"Chapter 6: Recruitinghuman resourcesLearning objectives• On successful completion of this slide set, you will beable to:– describe strategic recruitment – discuss the major internal and external sources ofhuman resources – explain the traditional recruitment methods andtheir advantages and disadvantages (Contd.)Learning objectives– discuss web recruitment and use of socialnetworking sites as recruiting tools – discuss the recruitment of women, people withdisabilities, older workers and minorities – evaluate the recruitment activity.Video: Rich teams win Dial-up BroadbandFastFacts • A recent survey shows that men are more likely to seekmoney and career progression in a job and women aremore concerned with flexibility and a favourableworkplace culture and prefer organisations that offerwork-life balance. • Together with blogs, YouTube, Twitter and online forums,social networking sites generate enormous amounts ofpersonal and professional career data. • It is estimated that more than 150 000 Australians ondisability pensions are capable of working. What are the implications of these FastFacts? Strategic recruitment • Strategic recruitment – Linking recruiting activities to the organisation’sstrategic business objectives and culture. • Recruitment – Seeking and attracting a pool of qualified applicants from which candidates for job vacancies can beselected. • Employment branding – Promoting an image of the company as a goodemployer, to create a favourable impression withpotential applicants.Strategic recruitmentSome issues • Realistic job preview – A method of conveying job information to anapplicant in an unbiased manner, including bothpositive and negative factors.• Recruitment policy – EEO – Promotion from within – Promotion from outside.Recruitment activities • Determine and categorise the organisation’s long-rangeand short-range HR needs. • Keep alert to changes in the labour market. • Develop appropriate recruitment advertisements andliterature and select method/s to be used. • Record the number and quality of applicants from eachrecruiting source. • Follow-up on applicants and evaluate.Employment checklist 1. Is there a genuine need for this job to be filled? 2. Should the job be filled internally or externally? 3. What is the budget for filling the position? 4. What are the duties, responsibilities, reportingrelationships, qualifications, experience, skills andpersonal qualities? 5. What is the job size? What is the job title? 6. What pay and fringe benefits will the position attract? 7. How will candidates be recruited?"