Title: RECRUITMENT
1RECRUITMENT
2Chapter Objectives
- Explain the external and internal environment of
recruitment - Discuss the internal and external recruitment
factors - Describe the recruitment process
- Describe internal recruitment methods
- Explain external sources of recruitment
- Identify external recruitment methods
- Explain the relevance of a recruitment strategy
- Describe an applicant tracking system
- Discuss of Internet recruiting
3Recruitment
- The process of attracting individuals on a
timely basis, in sufficient numbers, and with
appropriate qualifications, and encouraging them
to apply for jobs with an organization
4Recruitment
- My Definition
- Identifying, sourcing and
- recruiting people for an
- opportunity.
5Recruitment
- What is the role of a recruiter?
- Why is it important to have a recruiter?
- What is the future of recruiting?
6Recruitment Sources and Methods
- Recruitment sources Place where qualified
individuals are found - Recruitment methods Means by which potential
employees can be attracted to the firm
7Recruitment Strategy
- Defined direction used to identify
- source and attract a candidate
- pool.
8Recruitment Strategy
Execute strategy before outsourcing
9External Environment of Recruitment
- Labor Market Conditions
- Legal Considerations
- Corporate Image
10Internal Environment of Recruitment
- Human Resource Planning
- Promotion Policies
- Firms Knowledge of Employees
- Nepotism
11Recruiting process overview
Candidates
Need definition
Candidate generation
Response management
Clients
Vendors
Screen select
Hire
Recruiter (Team)
12Generator Group Recruitment Process
13Methods Used in Internal Recruiting
- Job Posting
- Employee Referrals
- Internal Job Fairs
14External Recruitment Sources
- Why external recruitment?
- Acquire skills not possessed by current employees
- Obtain employees with different backgrounds to
provide a diversity of ideas
15External Recruitment Sources
- Internet
- Community Colleges
- Colleges and Universities
- Competitors and Other Firms
- Outplacement Firms
- Military Personnel
- Consultants or Researcher
- Professional Associations
16External Recruitment Methods
- Advertising
- Employment Agencies
- Job Fairs/Virtual Job Fairs
- Executive Search Firms
- Target Research
- Internships
- Professional Associations
- Open Houses
- Event Recruiting
- Sign-on Bonuses
- Company Database
- Target Internet sites
17Advertising
- Communicates firms employment needs through
media such as radio, newspaper, television,
industry publications, and the Internet - Should indicate how to respond
- Closing date
18Employment Agencies
- Used to hire contingent worker
- Great for non-exempt level jobs
- Agencies have on-site representation at companies
- Example Volt and Kelly Services
19Job Fairs/Virtual Job Fairs
- Job Fair
- group of employers gather collectively to
recruit applicants - Virtual Job Fair
- companies come together to recruit applicants
online
20Internships
- Places student in a temporary job
- No obligation to hire student permanently or for
student to accept a permanent position - Typically a temporary job for summer or a
part-time job during school year - Students bridge gap from theory to practice.
21Executive Search Firms
- Dedicated resource to locate experienced
professionals and executives - Have established network of professionals
- Contingency search firms receive fees only upon
successful placement - Retained search firms receives payment up
front, during the project and after successful
placement
22Professional Organizations
- Specialized organizations for certain professions
- Serves as a educational resource for that
profession - Example SHRM
23Open Houses
- Opportunity to get managers directly involved
- Cheaper and faster than agencies
- May attract more unqualified candidates
24Event Recruiting
- Opportunity to create image of company
- Go to events that people you are seeking attend
- Opportunity to create a casual recruiting
environment
25Sign-on Bonuses
- 3 out of 5 companies use signing bonus as
recruitment tool - Often used when applicant maybe leaving on the
table - Amounts vary depending on the level of position
26Key metrics to monitor and track
- Time-to-hireThe total time required for
hiring. - Quality-of-hireHow satisfied an organization
is with a hire. - Number of vacancies outstanding The total
number of job vacanciesthe company has. - Cost-per-hireThe total cost associated with a
givenposition and hire. - Recruit source effectivenessThe effectiveness
of each source thecompany uses to generate
candidates.
27Exercise
- Read recruiting dilemma on page 131
- Break into groups of three for 10min
- Develop two - three solution
- Report back
28Applicant Tracking System
- Automates online recruiting
- Allows companies to track recruiting results