Chapter 5 Expanding the Talent Pool Recruitment and

Chapter 5 Expanding the Talent Pool: Recruitment and Careers Copyright© 2016 Cengage. Learning. All. Rights. Reserved. Maynot notbebescanned, copiedororduplicated, ororpostedtotoa publiclyaccessiblewebsite, ininwholeororininpart.

Learning Outcomes �Describe how a firm’s strategy affects its recruiting efforts, and outline the elements that are part of a strategic recruiting strategy �Describe the methods firms use to recruit externally and internally �List some of the ways firms can to improve their recruiting and the metrics they use to do so Copyright © 2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 2

Learning Outcomes �Explain how career management programs integrate the needs of individual employees and their organizations �Explain why diverse recruitment and career development activities are important to companies Copyright © 2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 3

Figure 5. 1 - Elements of a Recruiting Strategy Copyright © 2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 4

Figure 5. 2 - Sources of External Recruitment Copyright © 2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 5

External Recruiting Methods �Advertising �Walk-in, unsolicited applications, and résumés �Internet and social media �Mobile recruiting �Job fairs �Employee referrals �Work study programs and internships Copyright © 2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 6

External Recruiting Methods �Professional associations and labor unions �Public and private employment agencies �Staffing agencies �Independent contractors �Employee leasing Copyright © 2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 7

Internal Recruiting Methods �Internal job posting �Identifying talent through performance appraisals � 9 -box grid: Comparative diagram that includes appraisal and assessment data to allow managers to easily see an employee’s actual and potential performance �Skills inventories and replacement charts �Firms track employee skills to see how best these skills can be used in job postings �Replacement charts are used for succession planning Copyright © 2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 8

Improving the Effectiveness of Recruiting �Using realistic job previews �Realistic job preview (RJP): Informs applicants about all aspects of the job, including both its desirable and undesirable facets �Surveys �To help recruit the right kinds of candidates, firms develop employee profiles Copyright © 2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 9

Improving the Effectiveness of Recruiting �New hires are surveyed to check on their satisfaction level �Candidates who turned down jobs can provide valuable information about why they did not accept the firm’s offer Copyright © 2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 10

Improving the Effectiveness of Recruiting �Recruiting metrics �Helps understand which recruiting sources work best for different employees �Allows recruiters to find better employees faster and at a lower cost Copyright © 2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 11

Recruitment Metrics �Time-to-fill �Metric that refers to the number of days from when a job opening is approved to the date a person is chosen for the job �Quality-of-fill �Metric that measures how well new hires have gotten up to speed are performing, and their retention levels �Yield ratio: Percentage of applicants from a particular source that make it to the next stage in the selection process Copyright © 2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 12

Recruitment Metrics �Acceptance rate �Percentage of applicants who accept a firm's jobs after being offered them �Cost of recruitment �Applicant tracking system (ATS): Software application recruiters use to post job openings, screen résumés and up-loaded profiles, contact via e-mail potential candidates for interviews, and track the time, costs, and other metrics related to hiring people Copyright © 2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 13

Figure 5. 7 - Steps in Career Management Process Copyright © 2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 14

Figure 5. 8 - Blending the Needs of Individual Employees to That of Their Organizations Copyright © 2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 15

Figure 5. 10 - Stages of Career Development Copyright © 2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 16

Career Development Initiatives �Career counseling �Talking to employees about their current job activities and performance �Mentoring programs �Reverse mentoring: Program whereby younger employees are called on to mentor older employees and executives about social media trends, new technology and marketplace trends �Tuition assistance programs �Large corporations offer their employees tuition assistance to help them further their careers Copyright © 2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 17

Career Development Initiatives �Career plateau: Situation in which for either organizational or personal reasons the probability of moving up the career ladder is low �Structural plateau �Content plateau �Life plateau Copyright © 2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 18

Developing a Diverse Talent Pool �Recruiting and developing women �Eliminating women’s barriers to advancement �Accomodating families �Recruiting and developing minorities �Providing minority internships �Advancing minorities to management Copyright © 2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 19

Developing a Diverse Talent Pool �Recruiting the disabled �Americans with Disabilities Act, 1990 � Require employers to provide reasonable accommodations to people with disabilities �Workforce Recruitment Program for College Students with Disabilities (WRP) Copyright © 2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 20

Developing a Diverse Talent Pool �Recruiting veterans �Military bases have career centers for people in service �Recruiting older employees �Excellent recruitment source to staff part-time and fulltime positions that are otherwise hard to fill Copyright © 2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 21