External Recruitment

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Lecture Outline
 Then and Now….
 External Recruitment
 Trends
 Planning
 Organizational, Administrative, Recruiter Issues
 Strategy Issues
 Open vs. Targeted, Sources, Choice
 Misc. Issues
 Important Job Characteristics, Realistic Job Preview
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What Have We Done?
 Introduction to staffing
 Legal compliance
 Planning
 Job analysis

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Where are We Now?
 External recruitment
 Internal recruitment
 Measurement
 …Then what?

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External Recruitment

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Recruitment
 Recruitment
 The process of developing a pool of qualified
applicants who are interested in working for an
organization and from which the organization might
reasonably select the best individual or individuals
to hire for employment.

 External recruitment
 The process of looking to sources outside the
organization for prospective employees.
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Trends in Recruitment
 Managing work force diversity

 Contract recruiting

 Work flow management

 Truth-in-hiring: Ethics in recruitment

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Discussion Question
 How could recruitment strategies impact
diversity?

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Recruitment Planning
 Three parts
1) Organizational issues
2) Administrative issues
3) Recruiter issues

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Organizational Issues
 Three important organizational questions
 Internal vs. external recruitment agency?

 Individual vs. cooperative recruitment alliances?

 Centralized vs. decentralized recruitment?

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Discussion Question
 When would a cooperative alliance be
effective?

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Administrative Issues
 Requisition
 Timing
 Number of contacts
 Types of contacts
 Recruitment budget
 Recruitment guide
 Process flow and record keeping
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Recruiters
 Three key issues
 Selecting

 Training

 Rewarding

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Quick Quiz
 Rate each statement as True or False
A) Applicants respond more positively when the
recruiter is an HR specialist than line managers or
incumbents.
B) Applicants respond positively to recruiters whom
are warm and informative.
C) Personnel policies are more important than the
recruiter when deciding whether or not to take a
job.
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Recruitment Strategy Issues
 Three issues
 Open vs. targeted
 Sources
 Choosing sources

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Discussion Question
 What is targeted recruiting?
 Why would a company use this approach?

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Recruitment Sources
 Unsolicited  Executive search firms
 Employee referrals  Professional associations
 Employee networks and meetings
 Advertisements  State employment services
 Recruiting online  Outplacement services
 Colleges and placement  Community agencies
offices  Job fairs
 Employment agencies  Co-ops and internships

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Discussion Question
 Where is the first place you go when you look
for jobs?

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Discussion Question
 Which of the following are legal issues related to
online recruiting?
A) The use (or misuse) of screening software
B) Exclusion of protected classes from the process
C) Collection of federally required applicant information
D) Identification of “real” applicants
E) Online informality that leads to improper discussions or
information
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Choosing Sources
 Four key issues
 Sufficient quality and quantity

 Cost

 Past experience with source

 Impact on HR outcomes
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Quick Quiz
 When applying for a job, which is most
important to you? Please rank.
 Job security
 Advancement opportunities
 Job responsibilities
 Pay
 Benefits
 Location
 Travel requirements
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Quick Comic

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Quick Quiz
 What are today’s college graduates looking for in first–time
employment?
A) Plain and simple as it has always been – best starting salary gets the
most graduates.
B) Geography and life style perks are what drives the decisions Gen
Xers are making today; they are quite different than the generation
before.
C) They want to work for one of the best places to work; money is way
down on the list.
D) They look for a competitive pay package to narrow the field, then
decide based on work culture and developmental opportunities, not
always the best money offer.
E) Total money package – including salary, incentives/bonuses and
ownership are the biggest draws.

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Table of Generational Values
Cohort Entered Approx. Dominant Work Values
Workforce Age
Veterans 1950s–1960s 60+ Hard working, conservative, conforming;
loyalty to the organization

Boomers 1965-1985 40-60 Success, achievement, ambition, dislike

of authority, loyalty to career

Xers 1985-2000 25-40 Work/life balance, team-oriented, dislike

of rules; loyalty to relationships

Nexters 2000–present Under Confident, financial success, self-reliant

25 but team-oriented; loyalty to both self and
relationships
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Take-Home Points
 Aware of basics issues involved with external
recruitment
 Think about own “key issues” when applying
for jobs

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