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    Hrm10e Chap07 Hrm10e Chap07 Presentation Transcript

    • Human Resource Management TENTH EDITON Recruiting in Labor Markets © 2003 Southwestern College Publishing. All rights reserved. PowerPoint Presentation by Charlie Cook Chapter 7 SECTION 2 Staffing the Organization Robert L. Mathis  John H. Jackson
    • Learning Objectives
      • After you have read this chapter, you should be able to:
        • Identify different ways that labor markets can be identified and approached.
        • Describe the phases in strategic recruiting and the decisions made in each phase.
        • Discuss the advantages and disadvantages of internal versus external recruiting.
        • Identify three internal sources for recruiting and issues associated with their use.
    • Learning Objectives (cont’d)
        • Discuss why Internet recruiting has grown and how employers are conducting it.
        • List and briefly discuss five external recruiting sources.
        • Discuss three factors to consider when evaluating recruiting efforts.
    • Recruiting and Labor Markets: Key Terms
      • Recruiting
        • The process of generating a pool of qualified applicants for organizational jobs
      • Labor Markets
        • The external supply pool from which organizations attract their employees
      • Labor Force Population
        • All individuals who are available for selection if all possible recruitment strategies are used.
      • Applicant Population
    • Labor Market Components: Key Terms
      • Labor Markets
        • The external supply pool from which organizations attract their employees
      • Labor Force Population
        • All individuals who are available for selection if all possible recruitment strategies are used.
      • Applicant Population
        • A subset of the labor force that is available for selection using a particular recruiting approach.
      • Applicant Pool
        • All persons who are actually evaluated for selection
    • Labor Market Components Figure 7 –1
    • Labor Markets and Recruiting Issues Labor Markets Industry and Occupational KSAs Geographic Local Regional National International Educational and Technical Qualifications
    • Strategic Recruiting Stages Figure 7 –2
    • Typical Division of HR Responsibilities Figure 7 –3
    • Organizational Recruiting Activities Effective Recruiting Recruiting Image Recruiting Presence Training of Recruiters
    • Strategic Recruiting Decisions Strategic Recruiting Recruiting Source Choices: Internal vs. External Organizational-Based vs. Outsourcing Regular vs. Flexible Staffing Recruiting and EEO/Diversity Considerations
    • EEO and Diversity Considerations Figure 7 –4
    • Advantages and Disadvantages of Internal and External Recruiting Sources Figure 7 –5
    • Internal Recruiting Methods Figure 7 –6
    • Internet Recruiting Methods Internet Recruiting Methods Job Boards Professional/ Career Web Sites Employer Web Sites
    • Internet Recruiting
      • Advantages
        • Recruiting cost savings
        • Recruiting time savings
        • Expanded pool of applicants
        • Morale building for current employees
      • Disadvantages
        • More unqualified applicants
        • Additional work for HR staff members
        • Many applicants are not seriously seeking employment
        • Access limited or unavailable to some applicants
    • External Recruiting Employment Agencies and Search Firms College and University Recruiting High Schools and Technical Schools Labor Unions External Recruiting Sources Media Sources and Job Fairs Competitive Sources
    • Internet Job Searching Figure 7 –7 Source: Based on data from Greenfield Online (www.greenfieldonline.com), as presented in The Wall Street Journal , November 27, 2000, R32.
    • What to Include in an Effective Recruiting Ad Figure 7 –8
    • Evaluating Recruiting Evaluating Recruiting Efforts Evaluating Time Required to Fill Openings Evaluating Recruiting Costs and Benefits Evaluating Recruiting Quality and Quantity
    • Recruiting Evaluation
      • General Areas for Evaluating Recruiting
        • Quantity of applicants
        • EEO goals met
        • Quality of applicants
      • Yield ratios
        • A comparison of the number of applicants at one stage of the recruiting process to the number at the next stage.
      • Selection rate
        • The percentage hired from a given group of candidates
    • Recruiting Evaluation Pyramid Figure 7 –9
    • Selection Methods
      • Yield ratios
        • A comparison of the number of applicants at one stage of the recruiting process to the number at the next stage
      • Selection rate
        • Percentage hired from a given group of candidates
      • Acceptance Rate
        • Percentage of rejected job offers
      • Success Base Rate
        • Comparing percentage rate of past applicants who were good employees to that of current employees.