CHAPTER 4

RECRUITMENT

I. Overview on recruitment
II. Human resource recruitment
III. Selecting candidates
IV. Integrating new employees into
organization environment
 POSSIBLE SOLUTIONS BEFORE
RECRUITMENT

1. Working more hours.

2. Outwork contract
3. Hire in more employees from others
4. Hire temperate employees
I. Overview of recruitment

Once an organization identifies its human resource

needs through employment planning, it can begin
recruiting candidates for actual or anticipated vacancies.

Recruiting brings together

those with jobs to fill and those seeking jobs

1. Definition of recruitment

A process of seeking, attracting possible

candidates from different sources, and
evaluating them based on job requirements to
select right candidates, matching Job
requirements.
2. Recruiting Goals

 recruiting provides information that will attract a

significant pool of qualified candidates and discourage
unqualified ones from applying

 recruiters promote the organization to prospective

applicants
3. Recruiting requirements

• Business strategy oriented

• Matching Job requirements
• Good ethics and loyalty
4. Factors that affect recruiting efforts

 organizational objectives

organizational size

employment conditions in the area

effectiveness of past recruiting efforts

working conditions, salary, and benefits offered

organizational growth or decline

5. Constraints on recruiting efforts

 organization’s image

 job attractiveness

 internal organizational policies

 government policy and laws

 recruiting costs
6. Recruiting models

• Recruiting once,
long term employment

• Contracting recruiting,
Contracting employment
Recruiting once, long term employment
• encourage loyalty
• create stable
• create inactiveness,
• lack of competitive,
• lack of creative

Contract recruiting

• create competitive, activeness, creativeness

• create tiredness
• lack of loyalty
6. Recruiting process

- Recruiting preparation
• Build up recruiting program
• Fulfill job description
• Build up recruitment indicators
• Define recruiting committee
• Prepare necessary documents and equipments
- Recruiting
- Selecting
- Integrating new employees in organization environment
II. HR recruitment

1. Definition
A process of attracting possible candidates
from different sources coming to apply for the
jobs
2. Recruiting Sources

internal
searches

employee
referrals

external
searches

The Internet is blazing online and

trails in recruiting alternative
practices
Recruiting Sources

internal search

Organizations that promote from within identify

current employees for job openings

 by having individuals bid for jobs

 by using their HR management system
 by utilizing employee referrals
Recruiting Sources
Promoting from Within
Advantages

 good public relations

 morale building
 encouragement of employees and members of protected groups
 knowledge of existing employee performance
 cost-savings
 candidates’ knowledge of the organization
 opportunity to develop mid- and top-level managers

Disadvantages

 possible inferiority of internal candidates

 infighting and morale problems
 potential inbreeding
Recruiting Sources

external
searches

Advertisements: Must decide type and location of ad,

depending on job; decide whether to focus on job (job
description) or on applicant (job specification).

Three factors influence the response rate:

 identification of the organization
 labor market conditions
 the degree to which specific requirements are listed.

Blind box ads do not identify the organization.

Recruiting Sources
Employment Agencies:
 public or state employment services focus on helping
unemployed individuals with lower skill levels to find jobs

[Link]

 private employment agencies provide more comprehensive

services and are perceived to offer positions and applicants of a
higher caliber

 management consulting firms (“headhunters”) research

candidates for mid- and upper-level executive placement

 executive search firms screen potential mid/top-level candidates

while keeping prospective employers anonymous
Recruiting Sources

Schools, colleges, and universities:

 may provide entry-level or experienced workers
through their placement services

 may also help companies establish cooperative

education assignments and internships
Recruiting Sources

Job fairs:
attended by company recruiters seeking resumes and
info from qualified candidates
 Virtual online job fairs could bring employers and job seekers
together online by logging into a specific Web site at a
certain time. Some sites use avatars as candidates and
recruiters.

See:
[Link]
[Link]
From the WSJ:
[Link]
III. Selecting applicants

1. Definition
A process a considering,
evaluating candidates by
indicators from attracted
people in order to select the
best candidates for vacant
jobs.
2. Selecting standards

- Ethics
- Professional skills
- Communication skills
- Leader skills (managers)
- Experiences
- Health
 3. Selecting processes

Study Preliminary Test necessary

candidates’ interview knowledge
documents

Health Check In deep

test information interview

Tested Make employment

in work decision
 The Selection Process
The selection initial screening
Failed to meet minimum qualifications
process typically Passed

consists of eight completed application

Failed to complete application or
steps. Passed failed job specifications

employment test
Failed test
Passed
conditional comprehensive interview
job offer Passed Failed to impress interviewer and/or
meet job expectations

background examination
if required Problems encountered

Passed
permanent
job offer medical/physical examination
(conditional job offer made) reject applicant
Unfit to do essential
elements of job

Able to perform essential

elements of the job
3.1. Study candidates’ documents
o The documents may include:
- Applicant letter: The applicant write by him self or fulfill
available form
- CV
- Health care certification
- Related certification
- Purposes of study candidate's:
- Select CV
- Mark unclear information to re-check
3.2. Preliminary interview
- First time meet the
candidates
- Preliminary evaluation:
knowledge; smart,
characteristics; conformation,
…
- Interviewer needs: polite, kid-
glove, creating friendly
atmosphere
3.3. Multiple choice testing
- Apply different possible psychological
techniques to evaluate candidates on
intelligence, knowledge, skills,
characteristics.
- Objectives: to find out task
performance ability and characteristics
of each candidate to distribute task
appropriately
- Testing methods: Writing, oral,
machinery
III. Selecting candidates

3.3. Knowledge testing

• Test general knowledge
• Test psychology, characteristics
• IQ
• Test attitude, professional skills
• Technical skills
• Organizing skills
• Mentality and awareness skills
• Test ambition, hobby
• …
3.4. In deep interview
- Objectives: Add more information, evaluate
behavior, attitude, professional skills
- Employment committee: Head of personnel
dept, director/ vice director, direct employee
managers,…
- Interview methods: by standard forms or non
standard forms.
• Committee interview
• Stressful interview
• Case/situation
interview

• Individual interview and group

interview
o Committee interview:
• Many interviewers, one interviewee
• To select candidates for important position
• Avoid the subjective of one interviewer
• Create flexible and simultaneous response of
candidates
o Stressful interview
• Make hard and rapid-fire questions to
candidates
• Objective: to find candidates that can work in
stressful conditions.
Case/situation interview
• Interviewers require interviewees response to
the given cases, situations.
• Must have standard cases/situations.
o Group interview:
• Interviewers ask more than one candidates at
the same time.
• Can collect information at the same time while
do not ask individuals.
 Notes:
• Understand the interview objectives
• Make accurate, clear and short questions.
• Help candidates fully explain their ideas
Avoid:
• Lack of interview objectives
• Make decision to soon
• Repressive interview
• Egalitarian interview
 Some possible questions
1. Could you introduce your selves?
2. Why did you leave?
3. What are your strength points?
4. What are your weak points?
5. What do you know about my company?
6. Why do you want to work at my company?
7. Why we should employ you for the position?
8. What were your good point at your old job?
9. What are your motive power to work?
10. What is your most working environment?
11. Why do you apply for the job?
12. When you are stress due to work, what should you do?
13. What will you be after 5 yrs, 10 yrs?
Excelling at the Interview

Suggestions for making your interviews as an

applicant successful:

1. do some homework on the company

2. get a good night’s rest the night before
3. dress appropriately
4. arrive for the interview a few minutes early
5. use a firm handshake
6. maintain good eye contact
7. take the opportunity to have practice interviews
8. thank the interviewer in person, and send a thank-you note

For the “don’t do’s” see

[Link]
_job_interview-947
III. Selecting candidates

3.5. Check candidate information

- Old candidates' teachers, directors, colleagues.
- Main checks: the accurate of information on:
position, salary, relation with others,
organization regulations implementation,
reasons to leave out, strengthen and weakness
of candidates.…
3.6. Physical/medical exam, drug test, etc
3.7. Pre employment testing
3.8. Employment decision
IV. Integrate new employees into
organization environment
1. Objective
- Help new employees integrate in organization
- Provide information on tasks and expectation.
- Avoid mistakes and save time.
- Create good impression on organization.
2. Integration periods
First period: general integration
• Overview on organization
• Policies, procedures and regulations
• Machinery and equipments
• Work safety
CEOs can
• welcome employees
• provide a vision for the company
• introduce company culture
• convey that the company cares about employees
• allay some new employees anxieties
- Second period: professional program
• Functions of functional departments
• Missions and responsibilities for the job
• Policies, procedures, regulations of each
functional department.
• Visit divisions and sub divisions
• Introduction to colleagues