HRM Chapter 6
Q1 Recruiting Goals
Recruiting is one of the most important HR activities, with many HR departments spending
more than half their time on it. Recruiters promote the organization at job fairs, colleges, and
through community contacts. The main goal of recruiting is to attract enough qualified
candidates while discouraging unqualified ones. This balance saves time and cost in
processing applications. A strong recruiting process ensures a diverse pool of suitable
applicants while helping candidates decide if the job and organization fit them.
Factors That Affect Recruiting Efforts
Recruiting needs differ across organizations. Large companies, fast-food chains, and
businesses with high turnover must recruit more frequently. Local employment conditions,
past recruiting success, salary and benefits, and growth of the organization also play key
roles. Expanding organizations need constant recruiting, while shrinking ones may have little
need for it.
Constraints on Recruiting Efforts
1. Organization Image
The reputation of a company greatly influences applicants. A positive image, like Disney’s,
attracts candidates easily, while firms with poor reputations—such as unsafe practices or low
benefits—struggle to recruit talent. Many companies now focus on “employment branding” to
improve their appeal.
2. Job Attractiveness
Jobs that are boring, unsafe, low-paying, or have little growth potential are harder to fill.
Even during economic downturns, many people avoid such jobs, as seen in meat-packing or
post-disaster construction work.
3. Internal Organizational Policies
Policies like “promote from within” can limit external recruitment since most jobs are filled
internally. While this motivates current employees, it reduces opportunities for outsiders.
4. Government Influence
Equal opportunity laws prevent discrimination in hiring. Companies cannot recruit based on
gender, age, religion, or appearance. For instance, airlines cannot hire only young women as
flight attendants.
5. Recruiting Costs
Recruitment can be very expensive, sometimes costing over $10,000 per position. Budget
limits may shorten search times or require cost-saving methods such as video interviews.
Q2 Recruiting Sources
Recruiting success depends on matching sources with the type of position. For example, an
executive might be recruited through the Wall Street Journal, while an assembly-line worker
is more likely to respond to a local ad. Today, the Internet has broadened recruiting, reaching
millions at all job levels. Different sources have specific advantages and drawbacks.
1. The Internal Search
Many organizations promote employees from within using HR systems, job postings, or
referrals. Companies like UPS and McDonald’s use this to develop leaders.
Advantages include higher morale, better selection accuracy, lower costs, faster training,
and positive public relations.
Disadvantages include limited diversity, favoritism toward weaker internal candidates,
infighting, or missing fresh perspectives.
2. Employee Referrals and Recommendations
Referrals are highly valued because employees usually recommend only capable
candidates, and referrals tend to have realistic job expectations and higher survival rates.
Many firms even offer referral bonuses for hard-to-fill roles.
Drawbacks include potential nepotism, favoritism, or reduced workplace diversity. Still,
referrals work well for both lower-level and managerial jobs.
3. External Searches
Advertisements: Widely used for all job levels. Placement depends on job type—local ads
for lower jobs, national media or executive-search sites for senior roles. Blind-box ads can
attract applicants but may reduce trust.
Employment Agencies:
Public agencies (like CareerOneStop) help with matching, testing, and guidance.
Private agencies provide screening and charge fees to employers or employees.
Management consulting firms (headhunters) specialize in senior or hard-to-fill roles, charging
high fees but offering thorough searches.
Schools, Colleges, and Universities: Provide entry-level candidates, internships, and
experienced workers upgrading skills.
Job Fairs: Traditional or virtual, these allow direct interaction, promote employer branding,
and often increase applications.
Professional Organizations: Offer placement services, networking opportunities, and
sometimes control labor supply through certifications or agreements.
Unsolicited Applicants: Walk-ins or direct applications can be a valuable, low-cost source
of talent.
4. Online Recruiting
The Internet has transformed recruiting, allowing organizations to reach vast candidate pools
instantly through job boards, company websites, and social media platforms. It is fast,
cost-effective, and particularly appealing to younger applicants.
5. Effective Recruiting
For recruiting to be effective, organizations must balance attracting qualified applicants while
discouraging unqualified ones. Clarity in job descriptions, realistic information, and strong
employer branding help ensure better matches and lower turnover.
6. Recruitment Alternatives
Temporary Help Services: Agencies provide short-term workers to fill immediate needs,
often leading to permanent hires.
Employee Leasing: A leasing firm hires employees and “loans” them to companies,
handling payroll and HR responsibilities.
Independent Contractors: Specialists hired for specific projects without being permanent
employees, giving organizations flexibility and cost savings.
Q3 Recruiting: A Global Perspective
When hiring for overseas positions, companies must first define their labor market—which in
this case is the whole world. They need to decide whether to send an employee from the
home country, hire locally in the host country, or recruit globally without considering
nationality. This choice is crucial because international assignments are very costly if they
fail.
The decision depends on the type of job and the development stage of the foreign operation.
Routine jobs like clerical or production work are usually filled locally, while executive,
managerial, or technical roles may require hiring from the home country or internationally.
For example, if a company is opening a new foreign subsidiary and wants full control with
experienced staff, it may prefer sending home-country nationals (HCNs) due to their
knowledge and technical expertise.
On the other hand, hiring host-country nationals can be more practical, especially for
consumer products that depend on local tastes, like clothing. HCNs understand the local
market better, reduce language barriers, and help avoid costly expatriate relocation and
family adjustment problems. Many countries also enforce laws that limit the number of
expatriates and require hiring locals. Employing HCNs can also reduce political tensions and
provide stability in sensitive environments.
A third approach is global recruiting—hiring the best person regardless of nationality. This
develops a pool of managers with a truly international outlook, creating organizations that
make decisions for the benefit of the company as a whole, rather than being tied to one
country.
Q4 Your Own Job Search
Job hunting can be stressful and slow, especially during high unemployment. Think of it as a
marathon, not a sprint—it needs patience, planning, and persistence. Starting early is
important. For example, college seniors graduating in May should begin in the fall. This
shows seriousness and also matches many companies’ recruiting cycles. Waiting too long
may cause you to miss opportunities.
Preparing Your Resume
A résumé (or CV) is your main tool to market yourself to employers. It highlights your
strengths, qualifications, and unique qualities that set you apart. Include education,
experience, skills, and even volunteer work that shows commitment and well-roundedness.
Key tips:
•Use simple, professional fonts (Arial, Times New Roman).
•Ensure clear formatting and good-quality printing.
•Many companies use scanning software, so include keywords from the job description.
•Use plain white or off-white paper unless applying for creative jobs.
Some Final Remarks
•Online résumés are common—follow the format requested in job ads.
•Networking remains one of the best ways to learn about jobs.
•Always proofread carefully. Spelling or grammar mistakes can ruin your chances. Have
someone else review it as well.