ANSWER QUESTIONS IN TEMPLATE ATTACHED.
Assignment#5 – Chapter 5
Please answer these questions to the best of your ability using the information that you gathered from
reading the chapter, along with information from your own work experience.
1. In your own words, what does personnel planning and recruiting entail? Why is personnel
planning an important function of the human resources department with regards to the organization
as a whole? What are three potential negative outcomes that might happen to a company that does
not do this well? Please explain.
2. Thinking like a manager and knowing the advantages and disadvantages of internal versus external
recruiting, tell me which you would prefer to do when hiring. Pick one or the other. Why did you
choose the one you picked? What might be a few advantages and disadvantages of choosing this
policy? Please explain.
3. Please watch the following video on succession planning at Virgin:
a. Why is succession planning so important for Virgin? Explain.
b. Based on the video, what steps has Virgin taken to ensure a smooth transition to new leadership? Do
you believe that this is a good model that can be used at other organizations? Explain your answer.
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Human Resource Management: Functions, Applications, Skill
Development by Robert N. Lussier and John R. HendonChapter
5
Recruiting Job Candidates
Human Resource Management: Functions, Applications, Skill Development by Robert N. Lussier and John R. Hendon © 20
12
SAGE Publications, Inc.
Recruiting is the first step in matching actual
employees with specific jobs.
The process should be as efficient as possible
because costs associated with recruiting,
selecting, and training a new employee is often
more than 100 percent of the employee’s
annual salary.
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Recruiting Job Candidates
Human Resource Management: Functions, Applications, Skill Development by Robert N. Lussier and John R. Hendon © 2012 SAGE Publications, Inc.
3
Recruiting
Is the process of creating a reasonable pool of
qualified candidates for a job opening.
� Thumb rule: 15-25 people for each opening.
External forces that affect recruiting efforts:
� The labor market.
� Competitors.
� Social and legal environment.
Recruiting Job Candidates
Human Resource Management: Functions, Applications, Skill Development by Robert N. Lussier and John R. Hendon © 2012 SAGE Publications, Inc.
Recruiting Considerations and Sources
� Under what conditions will the organization recruit
new people?
� What are the organization’s alternatives and when
will it use them?
� Should the organization recruit locally, regionally,
nationally or globally?
� Will the organization recruit from within first or go
outside the organization?
� What primary recruiting sources will provide the
best recruits?
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Recruiting Job Candidates
Human Resource Management: Functions, Applications, Skill Development by Robert N. Lussier and John R. Hendon © 2012 SAGE Publications, Inc.
Internal
Recruiting
Refers to filling job openings with current
employees or people known by current
employees.
�Sources
� Internal job postings that result in
promotions or lateral moves from within.
� Employee referrals.
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Recruiting Job Candidates
Human Resource Management: Functions, Applications, Skill Development by Robert N. Lussier and John R. Hendon © 2012 SAGE Publications, Inc.
Internal Recruiting (continued)
Open recruiting – advertising the job openly
within the organization.
Targeted recruiting – managers privately
nominate workers who they feel can do the job.
Closed recruiting – a hiring manager
communicates the need to fill a job to HR; HR
searches files for people with requisite skills and
qualifications and sends the list to the manager.
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2
Recruiting Job Candidates
Human Resource Management: Functions, Applications, Skill Development by Robert N. Lussier and John R. Hendon © 2012 SAGE Publications, Inc.
Internal Recruiting Strategies
Promotability ratings – when these ratings are
included in the annual appraisal process, it can
make internal recruiting more efficient.
Managerial sponsorship – a type of mentoring:
managers must provide sponsorship for
individual employees before they would be
considered for a promotion.
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Recruiting Job Candidates
Human Resource Management: Functions, Applications, Skill Development by Robert N. Lussier and John R. Hendon © 2012 SAGE Publications, Inc.
Internal Recruiting: Advantages
� Promotions and requested lateral moves increase
organizational commitment and job satisfaction.
� Applicants become more valuable by learning more
about the “big picture”.
� Applicants show interest in the organization, have
knowledge of operations and processes, and feel
comfortable continuing to work in the company.
� Organization has existing knowledge of applicants.
� Organization can save money.
� Internal is usually faster than external recruiting.
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Recruiting Job Candidates
Human Resource Management: Functions, Applications, Skill Development by Robert N. Lussier and John R. Hendon © 2012 SAGE Publications, Inc.
Internal Recruiting: Disadvantages
� Applicant pool is significantly smaller.
� Hiring from within opens another job to fill.
� Employee success in one job doesn’t mean success
in a different job.
� An external candidate may have better qualifications.
� Internal employees may feel entitled to the job
whether or not they are capable and qualified.
� It may create or perpetuate resistance to change or
stifle creativity and innovation because the person is
already immersed in the organization’s culture.
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Recruiting Job Candidates
Human Resource Management: Functions, Applications, Skill Development by Robert N. Lussier and John R. Hendon © 2012 SAGE Publications, Inc.
External Recruiting
The process of engaging individuals from the
labor market outside the firm to apply for a job.
�Can be accomplished in an open or targeted
manner, in much the same way as internal
recruiting.
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Recruiting Job Candidates
Human Resource Management: Functions, Applications, Skill Development by Robert N. Lussier and John R. Hendon © 2012 SAGE Publications, Inc.
External Recruiting Sources
�Walk-ins.
�Educational institutions.
�Employment agencies.
�Advertising.
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Recruiting Job Candidates
Human Resource Management: Functions, Applications, Skill Development by Robert N. Lussier and John R. Hendon © 2012 SAGE Publications, Inc.
External Recruiting: Advantages
� Avoids creating or perpetuating resistance to
change.
� May be able to find individuals with complex skill
sets who are not available internally.
� Can lower training costs for skilled positions by
hiring in someone who already has the requisite
skills.
� Increases organizational diversity.
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Recruiting Job Candidates
Human Resource Management: Functions, Applications, Skill Development by Robert N. Lussier and John R. Hendon © 2012 SAGE Publications, Inc.
External Recruiting: Disadvantages
� The disruption of introducing different ways of
operating.
� Takes longer and costs more.
� May adversely affect current employees’
motivation and satisfaction due to a perceived
inability to move up in the organization.
� Higher orientation and training costs.
� External hires have no history with the firm.
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Recruiting Job Candidates
Human Resource Management: Functions, Applications, Skill Development by Robert N. Lussier and John R. Hendon © 2012 SAGE Publications, Inc.
Major Recruiting Sources
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Recruiting Job Candidates
Human Resource Management: Functions, Applications, Skill Development by Robert N. Lussier and John R. Hendon © 2012 SAGE Publications, Inc.
Major
Recruiting
Sources
(continued)
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Recruiting Job Candidates
Human Resource Management: Functions, Applications, Skill Development by Robert N. Lussier and John R. Hendon © 2012 SAGE Publications, Inc.
Challenges and Constraints in Recruiting
�Budgetary constraints.
�Organizational policies and image.
�Undesirable Job Characteristics
�Realistic Job Previews (RJP)
�The recruiter – candidate interaction.
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Recruiting Job Candidates
Human Resource Management: Functions, Applications, Skill Development by Robert N. Lussier and John R. Hendon © 2012 SAGE Publications, Inc.
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Recruiting Job Candidates
Human Resource Management: Functions, Applications, Skill Development by Robert N. Lussier and John R. Hendon © 2012 SAGE Publications, Inc.
Recruiting Evaluation Methods (continued)
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