2 article reaction papers - 2 pages each - finish in 4 hours
juicywang
chap_6_lesa_recruiting_1.pptxIntroduction
Recruiting brings together
those with jobs to fill
those seeking jobs
and
Once an organization identifies its human resource
needs through employment planning, it can begin
recruiting candidates for actual or anticipated vacancies.
Recruiting Goals
recruiting provides information that will attract a significant pool of qualified candidates and discourage unqualified ones from applying
recruiters promote the organization to prospective applicants
Minimize costs of processing unqualified candidates
Recruiting Goals
Factors that affect recruiting efforts:
organizational size
employment conditions in the area
effectiveness of past recruiting efforts
working conditions, salary, and benefits offered
organizational growth or decline
Recruiting Goals
Constraints on recruiting efforts:
organization’s image
job attractiveness
internal organizational policies
government policy and laws
recruiting costs
Recruiting Sources
The Internet is blazing trails in recruiting practices
internal
searches
employee
referrals
external
searches
online and
alternative
Recruiting Sources
internal search
Organizations that promote from within identify current employees for job openings
by having individuals bid for jobs
by using their HR management system
by utilizing employee referrals
Recruiting Sources
Advantages
good public relations
morale building
encouragement of employees and members of protected groups
knowledge of existing employee performance
cost-savings
candidates’ knowledge of the organization
opportunity to develop mid- and top-level managers
Disadvantages
possible inferiority of internal candidates
infighting and morale problems
potential inbreeding
Promoting from Within
Recruiting Sources
employee
referrals
Current employees can be asked to recommend recruits.
Advantages:
the employee’s motivation to make a good recommendation
the availability of accurate job information for the recruit
employee referrals tend to be more acceptable applicants, more likely to accept an offer, and have a higher survival rate
Disadvantages:
the possibility of friendship being confused with job performance
the potential for nepotism
the potential for adverse impact
Recruiting Sources
external
searches
Advertisements: Must decide type and location of ad, depending on job; decide whether to focus on job (job description) or on applicant (job specification).
Three factors influence the response rate:
identification of the organization
labor market conditions
the degree to which specific requirements are listed.
Blind box ads do not identify the organization.
Recruiting Sources
Employment Agencies:
public or state employment services focus on helping unemployed individuals with lower skill levels to find jobs
private employment agencies provide more comprehensive services and are perceived to offer positions and applicants of a higher caliber
management consulting firms (“headhunters”) research candidates for mid- and upper-level executive placement
executive search firms screen potential mid/top-level candidates while keeping prospective employers anonymous
Recruiting Sources
Schools, colleges, and universities:
may provide entry-level or experienced workers through their placement services
may also help companies establish cooperative education assignments and internships
Recruiting Sources
See:
http://www.inxpo.com/products/virtual-career-fairs/index.htm
http://work.secondlife.com/worksolutions/meetings/
From the WSJ: http://online.wsj.com/article/SB118229876637841321.html
Job fairs:
attended by company recruiters seeking resumes and info from qualified candidates
Virtual online job fairs could bring employers and job seekers together online by logging into a specific Web site at a certain time. Some sites use avatars as candidates and recruiters.
Recruiting Sources
Professional organizations:
publish rosters of vacancies
run placement services at meetings
control the supply of prospective applicants
labor unions are also in this category
Unsolicited applicants (walk-ins):
may provide a stockpile of prospective applicants if there are no current openings
Recruiting Sources
online
sources
most companies use the Internet to recruit employees
job seekers use online resumes and create Web pages about their qualifications
Recruiting Sources
recruiting
alternatives
Temporary help services:
temporary employees help organizations meet short-term fluctuations in HRM needs
older workers can also provide high-quality help
Employee leasing:
trained workers are employed by a leasing company, which provides them to employers when needed for a flat fee
typically remain with an organization for longer periods of time
Independent contractors:
do specific work either on or off the company’s premises
costs of regular employees (i.e. taxes and benefits costs) are not incurred
A Global Perspective
For some positions, the whole world is a relevant labor market. So, HR can recruit
home-country nationals when searching for someone with extensive company experience to launch a product in a country where it has never sold before
host-country nationals when a foreign subsidiary is being established and HQ wants to retain control yet hire someone with local market knowledge
candidates of any nationality, creating a truly international perspective
Your Own Job Search
Preparing Your Resume
use quality paper and easy-to-read type
proofread carefully
include volunteer experience
use typical job description phraseology
use a cover letter to highlight your greatest strengths
Job searching takes training, commitment,
endurance, and support. Start searching well before you plan to start work.
Use networking to gain access to an organization.
Matching
constraints on recruiting efforts
recruiting sources
recruiting
affects recruiting efforts
recruiting alternatives
temp services and employee leasing
matching those with jobs to fill with those seeking jobs
employment conditions in the area
organization’s image
internal/external searches
