HR Basics: Recruitment

Overview

• HR Basics is a series of lessons on human resource management topics.
• Today's focus: Recruitment process and methods for finding qualified candidates.

Key Concepts in Recruitment

1. Employment Brand

   • Definition: Perception of the organization by prospective applicants and current employees.
   • A strong brand communicates culture, mission, and values, attracting and retaining talent.
   • Importance: Strong employment brands attract 3.5 times more applicants.
   • Study: 49% of employees consider an employer's reputation when choosing where to work.
   • Strategy for Employment Brand:
     • Assess: Conduct research involving employees and outsiders.
     • Define: Clearly communicate your organization's value proposition.
     • Communicate: Disseminate your brand message both internally and externally.
     • Evaluate: Measure the effectiveness of branding efforts in talent management.

2. Recruitment Process

   • Components:
     1. Planning: Determine objectives and attract the right employees.
     2. Job Posting: Create and distribute notices of job opportunities.
     3. Communication: Information exchange between employer and candidates.
   • Considerations in Planning:
     • Budget availability.
     • Urgency of filling the position.
     • Audience size/reach.
     • Position level in organizational structure.

Job Posting

• Most common technique for communicating job openings.
• Built from job descriptions containing job summaries, essential functions, and specifications.
• Goal: Maximize visibility for the job position.

Candidate Communication

• Importance of maintaining communication with applicants:
  • Many applicants experience long wait times or no response.
  • Good communication values applicants and builds a positive impression.
  • Future potential: Applicants may become customers or candidates for future jobs.

Recruitment Methods

• Internal Recruitment:
  • Methods: Job boards, recruitment databases, promotions, transfers.
  • Advantages:
    • Cost-effective.
    • Employees understand the organizational culture.
    • Motivates existing employees with advancement opportunities.
    • Performance data is available.
  • Disadvantages:
    • Creates new vacancies.
    • Potential lack of adaptability in entrenched employees.
    • Non-selected employees may leave or become problematic.
• External Recruitment:
  • Methods: Advertising, campus recruiting, job fairs, referrals, etc.
  • Advantages:
    • Introduces new ideas and skills.
    • Enhances diversity.
  • Disadvantages:
    • Higher costs.
    • New hires need time to learn the operations.
    • Lack of performance data for external candidates.
    • Possible resentment among existing employees.

Conclusion

• Use insights from internal and external recruitment methods to create an effective recruitment process.