1 External Recruitment
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External Recruitment
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Lecture Outline Then and Now…. External Recruitment
Trends Planning
Organizational, Administrative, Recruiter Issues Strategy Issues
Open vs. Targeted, Sources, Choice Misc. Issues
Important Job Characteristics, Realistic Job Preview
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What Have We Done? Introduction to staffing Legal compliance Planning Job analysis
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Where are We Now? External recruitment Internal recruitment Measurement
…Then what?
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External Recruitment
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Recruitment Recruitment
The process of developing a pool of qualified applicants who are interested in working for an organization and from which the organization might reasonably select the best individual or individuals to hire for employment.
External recruitment The process of looking to sources outside the
organization for prospective employees.
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Trends in Recruitment Managing work force diversity
Contract recruiting
Work flow management
Truth-in-hiring: Ethics in recruitment
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Discussion Question How could recruitment strategies impact
diversity?
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Recruitment Planning Three parts
1) Organizational issues
2) Administrative issues
3) Recruiter issues
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Organizational Issues Three important organizational questions
Internal vs. external recruitment agency?
Individual vs. cooperative recruitment alliances?
Centralized vs. decentralized recruitment?
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Discussion Question When would a cooperative alliance be
effective?
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Administrative Issues Requisition Timing Number of contacts Types of contacts Recruitment budget Recruitment guide Process flow and record keeping
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Recruiters Three key issues
Selecting
Training
Rewarding
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Quick Quiz Rate each statement as True or False
A) Applicants respond more positively when the recruiter is an HR specialist than line managers or incumbents.
B) Applicants respond positively to recruiters whom are warm and informative.
C) Personnel policies are more important than the recruiter when deciding whether or not to take a job.
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Recruitment Strategy Issues Three issues
Open vs. targeted Sources Choosing sources
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Discussion Question What is targeted recruiting? Why would a company use this approach?
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Recruitment Sources Unsolicited Employee referrals Employee networks Advertisements Recruiting online Colleges and placement
offices Employment agencies
Executive search firms Professional associations
and meetings State employment services Outplacement services Community agencies Job fairs Co-ops and internships
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Discussion Question Where is the first place you go when you look
for jobs?
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Discussion Question Which of the following are legal issues related to
online recruiting?
A) The use (or misuse) of screening software
B) Exclusion of protected classes from the process
C) Collection of federally required applicant information
D) Identification of “real” applicants
E) Online informality that leads to improper discussions or information
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Choosing Sources Four key issues
Sufficient quality and quantity
Cost
Past experience with source
Impact on HR outcomes
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Quick Quiz When applying for a job, which is most
important to you? Please rank. Job security Advancement opportunities Job responsibilities Pay Benefits Location Travel requirements
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Quick Comic
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Quick Quiz What are today’s college graduates looking for in first–
time employment?A) Plain and simple as it has always been – best starting salary gets
the most graduates.B) Geography and life style perks are what drives the decisions Gen
Xers are making today; they are quite different than the generation before.
C) They want to work for one of the best places to work; money is way down on the list.
D) They look for a competitive pay package to narrow the field, then decide based on work culture and developmental opportunities, not always the best money offer.
E) Total money package – including salary, incentives/bonuses and ownership are the biggest draws.
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Table of Generational ValuesCohort Entered
WorkforceApprox.
AgeDominant Work Values
Veterans 1950s–1960s 60+ Hard working, conservative, conforming; loyalty to the organization
Boomers 1965-1985 40-60 Success, achievement, ambition, dislike of authority, loyalty to career
Xers 1985-2000 25-40 Work/life balance, team-oriented, dislike of rules; loyalty to relationships
Nexters 2000–present Under 25
Confident, financial success, self-reliant but team-oriented; loyalty to both self
and relationships
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Take-Home Points Aware of basics issues involved with external
recruitment Think about own “key issues” when applying
for jobs