Recruiting MN 301 – Human Resource Management Craig W. Fontaine, Ph.D. Pine Manor College Fall...

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Recruiting MN 301 – Human Resource Management Craig W. Fontaine, Ph.D. Pine Manor College Fall 2014

Transcript of Recruiting MN 301 – Human Resource Management Craig W. Fontaine, Ph.D. Pine Manor College Fall...

Recruiting

MN 301 – Human Resource Management

Craig W. Fontaine, Ph.D.Pine Manor College

Fall 2014

Recruiting Process of generating a pool of qualified

applicants for organizational jobs Considerations

Recruiting Stages

Requirements to be an Effective Recruiter

Know the industry and where to successfully recruit

Identify keys to success in the labor market Cultivate relationships with sources of

prospective employees Promote the company brand Use recruiting metrics to measure the

effectiveness of recruiting efforts

Recruiting Competencies

Recruiting-related knowledge Communications skills Diversity and sensitivity skills Ethical recruiting behaviors Multi-tasking skills

Labor Market Components: Key Terms

Labor Markets

The external supply pool from which organizations attract their employees

Labor Force Population

All individuals who are available for selection if all possible recruitment strategies are used.

Applicant Population

A subset of the labor force that is available for selection using a particular recruiting approach.

Applicant Pool

All persons who are actually evaluated for selection

Labor Market Components

Labor Markets and Recruiting

Labor MarketsLabor MarketsLabor MarketsLabor Markets

IndustryIndustryandand

OccupationalOccupational

KSAsKSAs

IndustryIndustryandand

OccupationalOccupational

KSAsKSAs

GeographicGeographic

LocalLocalRegionalRegionalNationalNational

InternationalInternational

GeographicGeographic

LocalLocalRegionalRegionalNationalNational

InternationalInternational

Educational Educational andand

Technical Technical QualificationsQualifications

Educational Educational andand

Technical Technical QualificationsQualifications

Recruiting Presence and ImageEmployment brand: Image of the

organization that is held by both employees and outsiders Company brand can help generate more recruits

through applicant self-selection

Factors Related to Recruiting Decisions…

Organization-Based versus Outsourced Recruiting

Use in-house staff in permanent

or…. Recruitment process outsourcing (RPO)

Improves the number and quality of recruiting candidates

Reduces recruiting costs

Professional Employer Organizations (PEO) and employee leasing Employer signs an agreement with the PEO

Organization-Based versus Outsourced Recruiting

Staff is hired by the leasing firm and leased back to the company for a fee

Leasing firm:

Writes the paychecks

Pays taxes

Prepares and implements HR policies

Keeps all the required records for the employer

Regular versus Flexible Staffing Employers are hesitant to hire full-time

employees due to: Increased cost

Economic conditions

Excessive competition

Government considerations

Regular versus Flexible Staffing Temporary workers - Employers can hire

their own staff members or make use of agencies on a rate-per-day/week basis Purpose of hiring temporary workers

Match the firm’s needs with the right workers

Avoid costs associated with benefits

Enhance staffing flexibility

Regular versus Flexible Staffing Independent contractors - Workers who

perform specific services on a contract basis Advantageous for the employer as they do not

have to pay benefits

Done by individuals who are:

Highly skilled

Highly experienced

Not affected by familial responsibilities

Pros and Cons of Utilizing Flexible Staffing

Recruiting and Diversity Considerations

EEO and Recruiting Efforts Organizations must work to reduce:

External disparate impact

Underrepresentation of protected-class members

Special ways to reduce disparate impact can be identified as: Goals listed in the affirmative action programs

(AAPs)

EEO and Recruiting Efforts Equal Employment Opportunity Commission

(EEOC) guidelines state that: No direct or indirect references implying gender or

age are permitted

Advertisements should contain wording about being an equal opportunity employer

Specific designations such as EEO/M-F/AA/ADA can be given in the advertisements

Recruiting diversity Nontraditional diverse recruitees

Persons with different racial/ethnic backgrounds

Older workers over 40 years of age

Single parents

Workers with disabilities

Welfare-to-work workers

Homeless/substance abuse workers

Realistic Job Previews Provides a balanced view of:

Advantages, demands, expectations, and challenges in an organization or a job

Help attract employees with more realistic expectations

Reduce the number of employees who quit a few months after being hired

Recruiting Source Choices: Internalversus External

Internal recruitment - Promoting from within an organization

External recruitment - Recruiting from outside an organization

Possible strategy for organizations that face rapidly changing competitive environments and conditions might be to: Promote from within if a qualified applicant exists

Go to external sources if not

Advantages and Disadvantages of Internal and External Recruiting Sources

What to Include in an Effective Recruiting Ad

Internet Recruiting Methods

Job BoardsJob BoardsJob BoardsJob Boards

Professional/Professional/Career Web SitesCareer Web Sites

Professional/Professional/Career Web SitesCareer Web Sites

Employer Web SitesEmployer Web SitesEmployer Web SitesEmployer Web Sites

Internet Recruiting

• Cost effective recruiting• Recruiting less time

consuming• Broader exposure and

diverse pool of applicants• Better targeting of specific

audiences• Recruiters can reach passive

job seekers

• More unqualified applicants• Additional work for HR staff• Many applicants are not

seriously seeking employment• Access limited or unavailable

to some applicants• Privacy of information and

discrimination issues

Advantages Disadvantages

Internet Recruiting

Social Networking Recruiting Advantages

• Allows job seekers to connect with employees of potential employers

• Allows employers to engage in social collaboration by joining and accessing social technology networks to help applicants post resumes and complete applications online

External Recruiting Sources Media sources - Newspapers, magazines,

television, radio, and billboards have been widely used in external recruiting Internet media sources such as postings, ads,

videos, and Webinars are also used

Media Ads Effectiveness of evaluating media ads

Easy ways to track responses to ads

Different contact names

E-mail addresses

Phone number codes in each ad

After hiring, follow-up should be done

Shows which sources produced the employees who stay longer and perform better

External Recruiting SourcesCompetitive recruiting sources -

Includes professional societies and trade associations that: Publish newsletters or magazines and have Web

sites containing job ads

External Recruiting SourcesEmployment agencies - Public and

private recruiting source Public employment agencies - Operate branch

offices in cities throughout the states

Do not charge fees to applicants or employers

Private employment agencies - Operate in most cities for a fee collected from:

Either the employee or the employer

External Recruiting Sources Headhunters: Focus their efforts on executive,

managerial, and professional positions

Executive search firms split into:

Contingency firms - Charge a fee after the candidate is hired

Retainer firms - Charge a fee whether or not the candidate is successfully hired

External Recruiting SourcesLabor unions - Labor pool is available

through a union Workers can be dispatched from the hiring hall to

particular jobs to meet the needs of employers

Job fairs - To help bring employers and potential job candidates together

Creative recruiting - Can be used to generate a pool of qualified applicants quickly to fill jobs in a timely manner

College Recruiting Desirable attributes of college recruits

Desirable grade point average (GPA)

Attending elite universities

Specialty fields at certain colleges

Internships

College Recruiting: Considerations for Employers

External Recruiting SourcesSchool recruiting

Cooperative programs

Students work part-time while attending school

Summer internships

Mentoring programs

Recruiting Evaluation and Metrics

Recruiting Measurement Areas

General Recruiting Process Metrics

• Comparison of the number of applicants at one stage of the recruiting process with the number at the next stage

Yield Ratios

• Percentage hired from a given group of candidates

Selection Rate

• Percent of applicants hired divided by total number of applicants offered jobs

Acceptance Rate

• Longer-term measure of recruiting effectiveness is the success rate of applicants

Success Base Rate

Sample Recruiting Evaluation Pyramid