Internal and External Recruiting

MANA 4328

Dennis C. Veit

dveit@uta.edu

RECRUITMENT

Process of identifying and attracting potential job applicants who are qualified for job openings and interested in working for your organization.

Selection:Selection:Job OffersJob Offers

Recruitment:Recruitment:Pool of qualified and Pool of qualified and interested applicantsinterested applicants

HR PlanningHR Planning::Number of jobsNumber of jobs

to be filledto be filled

Job AnalysisJob Analysis::Job Descriptions Job Descriptions

and Minimum KSA’sand Minimum KSA’s

Process Inputs and OutputsProcess Inputs and Outputs

Internal Recruiting

Why recruit internally? Why NOT recruit internally

Open vs. Closed recruiting When should you post a job? When should you NOT post a job?

Succession Planning Strategic Staffing @ Microsoft GE “Session C”

Succession Planning at GE

Roughly 75 positions in top 500 are vacant each year. GE fills about 20% from outside the organization. Management Development Program

GE Execs prepare resumes listing their accomplishments, strengths, and ideal next moves.

CEO and top managers decide who is selected Only 360 professionals--six classes of 60--get selected.

Special Job Assignments Lead “Work-Out” “Popcorn Stands” or “Grocery Counters”

Coaching / Mentoring Outside classes and learning opportunities

Companies Run by Former GE Execs

Rubbermaid AlliedSignal Owens Corning Stanley Works Home Depot Conseco

Referrals

From: Blackwater Employment Date: Jul 10, 2007 4:24 PMSubject: Blackwater Security Positions Available for people with experienceTo: xxxx

Dear Friend,

In order to staff a current contract, Blackwater Worldwide is offering a $1,000.00 referral fee for a limited time. Payable to any member of the Blackwater Tactical Community who refers a qualified candidate who successfully deploys for us to an area of Blackwater operation. Referrals are paid only when the candidate reports for the duty assignment in the area of operations. In the event of a referral dispute, Blackwater Worldwide reserves the right at its sole discretion to determine the referral fee recipient.

SECURITY POSITIONS

Qualifications

Note -These are hard requirements! Please do not apply if you do not meet these basic requirements.

· 8 years of Military service with qualifications in one of the following: US Navy SEALS, Army Special Forces or Rangers, Marine Force Recon, Air Force PJ or CCT

· Must have or be eligible for US Government Secret Clearance. Must be a US Citizen!

· Must have a minimum of one year experience in Iraq or Afghanistan

· Must be proficient in small arms and be in excellent physical condition

If you or someone you know is interested, please send resumes to D.Carter at XXXXXX@blackwaterusa.com. We appreciate your time and consideration.

Opportunistic Hiring

Companies need to hunt for talent continuously to capture people when they are ready to make a move.

Identify ideal candidates and court that person. Hire them for a specific position even if the slot is not currently

open. While they are waiting for that position they can be doing special

projects and getting to know the organization.

GE brings in 100 people a year

Within 18 months they are hired from the “bullpen” into line jobs within the different divisions.

External Recruiting Sources

Walk-insBroad

Internet Print advertisements Colleges & Universities Job Fairs Employment agencies Temporary agencies Referrals from current employees Former employees Headhunters Narrow

Internet Recruiting General Sites

http://careers.yahoo.com http://www.careerbuilder.comhttp://www.monster.comhttp://www.headhunter.nethttp://www.brassring.com http://www.hotjobs.comhttp://www.flipdog.com http://www.jobs.com

Government Affiliatedhttp://www.vetjobs.comhttp://www.ajb.org

Georgraphic Locationhttp://www.dfwjobs.com

Industry Specifichttp://jobs.aviationnow.com http://www.ejobs.orghttp://www.jobs4hr.com http://www.lawenforcementjobs.comhttp://www.streetjobs.com http://www.ministryjobs.com

Applicant Specifichttp://www.bilingual-jobs.com http://www.jobsformoms.com

And many many more…..

Deciding on a Source

Quantity of applicantsLarge headcount vs. single jobs

Quality of applicantsSpecialized skills vs. general skills

Types of people that the media reachesPrint ads vs. internet ads

Location and Relocation Budget Lead times Legal issues and diversity

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/.

Gimme an Rx! Cheerleaders Pep Up Drug Sales

As an ambitious college student, Cassie Napier had all the right moves - flips, tumbles, an ever-flashing America's sweetheart smile - to prepare for her job after graduation. She became a drug saleswoman.

Known for their athleticism and persuasive enthusiasm, cheerleaders have many qualities the drug industry looks for in its sales force.

T. Lynn Williamson, Ms. Napier's cheering adviser at Kentucky, says he regularly gets calls from recruiters looking for talent, mainly from pharmaceutical companies. "They watch to see who's graduating," he said.

NYT 11/28/05

Attracting Top Talent

Google Finds Novel Ways to Feed Hiring Machine NYT 5.28.07

On a spring Saturday, about 90 students converged on Google's corporate campus for a day of spirited team competition over mind-bending puzzles, Lego building problems and video games called the “Google Games.” These are no-pressure recruiting occasions meant to create excitement around their companies and impress potential recruits as young as college freshmen.

To lure talent, companies have expanded their recruiting arsenal far beyond the traditional job fair to include a growing number of events like technology lectures, cocktail parties, pizza parties, treasure hunts and programming contests, dubbed ''code jams'' or ''hack days.''

David Nguyen, a doctoral student at Berkeley who went to Google for the games, said the company clearly understands its target audience. ''This is exactly the kind of person they want,'' Mr. Nguyen said, ''someone who is going to work and solve problems on a Saturday and enjoy it.''

Choosing A Message

What is Most Important For You?

Interesting work Wage / Salary Incentive Pay Benefits Growth / Development Opportunities Job Security Location

Factors That Attract Top Talent

Source: E. G. Chambers, H. Hanafield-Jones, S. M. Hankin, and E. G. Michaels, III, “Win the War for Top Talent,” Workforce 77, no. 12 (December 1998): 50–56. Used with permission of McKinsey & Co.

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

“An Army of One”

The new slogan drew sharp criticism from some veterans and analysts who said it emphasized individualism over collective action.

"I keep telling the old guys like me who are a little concerned about the nontraditional message that we're not recruiting you. Go ask your grandson or granddaughter what turns them on, and that's where you're going to find the Army.” Army Recruiter

Teens surveyed said they didn't feel that the Army was "made up of people." They thought joining the Army meant disappearing as a small cog in a large machine.

Realistic Job Preview

Is the Army Stretched Too Thin? Time Aug. 24, 2003

“Peacekeeping is not what the U.S. troops were trained to do. Soldiers whose combat edge has been honed inside an M-1 tank are not well equipped to provide a war's victims with food and water.”

"The worst thing you can do, in terms of retention, is to have square pegs stuck in round holes," says David Chu, the Pentagon's personnel chief. "The guy or gal who doesn't get to do what he or she signed up to do is the most dissatisfied soldier."