Staffing

1
Staffing

• Involves getting people in, or out, of a company
• Well concentrate on the getting people in
• part getting them out is part of the
  Transitions later on.

2
Staffing has 2 main purposes

• Get the best talent for the firm at the price
  we can offer
• Conform to national, state and local regulations
  concerning staffing practice, or in short keep
  it legal

3
How to Staff?

• Derive demand for labor
• Update job requirement information
• Identify knowledge, skills and abilities required
  for success on job
• Develop measures of job-related KSAs
• Recruit from relevant labor markets
• Screen using valid tests
• Make offer, provide orientation to accepts

4
Who are we recruiting?

• Best talent we can
• Mental abilities
• Physical abilities
• Personality
• Motivation
• Team work
• Integrity
• Reliability, discipline
• Sobriety

5
Where will we find these people?

• The Relevant Labor Market
• Different for each job
• Qualified, and interested candidates
• Not necessarily a place
• It is where ever an employer and candidate agree
  to employment terms
• Many ways to reach that relevant labor market

6
Overview of the Recruitment Process
Organization
7
Strategic Issues in Recruiting

• Recruitment Goals
• Recruitment Philosophy
• Internal of External Sources?
• Countercyclical Hiring

8
Advantages and Disadvantages of Internal Sources

• Ability of candidate is known
• Internal promotion motivated employees
• Training and socialization time is less
• Internal sources may be insufficient for growth
• Ripple effect, cumbersome procedures
• Inbreeding, loss of flexibility

9
Advantages and Disadvantages of External Sources

• Import new ideas and skills
• Avoid ripple effect
• May be necessary in turnaround situation
• Expensive
• Time consuming
• More difficult to evaluate candidates

10
Figure 6.5 Recruiting Sources Used by HR
Professionals


Source Based on a survey of 303 HR
Professionals, from HR Magazine, December 1996,
p. 53. Data on Internet recruiting is from HR
Focus,May 2000, p. 8
11
Table 6.8 Example of Recruiting Source
Evaluation Data
12
Realistic Job Preview

• Reduces early turnover and dissatisfaction via
• Self-Selection out if the job doesnt fit
• Increased Commitment to an Informed Decision
• Lowered Expectations, less gap with reality
• Improved Coping with job difficulties

13
Figure 6.8 Factors Affecting Job Choice