave their curriculum vitae in
GlaxoSmithKlines database for use by
recruiters as and when a suitable vacancy
occurs. Such web-based technologies build a
database of candidates that GlaxoSmithKline
can tap on for current and future recruitment
needs.
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 Best College Recruiting Program:

Whirlpool
Whirlpool has redesigned its university
recruiting program to ensure a consistent
pipeline of mid-level management talent
through the Whirlpool Leadership
Development Program.

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Recruitment Yield Pyramid

Offer Acceptance
20

Offers/Acceptance (3:2)

Job Offer
30
Invited for Final
Interview
Invited to Screening
Interview

40
200

Interview/Offers (4:3)
Screening/Invites (5:1)
Contacts/Screens (10:1)

Initial Contacts
2000

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Evaluation and Control

Salaries for recruiters.
Management and professional time spent on
preparing job description, job specifications,
advertisements, agency liaison, and so forth.
Cost of advertisements or other recruitment methods,
that is, agency fees.
Cost of producing supporting literature.
Recruitment overheads and administrative expenses.
Costs of overtime and outsourcing while the vacancies
remain unfilled.
Cost of recruiting suitable candidates for the selection
process.
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Philosophies of Recruitment
Realistic job previews(RJP)
JOB COMPATIBILITY QUESTIONNAIRE
(JCQ)
Assessment Centers

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Alternatives to Recruitment
over time work
employee leasing
temporary employment

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Typical Consequences of Job Previews

Traditional Procedures

Realistic Procedures

Set initial job expectations too high

Set job expectations realistically

Job is typically viewed as attractive

Job may or not be attractive depending

on individual needs

High rate of job offer acceptance

Some accept, some reject job offer

Work experience belies expectations

Work experience confirms expectations

Lower job survival, dissatisfaction,

frequent thoughts of quitting

High job survival, satisfaction, no

thoughts of quitting

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Talent Inventory Review

Talent building over the years has allowed Citigroup to
rely significantly on internal channels to fill key
positions. Its Talent Inventory Review (TIR) process is
one of the most successful sources of recruitment for
executive as well as managerial positions as candidates
have proven fit with the Banks corporate culture.
The purpose of TIR is to assess the current performance
and future capabilities of the companys leadership
team. It assesses the individuals personal profile,
including qualifications, experiences and career
interest, and designs a development plan for each high
potential staff. This is done once a year.

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Reality Check
Think of a firm you want to submit
job application. Which factors attract
you towards the company?

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Reality Check
Have you at any time tried internet
recruiting? What has been your
experience with it when compared
with conventional route?

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Selection
The process of choosing the most
suitable candidate for a job from
among the available applicants .
The selection process depends on
the organizations strategy

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SELECTION method
standards
Reliability:
A selection test is considered to be
reliable, if it produces consistent
results across different situations and
times.
Validity
The validity of a selection is the degree
to which success in the test reflects
success in the job.
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Methods of validity
Criterion validity: refers to the correlation between
the scores on a measure in the selection method
and the scores on the corresponding measure of
job performance.
Content validity: the extent to which the content of
a selection procedure or instrument is
representative of important aspects of job
performance
Construct validity: the extent to which a selection
method measures the degree of identifiable
characteristics in the candidates to be important
for a successful performance of a job.
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 Generalizability: the degree to which

its validity established in one context
can be extended to other primary
context.
Utility: the degree to which the value
provided by the selection method
enhances effectiveness of the
organization.
Legality: to comply with the existing
legal laws of the country.
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Application forms
Is a formal record of an individuals appeal or
intention for employment. Items included are:
Personal information
Educational qualification
Work experience
Salary
Personal information
Personality items
Reference checks
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Selection tests

Intelligence test
Aptitude test
Attitude test
Situational test
Interest test
Personality test
Polygraph test
Graphology
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Interviews
Is a long process which is made up of a series of activities.
An interview helps in assessing the applicants profile and
comparing it with the job profile for suitability. Types of
interviews are:
Preliminary interviews
Selection interviews
Formal and structured
Unstructured
Stress
Group interview
Panel
Indepth
Decision making
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The interview process

Preparation
Setting
Conduct of interview
Closing an interview
Evaluation

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Reality

What
What
What
What

is succession planning?
is Talent Acquisition?
is employee poaching?
id JDs and JSs?

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 Why employee poaching?

Employee poaching means the act of hiring the best talents
of competitive firms. It can also be described as targeting
the competitors pool of talent. Poaching is done to get the
trained, experienced and most talented employees of
competitive firms. It is sometimes considered to be the
easiest way of securing people who possess just the right
kind of skills for the operations of the company. This saves
the recruitment and selection costs, training and induction
costs of the company because poaching supplies the
candidates who are already trained in similar kind of
operations. Poaching is also done with a view to get an
insight of competitors activitie

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