Chapter 7 The Recruiting Process. 5-2 Internal Versus External Staffing 3-2.
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Transcript of Chapter 7 The Recruiting Process. 5-2 Internal Versus External Staffing 3-2.
5-3
Recruitment Planning: Administrative Issues
In-house vs. external recruitment agency Many companies do recruiting in-house
Recommended approach for large companies
Smaller companies may relyon external recruitment agencies
5-4
Recruitment Planning: Administrative Issues
Requisitions Number of contacts
Yield ratio - Relationship of applicant inputs to outputs at various decision points
Types of contacts Qualifications to perform job must be clearly
established Consideration must be given to job search and
choice process used by applicants
5-6
Recruitment Planning: Administrative Issues (continued)
Process flow and record keepingRecruiters
Selecting recruitersTraining recruiters
5-7
Recruitment Planning: Administrative Issues (continued)
Definition of job applicant - EEOC In order for an individual to be an applicant in the
context of the Internet and related electronic data processing technologies, the following must have occurred:
the employer has acted to fill a particular position; the individual has followed the employer's standard
procedures for submitting applications; and the individual has indicated an interest in the particular
position.
5-8
Recruitment Planning: Administrative Issues (continued)
Definition of job applicant - OFCCP The individual submits an expression of interest in
employment through the Internet or related electronic data technologies;
The contractor considers the individual for employment in a particular position;
The individual's expression of interest indicates the individual possesses the basic qualifications for the position; and,
The individual at no point in the contractor's selection process prior to receiving an offer of employment from the contractor, removes himself or herself from further consideration or otherwise indicates that he or she is no longer interested in the position.
5-9
Strategy Development
Open vs. targeted recruitmentChoosing an audience
Recruitment sourcesChoosing ways to get the message out
Recruiting metricsAssessing the effectiveness of recruiting
methods
5-11
Recruitment Sources
Applicant initiated Employee referrals Employee networks Advertisements Employment websites Colleges and placement
offices Employment agencies
Executive search firms Professional
associations and meetings
Social service agencies Outplacement services Job fairs Internships
5-12
Features of High-Impact Organizational Websites
Easily navigatedRésumé buildersDetailed information on career
opportunitiesClear graphicsAllow applicants to create profilesSelf-assessment inventories
5-13
Employment Brand
Appealing message to potential applicants
Closely related to product market imageGoal is to general interest in pursuing job
with that organizationCould be based on reputation, values,
culture, or other factorHaving established brand can help with
employee retention for employees motived to work there due to branding
5-15
Searching: Communication Medium
Recruitment brochuresVideos and videoconferencingAdvertisements
Classified advertisementsOnline advertisements (banner ads)Radio and television advertisements
Organizational websitesDirect contact (telephone or e-mail)
5-16
Applicant Reactions
Reactions to recruiters Influence of recruiter on attitudes and behavior Influential recruiter behaviors
Warmth and knowledge of the job Reactions to recruitment process
Relationship of screening devices to job Delay times in recruitment process Credibility of recruiter during recruitment process
5-17
Transition to Selection
Involves making applicants aware ofNext steps in hiring processSelection methods used and instructions Expectations and requirements
6-18
Strategy Development:Internal Recruitment Sources
Job posting Intranet Talent management systemNominationsReplacement and succession plansCareer development centers
6-19
Applicant Reactions
Minimal research regarding reactions of applicants to internal recruitment process
Perceived fairnessDistributive justice - Perceived fairness of
actual decisionProcedural justice - Perceived fairness
of process (policies and procedures)
6-20
Transition to Selection
Involves making applicants aware ofNext steps in hiring process
Selection methods used and instructions Expectations and requirements