DeCenzo and Robbins HRM 7th Edition1 CHAPTER 6 Recruiting.

DeCenzo and Robbins HRM 7th Edition

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CHAPTER 6

Recruiting


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CHAPTER 6 TOPICS:

1: Definitions 2: Recruiting goals 3: Constraints 4: Recruiting sources 5: Employee referrals 6: Ad response rates 7: Employment agencies 8: Cyberspace recruiting 9: Employee leasing


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1: RECRUITING IS PERFORMED….

After employment planning

Assuming people are available with right skills, knowledge, and abilities

To discover potential job candidates


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2: RECRUITING GOALS

ATTRACT POTENTIAL Communicate the

position so that they respond

The more, the better

NOT UNQUALIFIED Self select out Saves time, money The less, the better


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2: WHO RECRUITS?

IT DEPENDS ON..Company size (large)Wage, skill level (low)Regional employment

conditionsPast recruiting

success/failureHigh growthHigh change


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3: CONSTRAINTS

Image of the organization +++

SalaryBenefitsPotentialRespect

- - -Declining industryPoor quality, safetyIndifferent to workers


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3: MORE CONSTRAINTS

Attractiveness of job Boring Hazardous Low pay No potential Anxiety-creating


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3: MORE CONSTRAINTS

Internal organizational policies Promote from

within

Government influence

Recruiting costs


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3: GLOBAL ISSUES

HOST COUNTRY NATIONAL OR EXPATRIATE???? DEPENDS ON… Culture Technology, skill Legal restrictions Terrorism International

executive cadre


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4: RECRUITING SOURCES - INTERNAL SEARCH

Advantages Public relations Builds morale Encourages ambitious

employees Cheaper Know candidate better Already socialized Training Good EEOC notice


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4: INTERNAL SEARCH

Disadvantages Miss good outside

talent Cause infighting Inbreeding - no new

ideas Have to train for

technology, skill upgrades


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5: RECRUITING SOURCES - EMPLOYEE REFERRALS

ADVANTAGES Reputation at stake Realistic job preview More acceptable

candidate More likely to accept

offer More likely to stay

with the firm Referral bonus $$$


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5: EMPLOYEE REFERRAL DISADVANTAGES

SocialEconomicFriendshipNepotismDiversity


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6: EXTERNAL RECRUITING SOURCES

AdvertisementsEmployment

agenciesSchools, colleges

and universitiesProfessional

organizationsUnsolicited

applicants


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6: EXTERNAL SEARCH - ADVERTISEMENTS

Placed in local newspapers, placards on gates, trade journals, Internet

Distribution wider if Specialized skills Higher level in

organization Short supply in market


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6: ADVERTISEMENT RESPONSE RATES VARY

Organization identification

Labor market conditions

Specifics in ad

Compare Exhibits 6-1 and 6-2


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Exhibit 6-1: Advertisement with General Information


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Exhibit 6-2: Advertisement with Specific Information


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6: BLIND BOX ADS USED FOR

Low profileBad reputationAffirmative action

poolSoon to be

replaced incumbent

Market testing


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7: EXTERNAL SEARCH - EMPLOYMENT AGENCIES

Public/statePrivateManagement

consulting firms


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7: PUBLIC/STATE AGENCIES

Unemployment benefits

No feesLow skill jobsExceptions -

computer network


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7: PRIVATE EMPLOYMENT AGENCIES

Fees - paid or splitBetter imageAdvertisementsHigher skillsSome screeningTrainingGuarantee for

placements


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7: MANAGEMENT CONSULTING FIRMS

Executive searchHeadhunterSpecialized high skill

Senior managers Hard to fill technical

specialists

Large fee paid by company

AND….


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7: SPECIALIZED SERVICES PROVIDED

Canvas potential applicants

Initial screeningCompany interview

oversightBuffer


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7: EXTERNAL SEARCH - SCHOOLS, COLLEGES, U.

Placement servicesCoopsInternshipsJob fairsRecent grads,

mostly


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7: PROFESSIONAL ORGANIZATIONS

Labor unionsProfessional

specialtiesMembership rosterTrade publication

adsNetwork

opportunitiesAND….


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7: PROFESSIONAL ORGANIZATIONS

Annual, regional meetings

Sanctions to limit supply License Education Training Certification


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7: UNSOLICITED APPLICANTS

Stockpile applicants

Unemployed queries aren’t current for long


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8: CYBERSPACE RECRUITING

Websumes80% of companies

use InternetCommercial job

posting services (See Exhibit 6-3)

All kinds of jobs


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Exhibit 6-3: Top 100 Electronic Recruiters Quick Views Site Map


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9: RECRUITMENT ALTERNATIVES

Temporary helpEmployee leasingIndependent

contractors


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9: TEMPORARY HELP SERVICES

Short-term labor fluctuation needs

Broad skill ranges (Accounting, clerical, administrative, drafting, CEOs, programmers)

AND….


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9: MORE TEMPORARY OPTIONS

Retirees, older workers Flexible scheduling Low absenteeism High motivation Mentoring for

younger workers


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9: EMPLOYEE LEASING

Longer than tempGood for employerWork for leasing

firm Salary, benefits

Cost - flat feeWell-trainedGuaranteed


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9: EMPLOYEE LEASING

Good for employeeFlexible

Time Hours Place

Professional Employment Organizations (PEO)


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9: INDEPENDENT CONTRACTORS

ConsultantsOffsite specific tasksGood for the

company Recruiting No retirement No workman’s

compensation AND….


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9: INDEPENDENT CONTRACTORS

Good for the company Retain links with

good workers RetireesParents

Good for the employee Flexible time Flexible place


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REVIEW: PRACTICAL TIPS FOR THE JOB HUNTER

Job hunting is a job (It should take as much time as a course)

Start in the fall for spring Match recruiting

cycle Don’t procrastinate


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HOW’S YOUR RESUME??

Sales tool Highlight strengths Demonstrate

competency Differentiate you

from others


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HOW DOES YOUR RESUME LOOK??

FormattingNice fontQuality printer,

paperEasy to readScannableProof REED!!


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AND THE COVER LETTER????

Real nameReal informationReal interestTailored, specific


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QUICK: REVIEW CHAPTER 6

DEFINE THESE TERMS:WEBSUMEINDEPENDENT CONTRACTORREALISTIC JOB PREVIEWBLIND BOX ADHEADHUNTEREMPLOYEE REFERRALCOLLEGE JOB FAIR


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MORE REVIEW ON CHAPTER 6

WHAT’S THE BEST TIP YOU GOT ABOUT YOUR OWN RESUME?

ABOUT BEING RECRUITED?

HAVE YOU TALKED TO A COLLEGE RECRUITER?


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PREVIEW: CHAPTER 7

BRING IN A JOB APPLICATION FORM TO OUR NEXT CLASS SESSION.

WE WILL AWARD 1 EXTRA POINT TO THE BEST AND 1 EXTRA POINT TO THE WORST EXAMPLE.


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Exhibit 6-4: A Sample Resume

DeCenzo and Robbins HRM 7th Edition1 CHAPTER 6 Recruiting.

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