Chapter 7The Recruiting Process

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Internal Versus External Staffing

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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

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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

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Example Recruitment Budget

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Recruitment Planning: Administrative Issues (continued)

Process flow and record keepingRecruiters

Selecting recruitersTraining recruiters

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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.

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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.

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Strategy Development

Open vs. targeted recruitmentChoosing an audience

Recruitment sourcesChoosing ways to get the message out

Recruiting metricsAssessing the effectiveness of recruiting

methods

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Making the Choice Between Open and Targeted Recruiting

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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

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Features of High-Impact Organizational Websites

Easily navigatedRésumé buildersDetailed information on career

opportunitiesClear graphicsAllow applicants to create profilesSelf-assessment inventories

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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

Comparing Choice of Messages

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Searching: Communication Medium

Recruitment brochuresVideos and videoconferencingAdvertisements

Classified advertisementsOnline advertisements (banner ads)Radio and television advertisements

Organizational websitesDirect contact (telephone or e-mail)

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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

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Transition to Selection

Involves making applicants aware ofNext steps in hiring processSelection methods used and instructions Expectations and requirements

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Strategy Development:Internal Recruitment Sources

Job posting Intranet Talent management systemNominationsReplacement and succession plansCareer development centers

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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)

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Transition to Selection

Involves making applicants aware ofNext steps in hiring process

Selection methods used and instructions Expectations and requirements

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Metrics for Evaluating Recruiting Methods – Internal and External

Quantity Quality Cost Impact on HR Outcomes

Employee satisfaction Job performance Diversity Retention