External Recruitment

&

Internal Recruitment

Staffing Activities: Staffing Activities: RecruitmentRecruitment

Staffing Activities:Staffing Activities:

External RecruitmentExternal Recruitment

Organization StrategyOrganization Strategy HR and Staffing StrategyHR and Staffing Strategy

Staffing Policies and Programs

Staffing System and Retention Management

Support Activities

Legal compliance

Planning

Job analysis

Core Staffing Activities

Recruitment: External, internal

Selection:Measurement, external, internalEmployment:Decision making, final match

OrganizationVision and Mission

Goals and Objectives

Staffing Organizations ModelStaffing Organizations Model

OutlineOutline

Recruitment Planning Organizational Issues Administrative IssuesRecruiters

Strategy Development Open vs. Targeted

Recruitment Recruitment Sources Choice of Sources When to Look

Searching Communication Message Communication Medium

Applicant Reactions Transition to Selection Legal Issues

Definition of Job Applicant Targeted Recruitment Electronic Recruitment Job Advertisements Fraud and

Misrepresentations

Recruitment PlanningRecruitment Planning

Organizational issues

Administrative issues

Recruitment Planning: Organizational IssuesRecruitment Planning: Organizational Issues

In-house vs. external recruitment agencyMany companies do recruiting in-house

Recommended approach for large companies

Smaller companies may relyon external recruitment agencies

Individual vs. cooperative recruitment alliancesCooperative alliances involve arrangements to share

recruitment resources

Centralized vs. decentralized recruitment

Recruitment Planning: Administrative IssuesRecruitment Planning: Administrative Issues

RequisitionsPersonnel Requisition

Number of contactsYield 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

Recruitment Planning: Administrative Issues Recruitment Planning: Administrative Issues (continued)(continued)

Recruitment budgetExample of a Recruitment Budget for 500 New Hires

Development of a recruitment guideRecruitment Guide for Director of Claims

Process flow and record keeping Selecting recruiters Training recruiters Rewarding recruiters

Considerations Related to Recruiters: Considerations Related to Recruiters: SelectionSelection

Desirable characteristics of recruitersStrong interpersonal skillsKnowledge about company, jobs,

and career-related issuesTechnology skillsEnthusiasm

Various sources of recruitersHR professionalsLine managersEmployees

Considerations Related to Recruiters: Considerations Related to Recruiters: Training and RewardsTraining and Rewards

TrainingTraditional areas of training

Interviewing skills, job analysis, interpersonal skills, laws, forms and reports, company and job characteristics, and recruitment targets

Nontraditional areas of training Technology skills, marketing skills, working with other

departments, and ethics Rewards

Performance must be monitored and rewarded Effective recruiter behaviors End results

Recruitment Sources Recruitment Sources

Unsolicited

Employee referrals and networks

Advertisements

Recruiting online

Colleges and placement offices

Employment agencies

Executive search firms

Professional associations and meetings

State Employment services

Outplacement services

Community agencies

Job fairs

Co-ops and internships

Approaches to Recruiting OnlineApproaches to Recruiting Online

Job postings on Internet job boards

Searching Web-based databases

List of Recruiting Web Sites

Job postings on organization’s Web site

Mining databases

Innovative Recruitment Sources Innovative Recruitment Sources

Religious organizations

Interest groups

Realtors

Senior networks

Strategy Development: Strategy Development: Criteria Affecting Choice of SourcesCriteria Affecting Choice of Sources

Sufficient quantity and quality

Cost

Past experience with source

Impact on HR outcomes

Satisfaction

Performance

Retention

Effectiveness of Recruitment SourcesEffectiveness of Recruitment Sources

Effectiveness

Involves assessing impact of sources on increased employee satisfaction, performance, and retention

Research results

Most effective

Referrals, job postings, rehiring offormer employees

Least effective

Newspaper ads, employment agencies

Strategy Development: Strategy Development: When to LookWhen to Look

Lead time concerns

Goal -- Minimize delay in filling vacancies

Effective planning requirements

Establishment of priorities for job openings

Prepared recruiters

Time sequence concerns

Staffing flowchart

Time-lapse statistics

Searching: Communication MessageSearching: Communication Message

Job requirements and rewards matrices Type of messages

Realistic recruitment message -- RJPRJP for Elementary School Teachers

BrandingTargeted messages

Choice of messagesNature of labor marketVacancy characteristicsApplicant characteristics

Searching: Communication MediumSearching: Communication Medium

Recruitment brochures

Videos and videoconferencing

Advertisements Types of ads

Classified ad

Classified display ad

Display ad

Online ad

Telephone messages

Organizational Web sites

Radio

E-mail

Applicant ReactionsApplicant Reactions

Reactions to recruiters Influence of recruiter vs. job characteristics Influence of recruiter on attitudes and behaviors Demographics of recruiters Influential recruiter behaviors

Reactions to recruitment process Relationship of screening devices to job Delay times in recruitment process Funding of recruitment process Credibility of recruiter during recruitment process

Transition to SelectionTransition to Selection

Involves making applicants aware ofNext steps in hiring process

Selection methods used and instructions

Expectations and requirements