RecruitingMANA 3320

Dr. Jeanne Michalskimichalski@uta.edu

Selection:Job Offers

Recruitment:Pool of qualified and interested applicants

HR Planning:Number of jobs

to be filled

Job Analysis:Job Descriptions

and Minimum KSA’s

Process Inputs and OutputsProcess Inputs and Outputs

What is Career Development?What is Career Development?

Career development is an organized approach used to match employee goals with the business needs of the organization.

The purpose of career development is to: Enhance each employee's current job performance. Enable individuals to take advantage of future job opportunities. Fulfill organization’s goals for a dynamic and effective workforce Can play a role in recruitment as well as retention of key employees

Challenges in Career Challenges in Career DevelopmentDevelopment Most organizations expect the employee to play

an increasing role in career development Ownership is with the employee Organization provides assistance through resources

and supervisory feedback

Where are you now? Values Skills/Capabilities Life Balance

Where do you want to be? Organizational Information gathered through organizational charts, informational interviews, job posting, career path information, etc.

How do you get there? Set goals Take training/develop skills Network/mentors Are you improving skills or seeking advancement

Essential Steps of Effective Career Essential Steps of Effective Career DevelopmentDevelopment

Where are you now?Where are you now?

Self-Assessment Skills assessment “Ideal Job” Interest Inventory Clarifying Values

Where do you want to be?Where do you want to be?

Take advantage of company offered career counseling

Information Services Job-posting systems Skills inventories Career paths Career resource center

Career PathsCareer Paths

What information would be useful for career path planning?

Career PathsCareer Paths

What information would be useful for career path planning? Career progression information Skills and knowledge needed/

learned in various roles Training that would help in

performance of role

BNSF Railway Company

Career Path for Marketing Employees

BNSF Railway Company

Career Path for Marketing Employees

Marketing Career Path ToolFeatures: Logical career progression map Marketing experiences available at your current

level Learning experiences specific to your current level Listing of positions at your current career level by

departmentBenefits: Provides employees with a guide or road map to

manage their career progression Enriches performance and development feedback

discussions Enhances employee retention through

transparency or broader view of the organization

Marketing Career Path

Expect to stay in your current role for 18-24 months

You are responsible for your own development Try not to think of the career path a straight linear

path Think in terms of experiences and learning, not

salary bands and positions Never forget that performance is the cornerstone You will be competing for the position so consider

different options

As you manage your career path, remember:

Marketing Career Path GuideGetting Started http://bnsfwebtr.bnsf.com/departments/hr/lu/careerPath/path.html

$3,589Industrial Products

Marketing Career Path GuideCareer Level Selection

$3,589Industrial Products

Marketing Career Path GuideCareer Level Details

$3,589Industrial Products

Marketing Career Path GuideCareer Level Details

$3,589Industrial Products

Marketing Career Path GuideTestimonials

$3,589Industrial Products

Performance is the cornerstone… VP Domestic Intermodal Marketing

Think in terms of experience and learning…VP Industrial Products Sales

How Do You Get There?How Do You Get There?

Setting Goals and taking actions to create and increase skills Principles of good Goal setting?

Common development programs can be formal or informal: Mentoring Coaching Job Shadowing Tuition Assistance

Recruitment and Development of Women The “Glass Ceiling”

Artificial barriers based on attitudinal or organizational bias that prevent qualified women from advancing upward in their organizations into management level positions.

Eliminating Women’s Barriers to Advancement Development of women’s networks Online e-mentoring for women Diminishing stereotyping of women Presence of women in significant managerial

positions Accommodating families

Recruitment and Development of Women The “Glass Ceiling”

Artificial barriers based on attitudinal or organizational bias that prevent qualified women from advancing upward in their organizations into management level positions.

Eliminating Women’s Barriers to Advancement Development of women’s networks Online e-mentoring for women Diminishing stereotyping of women Presence of women in significant managerial

positions Accommodating families

Recruiting and Developing of Minorities Career development for minorities is advanced

by: Organizational support for the advancement of

minorities to significant management positions

Provision of internships to attract minorities to management careers

Organization of training courses to foster the development of minority’s managerial skills and knowledge.

Recruiting Talent Externally

Labor Market Area from which applicants are to be recruited.

Tight market: high employment, few available workers Loose market: low employment, many available workers

Factors determining the relevant labor market: Skills and knowledge required for a job Level of compensation offered for a job Reluctance of job seekers to relocate Ease of commuting to workplace Location of job (urban or nonurban)

External Recruiting Sources

Who Should Recruit

Sources of Organizational Recruiters Professional HR recruiters

HR generalists

Work team members

Requirements for Effective Recruiters Knowledge of the recruited job’s requirements and of

the organization

Training as an interviewer

Personable and competent to represent the organization

Choosing A Message

What is Most Important For You?

Interesting work Wage / Salary Incentive Pay Benefits Growth / Development Opportunities Job Security Location

Choosing A Message

Messages can be tailored for individual groups: Amount of contingent pay Team vs. individual work and appraisals Promotion opportunities

“Promotes from within” top consideration for MBA’s Retailing jobs – Wal Mart, Home Depot, Target

Details about the company “Fun place to work” Environmentally friendly

“Affirmative Action Employer”

Choosing A Message

Messages should be both attractive and accurate: Beware of the specificity and accuracy of information

“Unlimited growth potential” Amount of travel required Nature of the work

Salary included? Benefits described? Selling the job vs. Realistic job preview

Self-selection Higher commitment and less turnover

Recruiting Costs

Average cost per hire:$10,000 for exempt employees$1000 for non-exempt

Administrative costs Interview costs Relocation expenses

Lost productivity or overtime associated with vacant position.

Deciding on a Source

Quantity of applicants Large headcount vs. single jobs

Quality of applicants Specialized skills vs. general skills

Types of people that the media reaches Print ads vs. internet ads

Location and Relocation Budget Lead times Legal issues and diversity

ExternalRecruitment

ExternalRecruitment

Improving the Effectiveness of External Recruitment

Realistic Job PreviewsRealistic Job Previews

Calculate Yield RatiosCalculate Yield Ratios Training RecruitersTraining Recruiters

External Recruitment Considerations Yield Ratio

Percentage of applicants from a recruitment source that make it to the next stage of the selection process. 100 resumes received, 50 found acceptable = 50%

yield.

Cost of Recruitment (per employee hired)

HNCRBAFAC

HSC

SC = source costAC = advertising costs, total monthly expenditure (example: $32,000)AF = agency fees, total for the month (example: $21,000)RB = referral bonuses, total paid (example: $2,600)NC = no-cost hires, walk-ins, nonprofit agencies, etc. (example: $0)H = total hires (example: 119)Cost to hire one employee = $467.23

Improving the Effectiveness of External Recruitment (cont’d) Realistic Job Previews (RJP)

Informing applicants about all aspects of the job, including both its desirable and undesirable facets.

Positive benefits of RJP Improved employee job satisfaction

Reduced voluntary turnover

Enhanced communication through honesty and openness

Realistic job expectations

Effectiveness of Recruitment Sources

Source: David E. Terpstra, “The Search for Effective Methods.” Reprinted from HRFocus, May 1996. © 1996 American Management Association International. Reprinted by permission of American Management Association International, New York, NY. All rights reserved. http://www.amanet.org/.

Getting the most from LinkedIn Complete a detailed professional profile loaded

with relevant keywords, even if you’ve got a job. Use a professional e-mail address and picture. Invite others to join your network. Join groups to expand your connections Spell-check Request recommendations Post questions, and answer others’ questions String out planned changes to your profile over

several days, not just one, to keep your name at the top of connections’

Source: Star-Telegram