CHAPTER#3
RECRUITMENT
Internal recruitment is when the business looks to fill the vacancy from
within its existing workforce.
External recruitment is when the business looks to fill the vacancy from
any suitable applicant outside the business.
EMPLOYEE REFERRALS:
In this method, current employees supply prospects from among their families and
friends for filing job openings.
SHORT-TERM CONSIDERATIONS:
-Average time required to recruit applicants.
-Selection and acceptance rates of applicants.
-Cost per applicant hired.
-Quantity of applicants.
-Quality of applicants.
-EEO implications.
-Performance of hires.
-Tenure/turnover of employees.
-Training costs.
Most organizations fail to evaluate recruitment strategies against objective criteria. With the use of appropriate metrics,
the alignment of HR recruiting efforts with business needs can be demonstrated.
EVALUATING RECRUITERS:
-Number of applications processed.
-Hires produced.
-Applicant reactions.
-Eventual success on the job by those recommended for hire by a recruiter.
EVALUATING RECRUITMENT SOURCES:
=Total cost.
-Cost per hire.
-Number of applicants generated.
-Yield ratios.
-Eventual job tenure.
-Performance of hire on the job.
-Time-lapse data.
FORMULA FORMULA
EXAMPLE EXAMPLE