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Chap005 external recruitment_editing

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Chap005 external recruitment_editing

  1. 1. Part 3 Staffing Activities: Recruitment Chapter 5: External Recruitment Chapter 6: Internal Recruitment McGraw-Hill/Irwin Copyright © 2012 by The McGraw-Hill Companies, Inc. All rights reserved.
  2. 2. Part 3 Staffing Activities: Recruitment Chapter 05: External Recruitment
  3. 3. Staffing Organizations Model Staffing Policies and Programs Staffing System and Retention Management Support Activities Legal compliance Planning Job analysis Core Staffing Activities Recruitment: External, internal Selection: Measurement, external, internal Employment: Decision making, final match 5- Organization Strategy HR and Staffing Strategy Organization Mission Goals and Objectives
  4. 4. Chapter Outline <ul><li>Recruitment Planning </li></ul><ul><ul><li>Organizational Issues </li></ul></ul><ul><ul><li>Administrative Issues </li></ul></ul><ul><ul><li>Recruiters </li></ul></ul><ul><li>Strategy Development </li></ul><ul><ul><li>Open Versus Targeted Recruitment </li></ul></ul><ul><ul><li>Recruitment Sources </li></ul></ul><ul><ul><li>Recruiting Metrics </li></ul></ul><ul><li>Searching </li></ul><ul><ul><li>Communication Message </li></ul></ul><ul><ul><li>Communication Medium </li></ul></ul><ul><li>Applicant Reactions </li></ul><ul><ul><li>Reactions to Recruiters </li></ul></ul><ul><ul><li>Reactions to the Recruitment Process </li></ul></ul><ul><ul><li>Reactions to Diversity Issues </li></ul></ul><ul><li>Transition to Selection </li></ul><ul><li>Legal Issues </li></ul><ul><ul><li>Definition of a Job Applicant </li></ul></ul><ul><ul><li>Affirmative Action Programs </li></ul></ul><ul><ul><li>Electronic Recruitment </li></ul></ul><ul><ul><li>Job Advertisements </li></ul></ul><ul><ul><li>Fraud and Misrepresentation </li></ul></ul>5-
  5. 5. Learning Objectives for This Chapter <ul><li>Be able to engage in effective recruitment planning activities </li></ul><ul><li>Understand the difference between open and targeted recruitment </li></ul><ul><li>Utilize a variety of recruitment sources </li></ul><ul><li>Evaluate recruiting based on established metrics </li></ul><ul><li>Create a persuasive communication message </li></ul><ul><li>Learn about a variety of recruitment media </li></ul><ul><li>Recognize how applicant reactions influence the effectiveness of a recruiting plan </li></ul>5-
  6. 6. Recruitment Planning: Administrative Issues <ul><li>In-house vs. external recruitment agency </li></ul><ul><ul><li>Many companies do recruiting in-house </li></ul></ul><ul><ul><ul><li>Recommended approach for large companies </li></ul></ul></ul><ul><ul><li>Smaller companies may rely on external recruitment agencies </li></ul></ul><ul><li>Individual vs. cooperative recruitment alliances </li></ul><ul><ul><li>Cooperative alliances involve arrangements to share recruitment resources </li></ul></ul><ul><li>Centralized vs. decentralized recruitment </li></ul>5-
  7. 7. Recruitment Planning: Administrative Issues <ul><li>Requisitions </li></ul><ul><ul><li>Exh. 5.1: Personnel Requisition </li></ul></ul><ul><li>Number of contacts </li></ul><ul><ul><li>Yield ratio - Relationship of applicant inputs to outputs at various decision points </li></ul></ul><ul><li>Types of contacts </li></ul><ul><ul><li>Qualifications to perform job must be clearly established </li></ul></ul><ul><ul><li>Consideration must be given to job search and choice process used by applicants </li></ul></ul>5-
  8. 8. Exh. 5.2: Example Recruitment Budget <ul><li>Should recruitment expenses be charged to HR or to the business unit using HR services? </li></ul><ul><ul><li>Most organizations charge the HR department, possibly to encourage each business unit to use the recruitment services of the HR group </li></ul></ul><ul><ul><li>May result in the business unit users not being concerned about minimizing costs. </li></ul></ul>5-
  9. 9. Exhibit 5.3 Recruitment Guide for Director of Claims 5-
  10. 10. Recruitment Planning: Administrative Issues (continued) <ul><li>Process flow and record keeping </li></ul><ul><li>Recruiters </li></ul><ul><ul><li>Selecting recruiters </li></ul></ul><ul><ul><li>Training recruiters </li></ul></ul>5-
  11. 11. Considerations Related to Recruiters: Selection <ul><li>Desirable characteristics of recruiters </li></ul><ul><ul><li>Strong interpersonal skills </li></ul></ul><ul><ul><li>Knowledge about company, jobs, and career-related issues </li></ul></ul><ul><ul><li>Technology skills </li></ul></ul><ul><ul><li>Enthusiasm </li></ul></ul><ul><li>Various sources of recruiters </li></ul><ul><ul><li>HR professionals </li></ul></ul><ul><ul><li>Line managers </li></ul></ul><ul><ul><li>Employees </li></ul></ul>5-
  12. 12. Considerations Related to Recruiters: Training <ul><li>Training </li></ul><ul><ul><li>Traditional areas of training </li></ul></ul><ul><ul><ul><li>Interviewing skills, job analysis, interpersonal skills, laws, forms and reports, company and job characteristics, and recruitment targets </li></ul></ul></ul><ul><ul><li>Nontraditional areas of training </li></ul></ul><ul><ul><ul><li>Technology skills, marketing skills, working with other departments, and ethics </li></ul></ul></ul>5-
  13. 13. Strategy Development <ul><li>Open vs. targeted recruitment </li></ul><ul><ul><li>Choosing an audience </li></ul></ul><ul><li>Recruitment sources </li></ul><ul><ul><li>Choosing ways to get the message out </li></ul></ul><ul><li>Recruiting metrics </li></ul><ul><ul><li>Assessing the effectiveness of recruiting methods </li></ul></ul>5-
  14. 14. Open vs. Targeted Recruitment <ul><li>Open recruitment </li></ul><ul><li>Targeted recruitment </li></ul><ul><ul><li>Key KSAO shortages </li></ul></ul><ul><ul><li>Workforce diversity gaps </li></ul></ul><ul><ul><li>Passive job seekers or noncandidates </li></ul></ul><ul><ul><li>Former military personnel </li></ul></ul><ul><ul><li>Employment discouraged </li></ul></ul><ul><ul><li>Reward seekers </li></ul></ul><ul><ul><li>Former employees </li></ul></ul><ul><ul><li>Reluctant applicants </li></ul></ul>5-
  15. 15. Ex. 5.4 Making the Choice Between Open and Targeted Recruiting 5-
  16. 16. Recruitment Sources <ul><li>Applicant initiated </li></ul><ul><li>Employee referrals </li></ul><ul><li>Employee networks </li></ul><ul><li>Advertisements </li></ul><ul><li>Employment websites </li></ul><ul><li>Colleges and placement offices </li></ul><ul><li>Employment agencies </li></ul><ul><li>Executive search firms </li></ul><ul><li>Professional associations and meetings </li></ul><ul><li>Social service agencies </li></ul><ul><li>Outplacement services </li></ul><ul><li>Job fairs </li></ul><ul><li>Co-ops and internships </li></ul>5-
  17. 17. Features of High-Impact Organizational Websites <ul><li>Easily navigated </li></ul><ul><li>A “job cart” function </li></ul><ul><li>Résumé builders </li></ul><ul><li>Detailed information on career opportunities </li></ul><ul><li>Clear graphics </li></ul><ul><li>Allow applicants to create profiles </li></ul><ul><li>Self-assessment inventories </li></ul>5-
  18. 18. Employee Referrals <ul><li>One of the most common recruiting methods </li></ul><ul><li>Finds candidates who are better informed about organizational culture and values </li></ul><ul><li>Lower turnover rates </li></ul><ul><li>Often boosted by providing cash bonuses to employees who refer successful candidates </li></ul>5-
  19. 19. Employment Websites <ul><li>Functionality </li></ul><ul><ul><li>Ability to create and approve job requisitions online </li></ul></ul><ul><ul><li>Manage recruiting tasks </li></ul></ul><ul><ul><li>Track the progress of open positions and candidates </li></ul></ul><ul><ul><li>Report on recruiting metrics like time to hire, cost per hire, or equal employment opportunity (EEO) </li></ul></ul><ul><li>General websites </li></ul><ul><ul><li>Attract a wider variety of potential applicants </li></ul></ul><ul><ul><li>Reach includes millions of users </li></ul></ul><ul><li>Niche websites </li></ul><ul><ul><li>Target individuals with specific skill sets </li></ul></ul><ul><ul><li>Qualified and motivated user base </li></ul></ul>5-
  20. 20. Metrics for Evaluating Recruiting Methods <ul><li>Quantity </li></ul><ul><li>Quality </li></ul><ul><li>Cost </li></ul><ul><li>Impact on HR Outcomes </li></ul><ul><ul><li>Employee satisfaction </li></ul></ul><ul><ul><li>Job performance </li></ul></ul><ul><ul><li>Diversity </li></ul></ul><ul><ul><li>Retention </li></ul></ul><ul><li>Ex. 5.5 Potential Recruiting Metrics for Different Sources </li></ul>5-
  21. 21. Ex. 5.7 Comparing Choice of Messages 5-
  22. 22. Searching: Communication Medium <ul><li>Word-of-mouth </li></ul><ul><li>Recruitment brochures </li></ul><ul><li>Videos and videoconferencing </li></ul><ul><li>Advertisements </li></ul><ul><ul><li>Classified advertisements </li></ul></ul><ul><ul><li>Online advertisements (banner ads) </li></ul></ul><ul><ul><li>Radio and television advertisements </li></ul></ul><ul><li>Organizational websites </li></ul><ul><li>Direct contact (telephone or e-mail) </li></ul>5-
  23. 23. Exhibit 5.9 Factors for Designing Organizational Websites 5-
  24. 24. Applicant Reactions <ul><li>Reactions to recruiters </li></ul><ul><ul><li>Influence of recruiter vs. job characteristics </li></ul></ul><ul><ul><li>Influence of recruiter on attitudes and behaviors </li></ul></ul><ul><ul><li>Demographics of recruiters </li></ul></ul><ul><ul><li>Influential recruiter behaviors </li></ul></ul><ul><ul><ul><li>Warmth and knowledge of the job </li></ul></ul></ul><ul><li>Reactions to recruitment process </li></ul><ul><ul><li>Relationship of screening devices to job </li></ul></ul><ul><ul><li>Delay times in recruitment process </li></ul></ul><ul><ul><li>Funding of recruitment process </li></ul></ul><ul><ul><li>Credibility of recruiter during recruitment process </li></ul></ul>5-
  25. 25. Reactions to Diversity Issues <ul><li>Advertising in publications targeted at women and minorities </li></ul><ul><li>Advertisements should depict diversity, especially among those in positions of authority </li></ul><ul><li>Target older workers by flexible schedules, health and pension benefits, and part-time opportunities </li></ul>5-
  26. 26. Transition to Selection <ul><li>Involves making applicants aware of </li></ul><ul><ul><li>Next steps in hiring process </li></ul></ul><ul><ul><li>Selection methods used and instructions </li></ul></ul><ul><ul><li>Expectations and requirements </li></ul></ul>5-

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