5 1 Part 3 Staffing Activities Recruitment Chapter

5 -1 Part 3 Staffing Activities: Recruitment Chapter 5: External Recruitment Chapter 6: Internal Recruitment Mc. Graw-Hill/Irwin © 2004 The Mc. Graw-Hill Companies, Inc. , All Rights Reserved.

5 -2 CHAPTER FIVE Staffing Activities: External Recruitment Screen graphics created by: Jana F. Kuzmicki, Ph. D Troy State University-Florida and Western Region Mc. Graw-Hill/Irwin © 2004 The Mc. Graw-Hill Companies, Inc. , All Rights Reserved.

5 -3 Staffing Organizations Model Organization Vision and Mission Goals and Objectives Organization Strategy HR and Staffing Strategy Staffing Policies and Programs Support Activities Core Staffing Activities Legal compliance Planning Recruitment: Selection: Job analysis Employment: External, internal Measurement, external, internal Decision making, final match Staffing System and Retention Management Mc. Graw-Hill/Irwin © 2004 The Mc. Graw-Hill Companies, Inc. , All Rights Reserved.

5 -4 Chapter Outline n Recruitment Planning u Organizational Issues u Administrative Issues n Strategy Development u Open vs. Targeted Recruitment u Recruitment Sources u Choice of Sources u When to Look n Applicant Reactions n Transition to Selection n Legal Issues u Definition of Job Applicant u Targeted Recruitment u Electronic Recruitment u Job Advertisements u Fraud and Misrepresentations n Searching u Communication Message u Communication Medium Mc. Graw-Hill/Irwin © 2004 The Mc. Graw-Hill Companies, Inc. , All Rights Reserved.

5 -5 Recruitment Planning n Organizational issues n Administrative issues Mc. Graw-Hill/Irwin © 2004 The Mc. Graw-Hill Companies, Inc. , All Rights Reserved.

5 -6 Recruitment Planning: Organizational Issues n In-house u Many vs. external recruitment agency companies do recruiting in-house Ø Recommended approach for large companies u Smaller companies may rely on external recruitment agencies n Individual vs. cooperative recruitment alliances u Cooperative alliances involve arrangements to share recruitment resources n Centralized Mc. Graw-Hill/Irwin vs. decentralized recruitment © 2004 The Mc. Graw-Hill Companies, Inc. , All Rights Reserved.

5 -7 Recruitment Planning: Administrative Issues n Requisitions u Exh. 5. 1: Personnel Requisition n Number of contacts u Yield ratio - Relationship of applicant inputs to outputs at various decision points n Types of contacts u Qualifications to perform job must be clearly established u Consideration must be given to job search and choice process used by applicants Mc. Graw-Hill/Irwin © 2004 The Mc. Graw-Hill Companies, Inc. , All Rights Reserved.

5 -8 Exh. 5. 1: Personnel Requisition Mc. Graw-Hill/Irwin © 2004 The Mc. Graw-Hill Companies, Inc. , All Rights Reserved.

5 -9 Recruitment Planning: Administrative Issues (continued) n Recruitment budget u Exh. 5. 2: Example of a Recruitment Budget for 500 New Hires n Development u Exh. of a recruitment guide 5. 3: Recruitment Guide for Director of Claims n Selecting recruiters n Training recruiters n Rewarding recruiters n Process flow and record keeping Mc. Graw-Hill/Irwin © 2004 The Mc. Graw-Hill Companies, Inc. , All Rights Reserved.

5 -10 Considerations Related to Recruiters: Selection n Desirable characteristics of recruiters u Strong interpersonal skills u Knowledge about company, jobs, and career-related issues u Technology skills u Enthusiasm n Various sources of recruiters u HR professionals u Line managers u Employees Mc. Graw-Hill/Irwin © 2004 The Mc. Graw-Hill Companies, Inc. , All Rights Reserved.

5 -11 Considerations Related to Recruiters: Training and Rewards n Training u Traditional areas of training Ø Interviewing skills, job analysis, interpersonal skills, laws, forms and reports, company and job characteristics, and recruitment targets u Nontraditional Ø areas of training Technology skills, marketing skills, working with other departments, and ethics n Rewards u Performance must be monitored and rewarded Ø Effective recruiter behaviors Ø End results Mc. Graw-Hill/Irwin © 2004 The Mc. Graw-Hill Companies, Inc. , All Rights Reserved.

5 -12 Strategy Development n Open vs. targeted recruitment n Recruitment n Choice n When sources of sources to look Mc. Graw-Hill/Irwin © 2004 The Mc. Graw-Hill Companies, Inc. , All Rights Reserved.

5 -13 Open vs. Targeted Recruitment n Open recruitment n Targeted u recruitment Job requirements matrix u Demographics u Geographic area u Recruitment sources u Tradition Mc. Graw-Hill/Irwin u Former employees u Passive job seekers u The military u Special availabilities u Key shortages © 2004 The Mc. Graw-Hill Companies, Inc. , All Rights Reserved.

5 -14 Recruitment Sources n Unsolicited n Executive search firms n Employee referrals and networks n Professional associations and meetings n Advertisements n State Employment services n Recruiting online n Outplacement services n Colleges and placement offices n Community agencies n Job fairs n Co-ops and internships n Employment agencies Mc. Graw-Hill/Irwin © 2004 The Mc. Graw-Hill Companies, Inc. , All Rights Reserved.

5 -15 Approaches to Recruiting Online n Job postings on Internet job boards n Searching u Exh. n Job Web-based databases 5. 4: List of Recruiting Web Sites postings on organization’s Web site n Mining Mc. Graw-Hill/Irwin databases © 2004 The Mc. Graw-Hill Companies, Inc. , All Rights Reserved.

5 -16 Innovative Recruitment Sources n Alumni Associations n Unemployed n Religious n Interest youth services organizations groups n Realtors n Senior networks n Direct mail solicitations Mc. Graw-Hill/Irwin © 2004 The Mc. Graw-Hill Companies, Inc. , All Rights Reserved.

5 -17 Strategy Development: Criteria Affecting Choice of Sources n Quantity n Quality of labor n Availability n Past of sources or promised experiences n Budget constraints n Contractual Mc. Graw-Hill/Irwin obligations © 2004 The Mc. Graw-Hill Companies, Inc. , All Rights Reserved.

5 -18 Effectiveness of Recruitment Sources n Effectiveness u Involves assessing impact of sources on increased employee satisfaction, performance, and retention n Research u Most results effective Ø Referrals, job postings, rehiring of former employees u Least effective Ø Newspaper Mc. Graw-Hill/Irwin ads, employment agencies © 2004 The Mc. Graw-Hill Companies, Inc. , All Rights Reserved.

5 -19 Strategy Development: When to Look n Lead time concerns u Goal -- Minimize delay in filling vacancies u Effective planning requirements Ø Establishment Ø Prepared n Time of priorities for job openings recruiters sequence concerns u Staffing flowchart u Time-lapse Mc. Graw-Hill/Irwin statistics © 2004 The Mc. Graw-Hill Companies, Inc. , All Rights Reserved.

5 -20 Searching: Communication Message Job requirements and rewards matrices n Type of messages n u Traditional messages u Realistic recruitment message -- RJP Ø Exh. 5. 5: RJP for Elementary School Teachers u Attractive messages u Targeted messages n Choice of messages u Nature of labor market u Vacancy characteristics u Applicant characteristics Mc. Graw-Hill/Irwin © 2004 The Mc. Graw-Hill Companies, Inc. , All Rights Reserved.

5 -21 Searching: Communication Medium n Recruitment brochures n Telephone messages n Videos and videoconferencing n Organizational Web sites n Radio n E-mail n Advertisements u Types of ads Ø Classified ad Ø Classified display ad Ø Display ad Ø Online ad Ø Blind ad Mc. Graw-Hill/Irwin © 2004 The Mc. Graw-Hill Companies, Inc. , All Rights Reserved.

5 -22 Applicant Reactions n Reactions to recruiters u Influence of recruiter vs. job characteristics u Influence of recruiter on attitudes and behaviors u Demographics of recruiters u Influential recruiter behaviors n Reactions to recruitment process u Relationship of screening devices to job u Delay times in recruitment process u Funding of recruitment process u Credibility of recruiter during recruitment process Mc. Graw-Hill/Irwin © 2004 The Mc. Graw-Hill Companies, Inc. , All Rights Reserved.

5 -23 Transition to Selection n Involves u Next making applicants aware of steps in hiring process Ø Selection methods used and instructions u Expectations Mc. Graw-Hill/Irwin and requirements © 2004 The Mc. Graw-Hill Companies, Inc. , All Rights Reserved.

5 -24 Legal Issues n Definition of job applicant u Definition according to EEOC and OFCCP u Importance of establishing written application policies n Affirmative Action Programs u Guidelines n of OFCCP for recruitment actions Electronic recruitment u Usage may create artificial barriers to employment opportunities n Job advertisements Mc. Graw-Hill/Irwin © 2004 The Mc. Graw-Hill Companies, Inc. , All Rights Reserved.