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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.