recruiting mana 3320 dr. jeanne michalski [email protected]
TRANSCRIPT
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