Chap005 external recruitment_editing
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Transcript of Chap005 external recruitment_editing
Part 3Staffing Activities: Recruitment
Chapter 5: External Recruitment
Chapter 6: Internal Recruitment
McGraw-Hill/Irwin Copyright © 2012 by The McGraw-Hill Companies, Inc. All rights reserved.
Part 3Staffing Activities: Recruitment
Chapter 05:External Recruitment
Organization StrategyOrganization Strategy HR and Staffing StrategyHR and Staffing Strategy
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
OrganizationMission
Goals and Objectives
Staffing Organizations Model
5-3
5-4
Chapter Outline
Recruitment Planning Organizational Issues Administrative Issues Recruiters
Strategy Development Open Versus Targeted
Recruitment Recruitment Sources Recruiting Metrics
Searching Communication Message Communication Medium
Applicant Reactions Reactions to Recruiters Reactions to the
Recruitment Process Reactions to Diversity
Issues Transition to Selection Legal Issues
Definition of a Job Applicant
Affirmative Action Programs
Electronic Recruitment Job Advertisements Fraud and
Misrepresentation
5-5
Learning Objectives for This Chapter
Be able to engage in effective recruitment planning activities
Understand the difference between open and targeted recruitment
Utilize a variety of recruitment sources Evaluate recruiting based on established
metrics Create a persuasive communication message Learn about a variety of recruitment media Recognize how applicant reactions influence
the effectiveness of a recruiting plan
5-6
Recruitment Planning: Administrative Issues
In-house vs. external recruitment agency Many companies do recruiting in-house
Recommended approach for large companies
Smaller companies may relyon external recruitment agencies
Individual vs. cooperative recruitment alliances Cooperative alliances involve arrangements to
share recruitment resources
Centralized vs. decentralized recruitment
5-7
Recruitment Planning: Administrative Issues
Requisitions Exh. 5.1: Personnel Requisition
Number of contacts Yield ratio - Relationship of applicant inputs to
outputs at various decision points
Types of contacts Qualifications to perform job must be clearly
established Consideration must be given to job search and
choice process used by applicants
5-8
Exh. 5.2: Example Recruitment Budget
Should recruitment expenses be charged to HR or to the business unit using HR services? Most organizations
charge the HR department, possibly to encourage each business unit to use the recruitment services of the HR group
May result in the business unit users not being concerned about minimizing costs.
5-9
Exhibit 5.3 Recruitment Guide for Director of Claims
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Recruitment Planning: Administrative Issues (continued)
Process flow and record keepingRecruiters
Selecting recruitersTraining recruiters
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Considerations Related to Recruiters: Selection
Desirable characteristics of recruiters Strong interpersonal skills Knowledge about company, jobs,
and career-related issues Technology skills Enthusiasm
Various sources of recruiters HR professionals Line managers Employees
5-12
Considerations Related to Recruiters: Training
TrainingTraditional areas of training
Interviewing skills, job analysis, interpersonal skills, laws, forms and reports, company and job characteristics, and recruitment targets
Nontraditional areas of training Technology skills, marketing skills, working with
other departments, and ethics
5-13
Strategy Development
Open vs. targeted recruitmentChoosing an audience
Recruitment sourcesChoosing ways to get the message out
Recruiting metricsAssessing the effectiveness of recruiting
methods
5-14
Open vs. Targeted Recruitment
Open recruitment Targeted recruitment
Key KSAO shortages Workforce diversity gaps Passive job seekers or noncandidates Former military personnel Employment discouraged Reward seekers Former employees Reluctant applicants
5-15
Ex. 5.4 Making the Choice Between Open and Targeted Recruiting
5-16
Recruitment Sources
Applicant initiated Employee referrals Employee networks Advertisements Employment websites Colleges and placement
offices Employment agencies
Executive search firms Professional
associations and meetings
Social service agencies Outplacement services Job fairs Co-ops and internships
5-17
Features of High-Impact Organizational Websites
Easily navigatedA “job cart” functionRésumé buildersDetailed information on career
opportunitiesClear graphicsAllow applicants to create profilesSelf-assessment inventories
5-18
Employee Referrals
One of the most common recruiting methods
Finds candidates who are better informed about organizational culture and values
Lower turnover ratesOften boosted by providing cash
bonuses to employees who refer successful candidates
5-19
Employment Websites
Functionality Ability to create and
approve job requisitions online
Manage recruiting tasks
Track the progress of open positions and candidates
Report on recruiting metrics like time to hire, cost per hire, or equal employment opportunity (EEO)
General websites Attract a wider variety
of potential applicants Reach includes millions
of users Niche websites
Target individuals with specific skill sets
Qualified and motivated user base
5-20
Metrics for Evaluating Recruiting Methods
Quantity Quality Cost Impact on HR Outcomes
Employee satisfaction Job performance Diversity Retention
Ex. 5.5 Potential Recruiting Metrics for Different Sources
Ex. 5.7 Comparing Choice of Messages
5-21
5-22
Searching: Communication Medium
Word-of-mouthRecruitment brochuresVideos and videoconferencingAdvertisements
Classified advertisements Online advertisements (banner ads) Radio and television advertisements
Organizational websitesDirect contact (telephone or e-mail)
Exhibit 5.9 Factors for Designing Organizational Websites
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Applicant Reactions
Reactions to recruiters Influence of recruiter vs. job characteristics Influence of recruiter on attitudes and behaviors Demographics of recruiters Influential recruiter behaviors
Warmth and knowledge of the job Reactions to recruitment process
Relationship of screening devices to job Delay times in recruitment process Funding of recruitment process Credibility of recruiter during recruitment process
5-25
Reactions to Diversity Issues
Advertising in publications targeted at women and minorities
Advertisements should depict diversity, especially among those in positions of authority
Target older workers by flexible schedules, health and pension benefits, and part-time opportunities
5-26
Transition to Selection
Involves making applicants aware ofNext steps in hiring processSelection methods used and instructions Expectations and requirements