Comparative HRM: Recruitment and Selection

• Recruitment: Attracting qualified candidates to work in an organization.

• Selection: Selecting among the applicants.

Purpose of recruitment

• Determine present and future needs for personnel

• Increase the pool of qualified applicants • Increase the fit of the applicants attracted• Increase chances of retention by attracting the

right candidates• Provide realistic job previews• Adhere to legal and social requirements• Analyze the labor pools

Differences of Legal Recruitment Requirements

• The use of quotas?• Discrimination on the basis of what?

minority ethnics

Older workers Disabled Women

United Kingdom 31.0 13.6 31.4 21.2France 2.9 9.3 30.0 10.7Germany 1.8 7.1 15.8 23.8Turkey 1.4 3.6 30.7 14.2Australia 24.3 20.7 28.6 51.7USA 66.3 26.1 47.9 56.6Tunisia 11.3 27.3 76.0

Internal Sources of Candidates: Hiring from Within

• Advantages– Foreknowledge of

candidates’ strengths and weaknesses

– More accurate view of candidate’s skills

– Candidates have a stronger commitment to the company

– Increases employee morale

– Less training and orientation required

• Disadvantages– Failed applicants become

discontented– Time wasted interviewing

inside candidates who will not be considered

– Inbreeding of the status quo

Internal vs External Labor Markets

• Germany, Japan, France, and Switserland use more internal sources for promotions

• Britaion, USA, Denmark, Hong Kong use external sources more

Offshoring/Outsourcing White-Collar and Other Jobs

• Specific issues in outsourcing jobs abroad– Political and military instability

– Likelihood of cultural misunderstandings

– Customers’ security and privacy concerns

– Foreign contracts, liability, and legal concerns

– Special training of foreign employees

– Costs associated with companies supplying foreign workers

Selection Techniques