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Course Learning Outcomes for Unit

Upon completion of this unit, students should be able to:

4. Examine work rewards used to attract, retain, and motivate applicants. 4.1 Discuss what makes a recruiter effective. 4.2 Identify the various strategies used to attract applicants and the Equal Opportunity Employment

Commission’s (EEOC’s) best recruiting practices.

7. Compare and contrast internal and external selection decisions. 7.1 Discuss the role of sourcing and the purpose of a sourcing plan. 7.2 Explain what makes one recruiter source more effective than another.

Course/Unit Learning Outcomes

Learning Activity

4.1 Unit Lesson Chapter 7 Unit V PowerPoint Presentation

4.2 Unit Lesson Chapter 7 Unit V PowerPoint Presentation

7.1 Unit Lesson Chapter 6 Unit V PowerPoint Presentation

7.2 Unit Lesson Chapter 6 Unit V PowerPoint Presentation

Reading Assignment

Chapter 6: Sourcing: Identifying Recruits

Chapter 7: Recruiting

UNIT STUDY GUIDE

Talent Acquisition

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Unit Lesson

In previous units, job analysis and workforce planning processes have been identified as measures organizations utilize to determine what to look for when hiring employees. In this unit, emphasis will be placed on what methods, processes, and tools organizations can utilize in efforts to find individuals with the qualities, interpersonal skills, job skills, and other characteristics that they need. This unit will identify various sourcing methods many organizations utilize to find good potential job applicants. Recruiting techniques and processes are also key factors covered within Chapters 6 and 7. Upon completion, you should have a better understanding of sourcing and recruiting. You should be able to take information gained in the unit and apply it within any human resource department to adequately recruit qualified applicants.

Consider the following scenario:

Bethany recently started a new position as the Director of Human Resource (HR) for XYZ School District. XYZ is a large school district with 155 schools (100 elementary, 30 middle schools, and 25 high schools). The school district services approximately 95,000 students. Bethany knew that there were issues she would have to address immediately upon accepting this position; however, she had not done her research on the staffing trends for XYZ School District. She was not aware that she would be walking into a district that had over 200 vacancies. Over 180 of the vacancies were school- related positions (i.e. classroom teachers, education assistants, special education assistants, pre-K assistants, instructional coaches) and there were only 45 days until the beginning of the new school year. Being presented with this information, Bethany knew she had to make some major decisions quickly.

While reviewing staff, Bethany realized the HR department did not have very many recruiters. A quick fix for this, so Bethany thought, was to bring in temporary employees (recruiters) to help with recruitment. Well, little did Bethany know, the recruiters were accustomed to talking with the candidates and making job offers. When she mentioned sourcing, the staff shared they typically just wait for candidates to apply on the company website. She was not aware that the organization did not have an action plan for sourcing or a real recruitment plan. Now, not only did Bethany have to figure out how to fill these 200 vacancies, she also had to figure out how to develop her staff and get them prepared for the work they would be doing. Of course, Bethany did not want to come in and start the department from scratch; however, she did put some steps in place to help with this transition. Bethany allowed the recruiters to continue to connect with candidates using the original method; however, she did write some processes and provided training for all department staff to make certain everyone was aware of changes and expectations.

To begin, Bethany met individually with each recruiter to gain input around current processes. After meeting with the staff, Bethany took the information gained from the employees and her professional experience to write a sourcing plan and a recruiting plan. Bethany knew that it would be important for the team to have strategic action plans in place to get these vacancies filled. Bethany made certain the employees were aware that the results of proper sourcing leads to a quality candidate pool. Now, Bethany seems prepared to deal with the issues at hand, having realized such changes would require a lot of time and commitment from all.

Some of the many characteristics that are looked for in a potential employee. (Convisum, 2014)

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This is just a brief scenario of what some companies may face. Some companies have several vacancies but are not sure why they have so many and what is wrong with the sourcing and recruitment strategies they have in place. Many organizations do not realize the important role sourcing plays in regard to recruitment and staffing.

Envision yourself being in Bethany’s place or on her team. As you dive into Chapters 6 and 7, think of suggestions you would make to fill these vacancies. In addition, think of what you would do to make certain this does not happen in the future. What if something like this occurred in your organization? How would you handle it?

Many of you are very familiar with the term recruit; however, sourcing may be very new. When you think of the term sourcing, think in terms of employee needs. What type of applicant is needed to fill a specific position? What knowledge, skills, abilities, and other qualifications (KSAOs) should the applicant have? What education level should the applicant have? Once a recruiter has this information, he or she begins the sourcing process where HR recruiters seek to find qualified applicants to apply for positions within the organization. It is imperative for the recruiter to be proactive in efforts in order to be totally successful within the sourcing process. Below, you will find a list of key things that should be remembered about sourcing.

1. When presenting the job, the attention-getter should be about the job and not the person in the job. The job should be presented as an opportunity for growth while displaying various projects and expectations of the candidate.

2. The source should have an attractive but strong general pitch. This can be a simple question or statement, such as “Let me interest you in an opportunity that will offer you an attractive package that is more than what you currently receive.” Then, the recruiter must be prepared to engage the applicant (Phillips & Gully, 2015).

3. Now that you have developed an attractive pitch, you must remember to include this in the advertising. Advertising goes out to millions; therefore, it should be very interesting, employer branded, and creative. Instead of listing specific years of experience, be more detailed and specific within your advertisement. You want to attract applicants and not push them away. Keep in mind, depending on the position, that certifications may be more attractive than having a degree. Therefore, listing specific certifications or even utilizing a key certification within the advertisement heading would attract top candidates.

4. When utilizing resume databases, you must remember to screen these applicants on a regular basis. Top candidates are typically gone within a week—especially if they have their resume on different Internet job sites. Many resumes have email addresses, so it is appropriate to send a general but catchy email to a candidate expressing interest in his or her skills (Phillips & Gully, 2015).

5. Networking and having memberships with professional organizations are also great for recruiters and job candidates. Recruiters are able to gain leads on qualified candidates who may be active, semi active, or passive-active in seeking job changes or initial employment.

With the advancement in technology and social media, there are various websites that companies use for candidate sourcing. Such websites include LinkedIn, Facebook, Twitter, Monster, CareerBuilder, Indeed, and HireEd, to name a few. Being able to utilize technology has really made the sourcing process easier.

As you can see, sourcing paves the way for recruiting. As with sourcing, recruiting can be done internally or externally. As mentioned previously, there are many techniques that organizations utilize for recruiting. When speaking with candidates, it is important for the recruiter to be up-front with the applicant. What does being up-front entail? Basically, the recruiter should present realistic job previews. Within realistic job previews, the good qualities and the not-so-good qualities of the job are disclosed.

The use of social media for sourcing is becoming more and more common. (Badaev, 2017)

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Title Although some organizations try to paint the perfect picture, it is very important to provide a realistic view of the job. Providing a realistic view can help to reduce the number of employees resigning after the company has invested time and money in the initial recruiting process.

This lesson provides a brief synopsis of the many sourcing and recruiting processes that will be covered in this unit. You will find this to be a very interesting and informative unit. Information gained in this unit can be used on a professional and personal level. As an HR professional, you can utilize the information gained in this course when staffing your organization; whereas, personally, you can utilize the information gained in this unit when seeking employment.

References

Badaev, V. (2017). Business team working on smartphones. Social media Internet network concept (ID 94201955) [Image]. Retrieved from https://www.dreamstime.com/stock-photo-business-team- working-smartphones-social-media-internet-network-concept-wooden-background-image94201955

Convisum. (2014). Recruiting people, (ID 42994911) [Image]. Retrieved from https://www.dreamstime.com/stock-photo-recruiting-people-important-characteristics-to-look-job-text- chalk-board-surrounded-words-arrowed-image42994911

Phillips, J. M., & Gully, S. M. (2015). Strategic staffing (3rd ed.). Upper Saddle River, NJ: Pearson.