Alternatives to Recruitment

EDA 6702 Human Resource Development & Management Dr. Mohamad Johdi Salleh Prepared by : Masna Syamsul (G1017336)

CHAPTER OBJECTIVES
1. Define recruitment. 2. Identify alternatives that a firm might consider 3. 4.

before resorting to outside recruitment. Describe the recruitment process. Describe how the external environment can affect the recruitment process.

CHAPTER OBJECTIVES (Continued)

5. 6. 7. 8.
Explain and describe internal recruitment methods. Identify external sources of recruitment. Identify external methods of recruitment. Explain what needs to be accomplished to reduce discrimination.

CHAPTER OUTLINE MAJOR TOPICS

Alternatives to Recruitment The Recruitment Process External Environment of Recruitment Internal Environment of Recruitment Methods Used in Internal Recruitment External Sources of Recruitment

CHAPTER OUTLINE MAJOR TOPICS (Continued)

Conventional External Methods of Recruitment Innovative External Methods of Recruitment Tailoring Recruitment Methods to Sources Eliminating Discrimination Designing an Employment Equity Program

Alternatives To Recruitment

Outsourcing Contingent Workers Employee Leasing Overtime

The Recruitment Process

External Environment Internal Environment Human Resource Planning Alternatives to Recruitment Discussion with Supervisors Internal Sources Internal Methods Recruited Individuals Recruitment Job Analysis Review External Sources External Methods
Figure 5-1

The Recruitment Process Involves:

Employee Requisition

Recruitment Sources Recruitment Methods

JOB NUMBER

An Employee Requisition OTHER JOBDATE OF ANALYSIS METHODS JOB TITLE DATE REPLACEMENT
JOB VACANCY Permanent Temporary NEEDED Part-Time

Job Class Exempt Nonexempt Functional Job Analysis Position Analysis Questionnaire REASON FOR REQUEST: What management or Management employee action(s) Position Description Questionnaire caused the opening? Occupational Measurement System BRIEF DESCRIPTION OF MINIMUM QUALIFICATIONS FOR THE JOB CANDIDATES:

PLEASE CHECK

BRIEF DESCRIPTION OF JOB DUTIES: LOCATION NAME DATE MANAGERS SIGNATURE

Figure 5-2

External Environment Of Recruitment

Demand & Supply of Specific Skills Can

Greatly Affect Recruiting Unemployment Rate Local Labour Market Conditions Legal Considerations Firm's Corporate Image

Methods Used in Internal Recruiting

Job Posting

Job Bidding

Job Posting and Bidding Procedure

Responsibility
Human resource assistant

Action Required

1. Upon receiving a Human Resource Requisition, write a memo to each appropriate supervisor stating that a job vaccancy exists. The memo should include a job title, job number, pay grade, salary range, a summary of the basic duties performed, and the qualifications required for the job (data to be taken from the job description/specification). 2. Ensure that a copy of this memo is posted on all company bulletin boards. 3. Make certain that every employee who might qualify for the position is made Supervisors aware of the job opening. Interested employees 4. Contact the human resource department.
Figure 5-4

Internal Promotion and External Recruitment

President and Chief Executive A.L. Weaver Vice-President Human Resources R.E. Lewis Manager Employment R.R. Jackson Manager Human Resource Dev. M.L. Denney

Promotion

Retirement

Promotion Manager Compensation J. Hicks Benefits Analyst B.W. Swain

B. Massenburg B.B.S., State University

Promotion External Recruit

Salary Analyst G.L. Newman

Figure 5-5

External Sources of Recruitment

High Schools & Vocational Schools Community Colleges Universities Competitors & Other Firms The Unemployed Older Individuals Self-employed Workers

CONVENTIONAL EXTERNAL METHODS OF RECRUITMENT

Advertising Employment Agencies Human Resources Development Canada Company Recruiters Special Events

CONVENTIONAL EXTERNAL METHODS OF RECRUITMENT (CONTINUED)

Internships Executive Search Firms Professional Associations Employee Referrals Unsolicited Walk-in Applicants

INNOVATIVE EXTERNAL METHODS OF RECRUITMENT

Internet Recruiting Recruitment Databases/Automated Applicant

tracking systems Virtual Job Fairs Sign-on Bonuses

Tailoring Recruitment Methods To Sources

Must Be Tailored to Meet the Needs of Each

Firm Recruitment Sources & Methods of Recruitment Vary By the Position

EMPLOYMENT EQUITY A FRAMEWORK

Phase IOrganizational Readiness

Step 1: Preparation Step 2: Analysis Phase IIManagement of Change Step 3: Planning Step 4: Implementation Phase IIIMaintenance of Change Step 5: Mentoring

EMPLOYMENT EQUITY

Some strategies which can help managers develop

and implement employment equity programs Include: Environmental Analysis Implementation Analysis of Recruitment Procedures Minority Members as Recruiters

An Environmental Analysis
Education/ Skills Social/ Cultural

Political/ Legal

Employment Equity

Economic

Demographic

Technological