RECRUITING AND SELECTING EMPLOYEES
Professor Bruce Fortado
University of North Florida
Recruitment = generating applicants
Selection = choosing a person from the pool of applicants
Considerations = (1) where to recruit, (2) whom to recruit, (3) how to recruit, (4) when to recruit, (5)
who does the recruiting, and (6) what information to communicate to recruits (Breaugh, 1992: 39)
What sources of applicants are available?
Are some sources better than others?
You should have
some idea of the strong and weak points of the various sources.
(word of mouth recruitment)
It is often assumed that
good employees tend to refer similar applicants/friends
(birds of a feather
the referral reflects upon the employee, so he/she will be careful
employee normally has far more knowledge than could be obtained in a one hour job interview
one-year survival rate of employees from this source is the highest of the external
we will examine.
Is this because: (a) these applicants
have a more realistic feel for the
good and bad points of the job
and the company or (b)
are referrals treated differently due to their
They have a friend that helps them fit in.
It is probably some of (a) and (b).
Bonuses and bounties may be offered to encourage referrals.
One may only receive the
reward if the person sticks for one year.
Only a limited number of applicants can be expected from
If you have few women and/or members of minority groups, this may be a
(Dessler, 2011: 77).
Employee referrals under these conditions may fail to provide greater
When a referral is not hired, the internal contact may become disgruntled
Rehires (Former Employees)
These candidates will have
a realistic view
their loyalty is often in doubt
This source was not
normally relied upon.
Car lots and restaurants/bars utilize this source on a regular basis.
some of the people who went to dot-com firms have been returning to former employers.
is promotions from within.
In some firms,
this is the only real way to attain pay raises.
Trade-offs can be identified here.
foster greater commitment and enhance continuity
, but can also result in
a lack of new
(inbreeding, stagnation, groupthink, etc.).
In the academic sphere, unlike most companies,
people are sought from as many other institutions as possible.
There are two basic different systems: (a)
(don't call us, we will
call you, or "pre-selection"), and (b)
this is open to all, so motivation should be
find a diamond in the rough
(better quality candidates should result from an
A known time line should be specified (this is
slower than managerial
numerous interviews are more costly
People may also get their hopes up, and