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– Writing Recruitment Ads• Using creative illustrations → greatest number of applicants• Include salary range & company phone → highest-quality applicants• Containing realistic information about the job• Containing information about the selection process
– Innovative advertising
Media Advertisements• Electronic media
– Television: ex. 富邦徵才廣告
信義房屋 爆料雞排 – Radio: ex. Harris Trucking
• Situation-Wanted Ads– Place by the applicant
• Point-of-Purchase Methods– Post in places where customers or current employees are likely to see– Cabela’s
• Campus recruiters– Virtual job fairs: use web to “visit” with recruiters
• Outside recruiters– More than 75% of organizations use such outside recruiting
sources as private employment agencies, public employment agencies, and executive search firms
Employment Agencies and Search Firms
• Employment Agencies– Operate in one of two ways: charge either company or applicant
when the applicant takes the job– Few risks for organizations– Useful if an HR department is overloaded with work
• Executive Search Firms– Known as “head hunters”– Difference from employment agencies
1. higher-paying, non-entry-level positions2. always charge their fees to organizations rather than to applicants3. fees charged about 30% of the applicant’s first-year salary
Employment Agencies and Search Firms
• Public Employment Agencies– Designed primarily to help the unemployed find work– No cost involved in hiring the applicants– Placing kiosks in locations such as shopping mall and public
buildings
Employee Referrals
• Current employee refers a friend or family member for a job
• Were rated as the most effective recruitment method• Organizations provide financial incentives to employees
who recommend applicants who are hired. Ex.
• Only 24% of employees making the referral for the incentive• Only those referrals made by successful employees should be considered
Direct Mail
• Especially for those who are not actively job hunting• Useful positions involving specialized skills
Internet
• A fast-growing source of recruitment– Employer-Based Websites → .jobs domain (
http://www.104.com.tw)– Automatic hiring system, ex. Rock Bottom
• Internet Recruiters– A private company whose website lists job openings for hundreds
of organizations and résumé for thousands of applicants– Advantages: lower costs, “every day is Sunday”
Job Fairs• Used by 70% of organizations• Many types of organizations have booths at the same location• Held when an event or disaster occurs that’s affects local
employment, such as September 11, 2001, Hurricane Katrina• Organizations in the same field in one location. For example,
an education job fair in Honolulu, Hawaii• A job fair for an organization to hold its own
Incentives
• Offer incentives for employees to accept jobs with an organization
• Offer employee discounts on company products and services
Increasing Applicant Diversity
• Recruit underrepresented groups such as women and minorities
• Highlighting the organization’s openness to diversity in recruitment materials (ex. display pictures of minority employees)
Recruiting “Passive” Applicants
• “the best” employees are already employed• Recruiters try to find ways to identify this hidden talent
and then convince the person to apply for a job with their company
• Built relationships with professional associations for each of the field in which they recruit
• Surf the web: blogs, social networking sites such as Facebook ,Myspace and Linkedin
Content of Recruiting Messages• Realistic Job Preview
– Avoids creating unfulfilled job expectations
– May reduce subsequent employee turnover
– Is “a right thing to do”
• Specificity and Detail in Company Information
– Can favorably influence applicant’s perception
– Helps applicant in self-selection decision to become an applicant, stay in the recruitment process, or to remove themselves from further consideration.
Selection and Recruitment• Purposes of Recruitment
– To develop an appropriate number of applicants (e.g., ten for each open position) while keeping costs reasonable.
– To meet the organization’s legal and social obligations regarding the demographic composition of its workforce.
– To help increase the success rate of the selection process by reducing the percentage of applicants who are either poorly qualified or have the wrong skills.
TABLE 1.1 Recruitment Sources
• Advertising• Associations and Unions• Colleges and Secondary Schools• Employee Referral Programs• Employment Agencies• Walk-ins• Internet• Job Posting• Review of Employee Files
FIGURE 1.2 The Recruitment Process
Definition of Selection
• The process of collecting and evaluating information about an individual in order to extend an offer of employment.
– Such employment could be either a first position for a new employee or a different position for a current employee.
– The selection process is performed under legal and environmental constraints and addresses the future interests of the organization and of the individual.
Effective Employee Selection Techniques
• Effective employee selection systems share 3 characteristics:
– 1. they are valid– 2. they reduce the chance of a legal challenge– 3. they are cost-effective
• A valid selection test is based on:– A job analysis (content validity)– Predicts work-related behavior (criterion validity)– Measures the construct it purports to measure (construct validity)
• Selection test will reduce the chance of a legal challenge if their content appears to be job related (face validity)