recruiting module 2. strategic recruiting decisions sample sample organization-based vs. outsourced...
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Strategic Recruiting Decisions
Sample
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Organization-Based
vs. Outsourced Recruiting
Recruiting Presence and Image
Training of Recruiters
Regular vs. Flexible Staffing
Recruiting and EEO:
Diversity Considerations
Recruiting Nontraditional
Workers
Recruiting Source Choices:
Internal vs. External
Strategic Recruiting Decisions
SampleRealistic Job
Previews
Strategic Approach to Recruiting
Benefits of a Strategic Approach Matches recruiting activity with organizational and human
resource plans. Acquiring the Right Human Capital Entails:
Knowing the business and industry to successfully recruit qualified employees
Identifying keys to success in the labor market, including ways to deal with competitors’ recruiting efforts (cherry picking!)
Cultivating networks and relationships with sources of prospective employees
Promoting the company brand so that the organization becomes known as a good place to work
Creating recruiting metrics in order to measure the effectiveness of recruiting efforts (offer:acceptance ratio)
Recruiting and Labor MarketsDefinitions
Recruiting The process of generating a pool of qualified applicants for
organizational jobs
Labor Markets The external supply pool from which organizations attract their
employees
Tight versus Loose Labor Markets Low unemployment creates competition for employees, raising labor
costs. High unemployment results the availability of more applicants and
more qualified applicants.
Labor Market ComponentsDefinitions
• Labor Force Populationo All individuals who are available for selection if all possible recruitment
strategies are used.
• Applicant Populationo A subset of the labor force that is available for selection using a
particular recruiting approach.
• Applicant Poolo All persons who are actually evaluated for selection
Recruiting DecisionsRecruiting method
Advertising medium chosen, including use of employment agencies
Recruiting message What is said about the job and how it is said
Applicant qualifications required Education level and amount of experience necessary, for example
Administrative procedures When recruiting is done, applicant follow-up, and use of previous
applicant files
Labor Markets and Recruiting
Labor MarketCharacteristic
s
Labor MarketCharacteristic
s
Industryand
Occupational
Markets
KSAs
Industryand
Occupational
Markets
KSAs
GeographicMarkets
Local, RegionalNational
InternationalGlobal
GeographicMarkets
Local, RegionalNational
InternationalGlobal
Educational and
TechnicalMarkets
Qualifications
Educational and
TechnicalMarkets
Qualifications
Strategic Recruiting Decisions
Organization-Based vs. Outsourced Recruiting HR knows organization best Outsourcing frees up time, cost savings, often better access to markets,
understands the industry better and decreases HR Staff
Professional Employer Organizations (PEOs) and Employee Leasing Saves HR costs but increases total payroll costs Increases compliance with government regulations and requirements. Benefits may be more available
Typical Division of HR Responsibilities:
Recruiting
How will HR increase value to the organization here?
HR Staffing Chart- “Performance to Plan” Metric
Effective RecruitingRecruiting
Presence and Image
RecruitingPresence and
Image
Training of Recruiters
Training of Recruiters
Regular vs. Flexible Staffing
Regular vs. Flexible Staffing
EffectiveRecruiting
EffectiveRecruiting
Regular vs. Flexible Staffing
• Flexible Staffingo The use of workers who are not traditional employees.o Temporary workers
• Hiring temporary staff members or contracting with agencies supplying temporary workers on a rate-per-day or rate-per-week basis.
o Independent contractors• Workers who perform specific services on a contract basis.
• Cost/Benefit of Flexible Staffing
Recruiting Diverse Workers
• Older Workerso Mid-life career changers: Those who are burned out in their jobs and
career fields and leave voluntarily to try new fieldso Displaced older workers: Those who have worked but have been
displaced, often involuntarily, through job reductions or plant closingso Retirees: Those who took early retirement buyouts or formally retired
from prior jobs
• Individuals with Disabilities
Internal RecruitingOrganizational Databases
Profiles containing background and KSA information on current employees that allow for key word searches to locate suitable candidates for open positions and career development.
Skills Management System(s)
Job Posting A system in which the employer provides notices of job openings and
employees respond by applying.
Promotions and Transfers Upward and lateral movements of employees
Employee-Focused Recruiting
• Current-Employee Referralso A reliable source composed of acquaintances, friends, and family
members of employees that are recommended by current employees.o Can violate EEO regulations if it is the sole source of applicants.
• Re-recruiting of Former Employees and Applicantso Individuals who have left for other jobs might be willing to return.
External Recruiting
Employment Agenciesand Headhunters
Employment Agenciesand Headhunters
College and University Recruiting
College and University Recruiting
High Schools and Technical Schools
High Schools and Technical Schools
LaborUnions
LaborUnions
External Recruiting
Sources
Media Sourcesand Job Fairs
Media Sourcesand Job Fairs
CompetitiveSources
CompetitiveSources
Internet Recruiting Methods
Job BoardsJob Boards
Professional/Career Web Sites
Professional/Career Web Sites
Employer Web Sites
Employer Web Sites
E-RecruitingMethods
E-RecruitingMethods
How does organizational image affect this aspect of recruiting?
Internet Recruiting (cont’d)
• Advantageso Recruiting cost savings
o Recruiting time savings
o Expanded pool of applicants
o Morale building for current employees
• Disadvantageso More unqualified
applicants• Use technology to counter this such as key
word search, .E.g., screening software
o Additional work for HR staff members
o Many applicants are not seriously seeking employment
o Access limited or unavailable to some applicants
Legal Issues in Internet Recruiting
© 2011 Cengage L6–23
The use (or misuse) of screening software
Collection of federally required applicant
information
Exclusion of protected classes from the process
Proper identification of “real” applicants
Maintaining confidentiality
and privacy
Legal Issues in Internet Recruiting
Recruiting Evaluation and Metrics
Evaluating
Recruiting
Satisfaction
Evaluating
Recruiting
Satisfaction
Evaluating
Recruiting Quality
and Quantity
Evaluating
Recruiting Quality
and Quantity
Evaluating
the Time Required
to Fill Openings
Evaluating
the Time Required
to Fill Openings
Evaluating
Recruiting Costs
and Benefits
Evaluating
Recruiting Costs
and Benefits
Evaluating Recruiting Efforts
Evaluating Recruiting Efforts
Which predicts…
General Recruiting Process Metrics
• Offer: Acceptance Ratio o arguably the most important yield ratio
• Yield ratioso A comparison of the number of applicants at one stage of
the recruiting process to the number at the next stage.• Selection rate
o The percentage hired from a given group of candidates.• Acceptance Rate
o The percent of applicants who accepted a job offers divided by total number of applicants who received job offers.
• Success Base Rateo Comparing the percentage rate of past applicants who
were good employees to that of current employees.