© 2008 by Prentice Hall5-1 Human Resource Management 10 th Edition Chapter 5 RECRUITMENT.

© 2008 by Prentice Hall 5-1

Human Resource Management 10th EditionChapter 5

RECRUITMENT


Hiring Temporary Executives

• Organizations view hiring of new executive as two parts

• Begins search process for executive in traditional way

• Executive is hired to cover position during time company is looking for new CEO

• May become a try-before-you-buy exercise


Recruitment

Process of attracting individuals on a timely basis, in sufficient numbers, with appropriate qualifications, and encouraging them to apply for jobs with an organization


Alternatives to Recruitment

• Outsourcing• Contingent Workers• Professional Employer

Organizations (Employee Leasing)

• Overtime


Outsourcing

• Transfers responsibility to an external provider

• Provides greater efficiency and effectiveness


Contingent Workers

• Part-timers, temporaries, and independent contractors

• Human equivalents of just-in-time inventory

• Total cost of a permanent employee is about 30 - 40% above gross pay

• “Disposable American workforce”


Bureau of Labor Statistics Definition

Two groups:

1.Independent contractors and on-call workers, who work only when needed - consisted of 14.8 million workers, or 10.7% of workforce

2.Temporary or short-term workers, which BLS calls contingent - totaled 5.7 million or 4.1% of workforce


Professional Employer Organizations - Employee Leasing

• Company that leases employees to other businesses

• When decision is made to use PEO, company releases its employees who are then hired by PEO

• With PEO, leasing company is employees’ legal employer


Overtime

• Most commonly used method of meeting short-term fluctuations in work volume

• Employer avoids recruitment, selection, and training costs

• Employees gain from increased income

• Potential problems


External Environment of Recruitment

• Labor Market Conditions

• Legal Considerations

• Corporate Image


Labor Market Conditions

• Demand for and supply of specific skills

• Labor market for many professional and technical positions is truly global


Legal Considerations

• Candidate and employer first make contact during recruitment process

• Essential for organizations to emphasize nondiscriminatory practices at this stage

• Labor Department has issued guidelines concerning online recruiting policies of federal contractors and subcontractors


Labor Department Guidelines

• Keep detailed records of each job search

• Identify what criteria was used

• Be able to explain why a person with protected status was not hired

• Companies with more than 100 employees keep staffing records for a minimum of two years


Labor Department Guidelines (Cont,)

• Threshold coverage is 50 employees if dealing with OFCCP

• Enables compilation of demographic data, including age, race and gender, based on that applicant pool

• Employers must keep records of any and all expressions of interest through Internet, including online résumés and internal databases


EEOC Criteria to Determine Whether an Individual Is an Internet Applicant

• Job seeker has expressed interest through Internet

• Employer considers job seeker for employment in particular open position

• Job seeker has indicated he or she meets position’s basic qualifications

• Applicant has not indicated no longer interested in position


Promotion from Within (PFW)

• Policy of filling vacancies above entry-level positions with current employees

• Workers have incentive to strive for advancement

• Organization usually well aware of employees’ capabilities

• Good goal would be to fill 80% of openings above entry-level positions from within


Employee Requisition

• Recruitment begins when a manager initiates employee requisition

• Document specifies job title, department, date employee is needed for work, and other details


RECRUITMENT PROCESS External EnvironmentInternal Environment

Human Resource Planning

Alternatives to Recruitment

Employee Requisition

Internal Sources

Internal Methods

External Sources

External Methods

Recruited Individuals


Recruitment Sources and Methods

• Recruitment sources: Place where qualified individuals are found

• Recruitment methods: Means by which potential employees can be attracted to firm


Internal Recruitment Methods

• Employee databases

• Job Posting

• Job Bidding

• Internet

• Intranet

• Company’s Online Newsletter


Job Posting and Job Bidding

• Job Posting - Procedure to inform employees that job openings exists

• Job Bidding - Permit individuals in organization who believe they possess required qualifications to apply for posted job


Employee Referrals

• Number one way people find a job

• Referrals better qualified and stay on job longer

• Recruit new hires through employee-referral incentive programs

• Employee enlistment - Unique form of employee referral where every employee becomes a company recruiter


Trends & Innovations: Social Network Recruiting

• 60.7% of job seekers found new jobs through networking

• Technology databases searched for contact names, interests, former employers, colleges attended, and other information to identify network of acquaintances

• Software and web-based services enable users to leverage personal relationships for networking, hiring, employee referrals and references


Why External Recruitment Is Needed

• Fill entry-level jobs

• Acquire skills not possessed by current employees

• Obtain employees with different backgrounds to provide diversity of ideas


External Recruitment Sources

• High Schools and Vocational Schools• Community Colleges

• Colleges and Universities• Competitors in the Labor Market

• Former employees • Unemployed

• Military Personnel• Self-employed Workers


High Schools and Vocational Schools

• Clerical and other entry-level employees

• Some companies work with schools

• Companies may loan employees to schools


Community Colleges

• Sensitive to specific employment needs in local labor market

• Graduate highly sought-after students with marketable skills


Colleges and Universities

• Professional, technical, and management employees

• Placement directors, faculty, and administrators


Competitors in the Labor Market

• When recent experience is needed, competitors and other firms in same industry or geographic area are important sources

• Smaller firms look for employees trained by larger organizations


Former Employees

• In past, punished with no-return policies

• Smart employers try to get their best ex-employees to come back.


Unemployed

• Qualified applicants become unemployed every day

• Companies go out of business

• Cut back operations

• Merge with other firms

• Employees are fired


Military Personnel

• Proven work history - Flexible, motivated, drug free

• Goal and team orientation


Self-Employed Workers

• Technical

• Professional

• Administrative

• Entrepreneurial


Online Recruitment

• Perhaps biggest change in way that organizations recruit

• Revolutionized way companies recruit employees and job seekers search and apply for jobs


Internet Recruiter

• Also called cyber recruiter, is person whose primary responsibility is to use Internet in recruitment process

• Most companies currently post jobs on their organization’s website

• More a company recruits on Internet, the greater the need for Internet recruiters

• High-tech firms have greatest needs


Virtual Job Fair

• Online recruiting method engaged in by single employer or group of employers to attract large number of applicants

• A wider range of students than might attend a live fair


Corporate Career Website

• Job sites accessible from company homepage that lists company positions available, providing way for applicants to apply for specific jobs

• Major resource for both job seekers and companies seeking new employees

• Many firms have established career portals on their corporate website


weblogs (blogs for short)

• Google or a blog search engine such as Technorati.com can be used

• Type in a key phrase like marketing jobs

• Google launched blogsearch.google.com

• Stealthy background checks


General Employment websites

• Monster.com - Largest employment website

• HotJobs.com

• CareerBuilder.com


NACElink

• National, web-based system for recruiting college students for all types of employment, such as full-time, part-time, internship, co-op, work-study, and alumni

• 543 schools using NACElink system

• Three components: job-posting, résumé database, and interview scheduling


Niche Sites

• Websites that cater to a specific profession

• A site for virtually everyone


Contract Workers’ Sites

• Sites are available to assist this segment of workforce

• Let workers advertise their skills, set their price, and pick an employer

• Freelance.com

• AllFreelanceWork.com

• Guru.com


Hourly Workers’ Job Sites

• Attracting blue-collar and service workers

• Most hourly workers pursue jobs by filling out applications

• Sites allow job-seekers to build application that can be viewed by employers

• Some job boards have bilingual call center


Traditional External Recruitment Methods

• Media Advertising• Employment

Agencies - Private and Public

• Recruiters• Job Fairs• Executive Search

Firms

• Internships• Professional

Associations• Unsolicited Applicants• Open Houses• Event Recruiting• Sign-on Bonuses• High-tech

Competitions


Media Advertising

• Communicates firm’s employment needs through media such as radio, newspaper, television, and industry publications

• Previous experience with various media suggest the approach taken

• Recently, use of newspaper advertising has declined because of online recruiting


Employment Agencies – Public and Private

• Organization that helps recruit employees and at same time aids individuals in attempts to locate jobs

• Private agencies (often called head-hunters) – Best known for recruiting white-collar employees

• Public agencies – Operated by each state, receive policy direction from U.S. Employment Service. America’s Job Bank is a partnership between the U.S. Department of Labor and the state-operated Public Employment Service (http://www.ajb.dni.us/)


Recruiters

• Used with technical, vocational, community colleges, colleges and universities


Job Fairs

• Recruiting method engaged in by single employer or group of employers to attract large number of applicants to one location for interviews

• Opportunity to meet a large number of candidates in a short time


Internships

• Places student in a temporary job

• No obligation to hire student permanently or for student to accept permanent position

• Typically temporary job for summer or part-time job during school year

• Students bridge gap from theory to practice


Executive Search Firms

• Locate experienced professionals and executives

• Need specific types of individuals

• Contingency search firms - Receive fees only upon successful placement

• Retained search firms - Serve as consultants to clients on exclusive contract basis


Professional Organizations

• Recruitment and placement services for members in many professions such as finance, marketing, information technology

• Society for Human Resource Management operates job referral service


Unsolicited Applicants

• Reputation of being good place to work attracts qualified prospects without extensive recruitment

• Well-qualified workers seek specific company


Open Houses

• Pair potential hires and managers in warm, casual environment that encourages on-the-spot job offers

• Cheaper and faster than agencies

• May attract more unqualified

candidates


Event Recruiting

• Opportunity to create image of

company

• Go to events that people you are

seeking attend


Sign-On Bonuses

• Used where severe shortages of highly skilled workers exist

• Amounts vary dramatically


High Tech Competition

• Unique way to get individuals interested in applying for technical positions

• Try to identify the cream of the crop


Applicant Tracking System

• Software application to help recruit employees more efficiently

• Enables HR and line managers to oversee entire process, from screening résumés, spotting qualified candidates, conducting personality/skills tests and handling background checks


Tailoring Recruitment Methods to Sources

• Tailored to need each firm’s needs

• Recruitment sources and methods vary according to position being filled


Methods and Sources of Recruitment for an Information Technology Manager

Self-Employed

Unemployed

Competitors in the labor market

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Military personnel

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Recruitment for Diversity

• Analysis of recruitment procedures

• Record of applicant flow• Utilization of minorities,

women, and individuals with disabilities

• Advertising• Employment agencies• People with disabilities• Other suggested

approaches


A Global Perspective: China: Running Out of People?

• China has vast pool of unskilled labor

• Now complain that they cannot recruit enough cheap factory and manual workers and market is even tighter for skilled labor

• China’s history has left it with some peculiar problems


© 2008 by Prentice Hall5-1 Human Resource Management 10 th Edition Chapter 5 RECRUITMENT.

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