Dr. Judith Callahan - Employer Retreat Keynote Speaker
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Dr. Judith Callahan HR Expert & UF Lecturer
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Dr. Judith Callahan - Employer Retreat Keynote Speaker
- 1. Judy Scully Callahan, PhD Department of Management 211-E Stuzin Hall 352-392-8128
- 6. Internal Environment External Environment Organization Outcomes HR Activities PeoplePeople Effectiveness Criteria Human Resource Management Practices
- 7. General impression based on both feelings and facts
- 8. Attitudes toward and perceptions of the organization as an employer
- 9. A system of beliefs about how employees should be treated.
- 10. Human resource strategy: the linkage of the entire human resource function with the firm’s business strategy in order to improve business strategy execution. Staffing strategy: the constellation of priorities, policies, and behaviors used to manage the flow of talent into, through, and out of an organization over time.
- 11. 1. Workforce planning 2. Sourcing talent 3. Recruiting talent 4. Selecting talent 5. Acquiring talent 6. Deploying talent 7. Retaining talent
- 12. Process Goals Outcome Goals
- 13. Process Outcome Attract sufficient numbers Comply with: ◦ The law ◦ org. policy Fulfill affirmative action objectives Meet hiring deadlines Staff efficiently Hire people: ◦ who will succeed in job ◦ who will be promotable Reduce turnover rates among high performers Meet stakeholder needs Maximize staffing ROI Enable org flexibility Enhance bus. strategy execution
- 14. Sourcing & Recruiting Selecting Onboarding Applies Takes test(s) Interviews Background checks Drug testing Posts position; Sources recruits Identifies minimally qualified candidates Performs prelim assessment Conducts job analysis Determines need Requisitions job Identifies finalists Interviews finalists Contingent job offer Job offer accepted
- 17. Cost Ease of use Speed to access Attract different experience levels Reach more people Reach diverse people…
- 18. Print Rehires ‘Pipeline’ Career Fairs 3rd Party Direct Source College Job Boards Other Walk-ins 15.4% 7.5% 12.1% 5.9% 1.4% 3.9% 3.9% 0.9% 0.7% 6.3% 19.2% Career Site Referrals 19.1% Temp-to-hire 4.4% 2013 2011 20.1% 6.6% 9.1% 2.8% 1.9% 4.3% 2.2% 0.8% 9.8% 2.1% 28.0% 8.8% 5.5% 6.8% 3.1% 1.2% 3.3% 2.3% 0.3% 7.2% 24.5% 23.4% 1.5% 2012 18.1% (talent community) Sourcing Trends: Where do Hires Come From? a copy of the full report may be found at: http://www.careerxroads.c om/news/2014_SourceOf Hire.pdf
- 19. • Job posting • Resume database • Scrape job boards • Pay-per-click • One source for candidates • Targeted network • Exposure for employer brand • Reach passive candidates Company Blogs
- 20. Boolean searches Semantic Searches X-raying Flipping or flip searching Web crawlers Networking sites
- 21. 1. Profile desirable employees to identify promising sources 2. Track recruiting source effectiveness 3. Prioritize recruiting sources
- 22. Use surveys or focus groups: Where do they go? What media do they use? What organizations do they belong to? What events do they attend? What sources would they use if they were to look for job? How did they first learn of their first job in your firm?
- 23. Avg. Speed Cost / hire New Hire Quality College hiring 8 months $5500 Very high Employee referrals 2 months $8,000 High Career sites 2 months $2500 Good Search firms 4 months $15,000 Good Walk-ins 1 month $500 OK Newspaper ads 2 months $1000 Poor
- 24. Ride the Wave of Opportunity Wipeout Know your business Know your data and use it Strengthen your sourcing skills Be fair Be kind Be truthful Be omnipresent Be responsive Ignore the data Be reactive Rely on the way recruiting has always been done Ignore the applicant pool until there is an opening Dismiss differences among the generations
- 26. Recruiting materials to attract attention of potential applicants and induce them to apply Message content to appeal to the goals and values of the targeted recruits Non-compensatory screening factors should be communicated to facilitate self-selection ◦ The job’s location, the type of job, pay, etc.