Lecture #5: External Recruitment

1. Goals for Recruiment

❖ Candidates approach
➢ Right Types (Quality) -> Job Analysis
- KSAOs: find candidates who can perform the job immediately. They need to match the skills and
abilities needed; they just come and work, need not or little training
- Competencies: system thinking, creativity. Suit with the company's mindset and goals, however, not
yet equiqed with the skills set needed. May require more training, time, … to be ready with the job
- Rewards: compensations and rewards matching
➢ Right No. (Quantity) → HR Planning
Avalability ←→ Expectancy
Gap
- Demand of the company:
Expanding: mở rộng quy mô (-> less selectiven -> easier)
Contracting: tinh giảm (-> more selective: khắt khe hơn -> harder)
- The labor market:
Huge supply of human resources
The competition between companies for candidates
➢ Right Time
- Goal for speed: About the pace: How long will it take for the recruitment? For position A, it can be 3
days, but for position B it can be months. Meanwhile, speed can also have conflict with the quality of
candidates.
- Goal for Time Frame: The vacancy is available for a period of time. When the company needs that one
specific skill set or when they want to keep the candidates' interest in the job (rather than
applying/taking other offer elsewhere).
➢ Right Segments
- Open Recruitment (wide net, passive approach):
Larger pool → need more time to screen through
- Targeted Recruiment (active approach)
EX: only looking for qualified with this certificates? Only accepting male or female?
diversity? Job matched KSAOs → save training time and cost
2. Organizatiosn
❖ Recruitment
➢ External Partners (outsource headhunt)
- Specialized software for recruitment activities
- Wide reach/understanding (of candidates pool)
- Database
 More profound knowledge on the labor market
➢ Internal Recruitment
- Culture understanding
- Personal touch of communication
(between candidates and recruiter)
❖ Directions
- Centralized: Top-down: Standardized sequence (all or most quarter need to follow the
sequence/decisions-making of Head of HR Dept)  more consistent
- Decentralized: Bottom-up: more quick and/or customized to the specific recruiting company/dept
❖ Time
- Lead Time: total amount of time spent (Planning, Prioritizing, Arranging)
- Time Sequence: Recruitment Activities (Procedure/ Flow)
Recruitment Guide: (1) CV (2) Screening (3) Tests (4) Interview (5) Interview 2 (6) Offer
❖ Efficiency
 - Budget: How many to spend to recruit that candidate?
- ROI:
Administrative Exp + Recruiter Exp + Candidate Exp = Total Recruitment Exp
Total Recruitment Exp /No. of candidates = Cost per Hire
The higher Cost per Hire means the less effective the work
Does not always/all represent quality of candidates/ employees
3. Applicant’s Reactions
❖ Job & Organization
➢ Job (what the applicants look for or criticise on the org)
- Wages, growth opportunity, engaging work
- Challenging, interesting characteristic (difficult tasks/duties however bear opportunities for
development)
➢ Organization
- Prestige & employee treatment: How the organization treat their employee
- Social environment: How employees treat each other
- Organization culture & culture portrayal
❖ Recruiters
➢ It has less impact than (1). No matter how you sell, the product is what they are buying.
➢ Positive impression → increase reputation → increase pool of candidate. However, the end result still relies more on
(1)
➢ Traits
- Warmth: attiutude
- Knowledge: have knowledge on the jobs (marketing, finance,...) and policy of the organization
❖ Recruitment Process
➢ Relevance & Fairness
- Screening tools to increase job requirements
- Opportunities to show abilities to increase
➢ Impact of Delay (promptness): Delay in response or Delay in ineffective (do not feel appreciated)
➢ Respect Privacy: CV got everywhere
❖ Diversity (come from many background) & Inclusion (for many to use? )
4. Communication (how to design, how to spread)
❖ Messages
- Branded Communication (appealing, mat approach):
make it good, make wanted → thị trường ít người, hiếm, phải thu hút để tìm đượđược
- Targeted Communication (specific focus):
state what you want, what you need, come if they think they match
- Realistic: (balanced): list both the good and bad sides
❖ Media
- Reach: can reach to ? # of candidates
- Richness: the effective → how many, how much of information
- Interactivity: Can the candidates interact effectively? Can questions be solved?
- Credibility: reliability, WOM
5. Strategy
❖ Applicant Sourcing