1. Copyright © 2002 by Harcourt, Inc. All rights reserved.
Topic 20 :Topic 20 :
HR management: RecruitmentHR management: Recruitment
By Zhu WenzhongBy Zhu Wenzhong

2. Copyright © 2002 by Harcourt, Inc. All rights reserved.
• Explain the importance of effectiveExplain the importance of effective
recruitment for a businessrecruitment for a business
• State the five categories of job analysisState the five categories of job analysis
• Explain the types of information requiredExplain the types of information required
for drawing up a job descriptionfor drawing up a job description
• Explain the internal recruitment and itsExplain the internal recruitment and its
advantages and disadvantagesadvantages and disadvantages
• Explain the major methods of externalExplain the major methods of external
recruitmentrecruitment
LEARNING GOALSLEARNING GOALS

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The importance of effectiveThe importance of effective
recruitment for a businessrecruitment for a business
• Effective recruitment helps to gain newEffective recruitment helps to gain new
suitable members for the businesssuitable members for the business
• It can attract the best candidates for the jobIt can attract the best candidates for the job
vacancies.vacancies.
• Wrong persons selected will mean suffering ofWrong persons selected will mean suffering of
administration costs for recruiting activitiesadministration costs for recruiting activities
• Suitable persons selected may give someSuitable persons selected may give some
competitive advantages for the businessescompetitive advantages for the businesses
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Job analysisJob analysis
• Task analysisTask analysis
• Activity analysisActivity analysis
• Skill analysisSkill analysis
• Role analysisRole analysis
• Performance analysisPerformance analysis
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Major Elements for a jobMajor Elements for a job
descriptiondescription
• General information:General information: title, place, maintitle, place, main
taskstasks
• Job content information:Job content information: detailed tasks,detailed tasks,
purpose of the task, methods involved,purpose of the task, methods involved,
responsibilityresponsibility
• Working conditions:Working conditions: physical, social andphysical, social and
economic conditionseconomic conditions
• Performance information:Performance information: criteria forcriteria for
measurementmeasurement
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Methods of recruitmentMethods of recruitment
Methods of recruitmentMethods of recruitment
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Methods of
recruitment
Internal
recruitment
External
recruitment

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Methods of recruitmentMethods of recruitment
• Advertising jobs inside theAdvertising jobs inside the
business and appointing internallybusiness and appointing internally
from its existing employeesfrom its existing employees
• Advantages: a chance for employees,Advantages: a chance for employees,
less risk of employing wrongless risk of employing wrong
persons, quicker and cheaperpersons, quicker and cheaper
• Disadvantages: limited numbers ofDisadvantages: limited numbers of
applicants, no chance for externalapplicants, no chance for external
applicants, new vacancies createdapplicants, new vacancies created
Internal recruitmentInternal recruitment

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Methods of recruitmentMethods of recruitment
• Firms fill vacanciesFirms fill vacancies
by recruiting newby recruiting new
employeesemployees
• Advantages: a widerAdvantages: a wider
number of applicantsnumber of applicants
for choicefor choice
• Disadvantage:Disadvantage:
expensive and time-expensive and time-
consumingconsuming
Internal recruitmentInternal recruitment
External recruitmentExternal recruitment

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Methods of external recruitmentMethods of external recruitment
• Commercial employment agenciesCommercial employment agencies
• Job centersJob centers
• HeadhuntingHeadhunting
• The career serviceThe career service
• Visiting universitiesVisiting universities
• Advertising agenciesAdvertising agencies
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Finding Qualified CandidatesFinding Qualified Candidates
• Access internal and external sourcesAccess internal and external sources
• Consider internal employees firstConsider internal employees first
• Look outside if qualified candidatesLook outside if qualified candidates
not available internallynot available internally
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Selecting and Hiring EmployeesSelecting and Hiring Employees
• Must follow the requirements setMust follow the requirements set
by federal and state lawby federal and state law
• Failure to comply with equalFailure to comply with equal
employment opportunity legislationemployment opportunity legislation
can expose an employer to finescan expose an employer to fines
and penalties, bad publicity, andand penalties, bad publicity, and
poor employee moralepoor employee morale
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Selecting and Hiring EmployeesSelecting and Hiring Employees
• Some firms try to screen out high-Some firms try to screen out high-
risk employees by requiring drugrisk employees by requiring drug
testing for job applicantstesting for job applicants
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Question for critical thinkingQuestion for critical thinking
• Each person in the class will choose oneEach person in the class will choose one
job vacancy as you like, and draw up ajob vacancy as you like, and draw up a
job advertisement for it within 15job advertisement for it within 15
minutes. It should contain the job title,minutes. It should contain the job title,
employer, skills required, experienceemployer, skills required, experience
required, benefits, what the applicantrequired, benefits, what the applicant
should do, etc.should do, etc.
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