Recruiting

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Recruiting

• Prior to Recruiting
• Recruiting Techniques (/-)
• Special Topic On-Line Recruiting
• Recruiting at BHC
• Psychology and Recruiting
• Other Issues in Recruiting
• (if time) Recruiting from the applicant side
  resume tips

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Recruiting in Perspective

• Critical first step in all later HR decisions (We
  are who we recruit)
• One of the most dramatically changing HR practice
  (due to the www).

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Prior to Recruiting

• Organizational Analysis (e.g., culture and
  mission) what does our organization need? we
  will cover this later in the term.
• Job Analysis what kinds of skills does the job
  entail? we will also cover this later in the
  term.
• Job Forecasting

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Job Forecasting (Noe, et al., 2006)

• Forecasts of
• labor demand
• (external)
• leading indicators
• (e.g., variation in sales)

• Forecasts of
• labor supply
• (internal/ external)
• e.g., transitional matrix

Labor forecast ( / -)
Table showing proportion of employees in
different job categories at different times
(e.g., shows how long people stay in a particular
position)
Recruitment Goals
Recruitment Plan
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Recruiting at BHC

• As a team, select and rank order (3) candidates
  for further recruitment efforts. Put these on the
  board.
• How effective do you believe that BHC has been in
  recruiting the right candidates?

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Assessing Recruitment Techniques

• Legality (diversity)
• Practicality (cost, speed, yield)
• Fit

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Recruitment Techniques External
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Recruitment Techniques Internal
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Recruiting Decisions Internal vs. External

• Internal searches are generally best for
• Keeping status quo (e.g., top management vision)
• Increasing internal motivation/ morale
• External searches are generally best for
• Increasing applicant pool
• Increasing diversity

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On-Line Recruiting (Capelli, 2001)

• Advantages
• Used to recruit passive candidates
• Legitimate gt 90 of U.S. companies use on-line
  recruiting
• Taps into more global market
• Disadvantages
• Makes labor force even more volatile (other
  companies can recruit YOUR workers)
• Legal issues (e.g., discrimination)

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On-Line Recruiting Tips (Capelli, 2001)

• Attracting make recruiting more like marketing
• target recruits like customers (e.g., tie product
  ads to recruiting ads / attractive homepages)
• use relational marketing (e.g., using alumni
  networks to have friends send ads to friends)
• providing a service tracking its use (e.g.,
  Cisco and on-line reference libraries)

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On-Line Recruiting Tips (Capelli, 2001)

• Sorting using effective screens
• screening questions
• automated / routinized background verification
  (e.g., HireCheck)
• on-line testing (e.g., PricewaterhouseCoopers)(c
  an be administered like a test or like a game)

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On-Line Recruiting Tips (Capelli, 2001)

• Making contact quickly making quick connections
  with qualified applicants
• shift from HR to business development offices?
  need culture quicker than that traditionally
  associated with HR
• decentralizing hiring functions
• software solutions / hiring management systems
  (HMS) (e.g., Recruitsoft)
• outsourcing

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On-Line Recruiting Tips (Capelli, 2001)

• Closing the deal
• best done using human contact rather than
  internet!

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On-Line Recruiting Tips (Capelli, 2001)

• Preventing Companies from Poaching
• create a good working environment
• educate workers (e.g., salary figures on-line may
  not reflect stock options)
• technological solutions (e.g., changing worker
  e-mail address, monitoring e-mails) these can
  backfire
• create internal on-line job boards

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Psychology and Recruiting

• How is this company trying to attract recruits?

http//www.walmartstores.com/wmstore/wmstores/Main
careers.jsp?pagetypecareerstemplateCareers.jsp
categoryOID-8247catID-8247
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Psychology and Recruiting

• Similarity - we are attracted to people who are
  like us physically.

http//www.apple.com/jobs/retail/diversity.html
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Psychology and Recruiting

• Value Fit -

My greatest joy in working for The Walt Disney
Company is knowing that I am working for a
Company that has a profound effect on the lives
of kids and families around the world."
(http//corporate.disney.go.com/careers/index.html
)
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Psychology and Recruiting

• Sometimes, what we value is a job that is fun

http//www.google.com/intl/en/jobs/working.html
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And Companies Tailor to Different Cultures
You know the story you've read in newspapers and
magazinesthe one about somebody who's a runaway
success at their job and says, "I can't believe
I'm getting paid to do something I enjoy so
much!" Now close your eyes. Put yourself in that
picture. Be a part of IBM. The challenges, the
rewards, the futureit's all up to you!
http//www-03.ibm.com/employment/us/
Canada
U.S.
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Psychology and Recruiting

• Self-esteem we like to be associated with
  prestigious organizations.

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Psychology and Recruiting

• Differentiation

• Individual development plan -Your career path
  will be as individual as you are. You might
  choose to move vertically, you might prefer to
  deepen your knowledge in your field of expertise
  or you might decide to make lateral moves to
  broaden your range of skills. Whichever path you
  choose, you will create an individual development
  plan each year to help you to continue to grow.
  (http//www306.ibm.com/employment/us/cd_career_dev
  .shtml)

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Other Issues in Recruiting

• Realistic job previews how much negative
  information do you share with recruits in order
  to set expectations correctly? Would you ever
  over-emphasize negatives?
• Inducements (e.g., signing bonuses) - do you
  offer them? Do you customize? How do you keep
  things fair (to new and existing employees)?

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Other Issues in Recruiting

• Do you use new employees?
• What are the advantages?
• disadvantages?

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Recruiting from the Applicant Side Resume Tips
(from THE PATHFINDER... by Nicholas Lore)

• Resumes are scanned quickly (10-20 seconds)
  make your best material visible
• They are NOT histories tool to get an interview
  (aesthetics are also important)
• Focus on employers needs, not yours

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Recruiting from the Applicant Side Resume Tips
(from THE PATHFINDER... by Nicholas Lore)

• Great resumes have two main sections
• ASSERTIONS ABOUT YOUR ABILITIES (should be
  honest and powerful)
• Objectives (if you have this section, tailor it
  to the company)
• Skills and accomplishments (be specific e.g.,
  raised 21K)
• EVIDENCE SECTION
• Job experience
• Education
• Awards, etc.

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Any Questions?