Human Resource Management

Module 4
EXPANDING THE TALENT POOL:
RECRUITMENT
 Learning Outcomes
After studying this chapter, you should be able to:
1. Describe how a firm’s strategy affects its recruiting efforts.
2. Outline the methods by which firms recruit internally and
recruit externally.
3. Explain the techniques organizations can use to improve their
recruiting efforts.
4. Explain how career management programs integrate the needs
of individual employees and their organizations.
5. Explain why diverse recruitment and career development
activities are important to companies.
I. Strategic Aspects of Recruiting
• Decisions about talent — regardless
of whether they pertain to
recruiting, transferring, promoting,
developing, or deploying people—
need to be considered within the
context of a business’s strategies
and priorities.
I. Strategic Aspects of Recruiting
• The broad factors that can affect a firm’s
recruiting strategy include a firm’s:
• Recruiting abilities,
• whether to recruit externally versus internally,
• the labor market for the types of positions it is
recruiting for, including global labor markets,
and
• the strength of a firm’s employment “brand.”
Responsible for Recruiting
• HR recruiters or generalist (large
firms)
• Managers and/or Supervisors
(smaller firms)
• Work Teams, or
• Recruiting Process Outsourcing (RPO)
• The practice of outsourcing an
organization’s
• recruiting function to an outside firm
Labor Markets
• Labor Market
• Area from which applicants are to be recruited.
• Tight market: high employment, few available
workers
• Loose market: low employment, many available
workers

• Factors determining the relevant labor market:

• Skills and knowledge required for a job
• Level of compensation offered for a job
• Reluctance of job seekers to relocate
• Ease of commuting to workplace
• Location of job (urban or nonurban)
Global Labor Markets
• Why Recruit Globally?
• To develop better products via a global
workforce
• To attract the best talent wherever it may be
• International Recruiting Issues
• Local, national, and international laws
• Different labor costs
• Different pre-employment and
compensation practices
• Cultural differences
• Security
• Visas and work permits
II. Should a Firm Hire Internally or Externally?
• Most managers try to follow a policy of filling job
vacancies above the entry-level position through
promotions and transfers. By filling vacancies in this way,
an organization can capitalize on the investment it has
made in recruiting, selecting, training, and developing its
current employees, who might look for jobs elsewhere if
they lack promotion opportunities.

• There are Advantages and Disadvantages to both.

Recruitment
• Recruitment refers to the process of
identifying, attracting, interviewing,
selecting, hiring and onboarding
employees. In other words, it involves
everything from the identification of
a staffing need to filling it.
What is Recruiting in HRM?
• Human Resource Management, otherwise known
as HRM or HR for short, is the function of people
management within an organization.
• HR is responsible for facilitating the overall goals of
the organization through effective administration
of human capital — focusing on employees as the
company's most important asset.
What is Recruiting in HRM?
• Recruitment is the first step in building an
organization's human capital. At a high level, the
goals are to locate and hire the best candidates, on
time, and on budget.
What is Internal or External Recruitment?
• Internal recruiting is when a business or
organization intends to fill a vacancy from within its
existing workforce.

• External recruitment on the other hand is when an

organization looks to fill vacancies from applicants
outside of the company.
Advantages of Internal Recruitment
• It’s cheaper and faster to recruit staff internally than it is
externally as it leverages employees that you already have.
• Internal recruitment promotes loyalty and can even improve
employee morale as it serves as a reward for existing
employees.
• Also, it saves time and money on training as the internal
applicant will have more knowledge of the organization and
culture.
• It also contributes to reducing employee turnover.
• Matching internal candidates with the roles that fit the
personality and skills means that they stay longer at the
company and increases employee retention.
Disadvantages of Internal Recruitment
• Recruiting from within limits the chances of new
innovations and ideas as existing employees are more
comfortable with the processes and not looking to change.
• Plus, you’ll be leaving a gap in the workforce.
• Even if you’ve recruited for a position internally, you’ll still
have a gap in the workforce as you’ll need to find a
replacement for the vacant position.
• Constant internal recruitment can result in a stagnant
culture.
• Employees can get too comfortable whereby an external
recruit may come in and shake things up.
Advantages of External Recruitment
• Having someone from the outside brings in new ideas
and new ways of doing things.
• This can shake up the business.
• You can cast a wider net to recruit the best workers with
the most suitable skills.
• Relying solely on internal hiring means you could miss
the chance to hire people with new skills and ideas.
• Therefore with external recruitment you can increase
your chances of recruiting experienced and qualified
candidates.
Disadvantages of External Recruitment
• New recruits will have a limited understanding of the
company and company culture.
• External recruits will have less of an understanding when
it comes to the environment of the company.
• Plus, there’s a greater risk involved with filling a position
externally.
• The new recruit might not be worth the position and can
even take advantage of the employer or company.
• Not to mention. internal disputes are bound to arise if
existing employees feel that they were more suited for
the position.
15 Essential Steps of the Hiring Process

1. Identify the hiring need

2. Devise a recruitment plan
3. Write a job description
4. Advertise the position
5. Recruit the position
15 Essential Steps of the Hiring Process

6. Review applications
7. Phone Interview/Initial Screening
8. Interviews
9. Applicant Assessment
10. Background Check
15 Essential Steps of the Hiring Process
11. Decision
12. Reference Check
13. Job offer
14. Hiring
15. Onboarding
Types of Recruiting
• Internal Recruiting: internal recruiting involves filling
vacancies with existing employees from within an
organization.
• Retained Recruiting: When organization hire a recruiting
firm, there are several ways to do so; retained recruiting is a
common one. When an organization retains a recruiting firm
to fill a vacancy, they pay an upfront fee to fill the position.
The firm is responsible for finding candidates until the
position is filled. The organization also agrees to work
exclusively with the firm. Companies cannot, in other words,
hire multiple recruiting firms to fill the same position.
Types of Recruiting
• Contingency Recruiting: like retained recruiting, contingency
recruiting requires an outside firm. Unlike retained recruiting,
there is no upfront fee with contingency. Instead, the
recruitment company receives payment only when the clients
they represent are hired by an organization.

• Staffing Recruiting: staffing recruiters work for staffing

agencies. Staffing recruiting matches qualified applicants with
qualified job openings. Moreover, staffing agencies typically
focus on short-term or temporary employment positions.
Types of Recruiting
• Outplacement Recruiting: outplacement is typically an employer-
sponsored benefit which helps former employees transition into
new jobs. Outplacement recruiting is designed to provide
displaced employees with the resources to find new positions or
careers.

• Reverse Recruiting: refers to the process whereby an employee is

encouraged to seek employment with a different organization that
offers a better fit for their skill set. We offer Reverse Recruiting
Days to help workers with this process. At our Reverse Recruiting
Days we review resumes, conduct mock interviews, and offer deep
dives into specific job roles. Click here for more information.
III. Techniques to Improve Recruiting Efforts
1. Focus on the Candidate Experience
2. Career Sites Matter More Than You Think
3. Social Media and Recruiting Go Hand in Hand
4. Build and Promote Your Employer Brand
5. Recruiting Metrics Are a Must
6. Improving Your Recruiting Strategy Will Attract
Top Talent.
IV. Career Management and Development
Programs
• Career Management is a life-long
process of investing resources to
accomplish your future career goals.
• The career management process
embraces various concepts: Self-
awareness, career development
planning/career exploration, life-
long learning, and networking.
Career Path
• Promotion
• A change of assignment to a job at a
higher level in the organization
• Transfer
• Placement of an individual in another
job for which the duties, responsibilities,
status, and remuneration are
approximately equal to those of the
previous job
Successful Career Management Process
• Placing clear expectations on employees.
• Giving employees the opportunity for transfer.
• Providing a clear and thorough succession plan
• Encouraging performance through rewards and
recognition.
• Giving employees the time and resources they
need
• to consider short- and long-term career goals.
• Encouraging employees to continually assess their
skills and career direction
Successful Career Management Process
• Placing clear expectations on employees.
• Giving employees the opportunity for transfer.
• Providing a clear and thorough succession plan
• Encouraging performance through rewards and
recognition.
• Giving employees the time and resources they
need
• to consider short- and long-term career goals.
• Encouraging employees to continually assess their
skills and career direction
Developing a Diverse Talent Pool
• Recruiting and Developing Women
• Eliminating Women’s Barriers to
Advancement
• Advancing Women to Management
• Accommodating Families
• Recruiting and Developing Minorities
• Providing Minority Internships
• Advancing Minorities to Management
Other Important Talent Concerns

• Recruiting the Disabled

• Employing the Older Workforce
• Employing Dual Career Couples
References
• Managing Human Resources. 17th Ed., Snell, Morris, Bohlander. 2016. Cengage Learning.
• Communicating at Work: Strategies for Success in Business and the Profession. Adler, Ronald B. [and three
others]. 2019. McGraw Hill. New York.
• Staffing Organizations. Heneman, Herbert G., Judge, Thimothy A. and Kammeyer-Mueller, John D., 2019.
Pangloss Industries
• Human Resource Information Systems: Basics, Applications, and Future Directions. Kavanagh & Johnson.
2018. Sage Philippines
• Human Resources: Planning and Management. Taylor. 2018. Larsen and Keller Education.
• The Talent Management Handbook. Berger, Lance A. & Berger, Dorothy R.2018. Mc-Graw-Hill Education.
• The Employee Experience: How to Attract Talent, Retain Top Performers, and Drive Results. 2019. Maylett,
Tracy, Wride, Matthew. Wiley
References
• https://continental-search.com/social-media-recruitment-what-is-the-impact-on-professional-recr
uiters/

• https://www.thebalancecareers.com/recruitment-and-hiring-process-2062875
• https://pmrpressrelease.com/labor-market-overview-components-and-analysis-forecast-2026/
• https://www.smartrecruiters.com/resources/glossary/recruitment/
• https://www.smartrecruiters.com/resources/glossary/hiring-process-steps/
• https://responsewebrecruitment.co.uk/online-recruitment-blog/internal-vs-external-recruitment
/

• https://www.extensisgroup.com/blog/recruiting-strategy-5-proven-methods-to-enhance-your-pr
ocess

• https://hr.ucmerced.edu/training/careermanagement
• https://www.smartrecruiters.com/resources/glossary/talent-pool/
Discussion Questions: Short Answer
1. Sometimes firms do not post internal openings for which anyone may apply.
Instead, they select someone to promote. Why might a firm do this and what
drawbacks could result?
2. If you were a small business owner, how would you go about attracting top
external candidates to your firm?
3. If you’re employed, ask your boss what methods he or she has most
successfully used to recruit employees. Compare your findings with your
classmates. Does the recruiting source seem to depend upon the type of job?
4. Why should both employees and their employers be concerned about career
management programs?
5. How are the career challenges of minorities both similar to and different from
those of women in your opinion?