Effective Recruiting

Employee Recruiting: Finding and / or attracting applicants for the employer’s open positions.

Assuming the company authorizes you to fill a position the next step is to develop, through recruiting an applicant pool. Employee recruiting means finding and/or attracting applicants for the employer’s open positions.

Why Recruiting is important?

It’s hard to overemphasize the importance of effective recruiting. If only two candidates apply for two openings you may have little choice but to hire them. But if 10 or 20 applicants appear, you can use techniques like interviews and tests to screen out all but the best.

Effective recruiting is increasingly important. Barring some dramatic change, there will soon be undersupply of workers. The Bureau of Labor Statistics estimates the United States will have created 22 million new jobs between 2003 and 2010 but only about 17 million new entrants will join the workforce. Several things could change this scenario. If the country continues to export white collar jobs, then the number of new jobs added domestically will diminish. However, the supply demand trend through 2010 seems to favor the worker. Similarly in India, research sponsored by NASSCOM in 2007, projected that the employment potential of the Indian IT / ITES sector will across 10 million by 2010. This sector is currently the highest employer in the organized sector. A similar demand for people can be expected in sectors like construction and retail.

Even high unemployment as in 2003-2004, doesn’t necessarily mean that it is easy to find good candidates. For examples a survey during that period by the Departmental of Labor found that about half of respondents said they had difficulty finding qualified applicants. About 40% said it was hard to find good candidates. Effective recruiting is thus not just important when the unemployment rate is low.

Recruiting complexities:

Recruiting does not just involve placing ads or calling employment agencies. There are several things.

First, recruitment efforts should make sense in terms of the company’s strategic plans. For example, decisions to expand abroad or to fill a large number of anticipated openings imply that you’ve carefully thought through when and how you will do your recruiting.

Second, we’ll see that some recruiting methods are superior to others depending on the type of job you are recruiting for.

Third, the success you have recruiting depends greatly on non-recruitment issues and policies. For example paying 10% more than most firms in your locale should other things equal help you build a bigger applicant pool faster.

Fourth, good recruiting preferably always requires simultaneously pre-screening employees – if only by listing the job’s requirements in the ad or by providing a realistic preview of the job during the initial call or contact. It’s unless to waste time on applicants who have no real interest in the job.

Fifth, the firm’s image affects its recruiting results. For example, a poor diversity reputation can make it particularly difficult for firms to recruit talent, especially among female and minority job seekers. Projecting the right message here might include using minority targeted outlets highly diverse ads, emphasizing inclusiveness in policy statements and using minority and female recruiters.

Organizing the recruiting function:

Larger firms, in particular must decide if they will conduct all their recruiting company wide from a central recruitment office, or decentralize recruiting to the firm’s various offices.

There are advantages to centralizing recruitment. First, doing so makes it easier to apply the company’s strategic priorities companywide. For example, each of GM’s geographical units, including it manufacturing plants, formerly did its own recruiting. GM decided to centralize recruitment because it wanted to strengthen its employment brand. Too many potential applicants erroneously viewed GM as somewhat old fashioned. We wanted to break from the old views and be portrayed more realistically says GM’s manager of talent acquisitions. About 45 professionals in GM’s talent acquisitions department now handle recruiting for all of GM’s North American Plants.