2Quality of workforce may cost more Recruiting is the process of generating a pool of qualified applicants for organizational jobsCost of unfilled jobsQuality of workforce may cost moreBe strategic when recruiting: know the industry, know your competitors, CULTIVATE RELATIONSHIPS, promote THE COMPANY BRANDTrain your recruiters and managers: don’t violate EEO rules
3Labor market: external pool from which employers attract employees Labor market components:Labor force population: all individuals who are available for selection if all possible recruitment strategies are usedApplicant population: a subset of the labor force population that is available for selection using a particular recruiting approachApplicant pool: all persons who are actually evaluated for selection. Use an Applicant tracking systemIndividuals selectedNote: unemployment rates and applicant population
4Considerations for determining applicant populations # and type of recruits neededTiming of recruiting to ensure timely placementExternal and internal messages on job detailsQualifications of competent applicants to be consideredSources for obtaining qualified applicantsOutside and inside recruiting means to be usedAdministrative recruiting and application review activities
5Different labor markets and recruiting Industry and occupational labor markets: careers: nurses, home health care, post secondary teachers, truckers and weldersEducational and technical labor markets: military, medical, informational technology (IT)Geographic labor markets: local, area or regional, national, or internationalGlobal labor markets: overseas jobs and laws
6Strategic recruiting decisions Recruiting presence and image: continuous efforts to recruit, keeps employer in labor market and intensive recruiting when needed (Midland)Employment branding and image: the view held by both employees and outsiders
7Organization based versus outsourced recruiting Recruitment process outsourcing (RPO): add to number of candidates and reduce recruiting costsProfessional employer organizations (PEO) and employee leasing: employees are hired and leased to a companyRegular versus flexible staffing: temporaries, independent contractors, reducing cost of insurance, vacation, and benefits pay
8Recruiting and EEO: diversity considerations EEO and recruiting efforts: non biased and work to hire underrepresented protected class membersRecruiting diversity: race, ethnicity, older, single parents, disabilities, welfare to work, homelessJob previews: advantages, demands, expectations, and challenges of jobRecruiting source choices: internal vs. external
9Internet recruitingE recruiting: internet job boards, professional/career websites, employer websitesSocial networking sitesBlogsE videoTwitterLegal concerns: demographics of applicants, confidentiality, privacy….Advantages: saves time and moneyDisadvantages: more resumes, less access by lower socioeconomic applicants
10Legal issues in Internet recruiting Are rejections really based on the qualifications needed for the job?How can data about an individual’s protected characteristics be collected and analyzed for reports?Are too many people being excluded on the basis of unlawful information?Do they really want the job, just because they accessed a job board?How does Internet recruiting relate to confidentiality and privacyAdvantages: may save money, add to the pool, save timeDisadvantages: more work because more applicants, more s to deal withCompanies getting away from job boards and here goes: LinkedIn and Twitter!
11Employment agenciesHeadhunters: employment agencies that focus their efforts on executive, managerial and professional positions(1) contingency firms charge a fee to employer after person is hired(2) retainer firms charge a client a set fee whether or not the contracted search is successful.
12External recruiting sources Media: newspapers, magazines, TV, radio, billboardsJob fairs and creative recruiting: SHRM chapter, virtual job fairs, drive through job fairsEducational institutions and recruitingDesirable capabilities of college recruits: GPA, leadership potential, communication skills, professional motivationRecruiting for high school and technical schools
13Internal recruiting methods Internal recruiting databases and internet related sourcesInternal candidates: you know more about them, no real recruiting costs…Job posting system in which the employer provides notices of job opening and employees respond by applying for specific openings: how long should an employee stay in a job before applying for another one, should they tell their current boss, what if no one applies that qualifies?
14Employee focused recruiting Current employee referralsRerecruiting of former employees and applicants: former employees
15Recruiting evaluation and metrics Quantity and qualityTime to fill openingsCosts per recruiting methodRecruitment satisfaction analysesProcess metrics yield ratios selection rates: comparison of the number of applicants at one stage of the recruiting process with the number at the next stage AND acceptance rate: percent of applicants hired divided by total number of applicants offered jobsSuccess base rates: compare the number of past applicants who have become successful employees against the number of applicants they competed against for their jobs.
16Increasing recruiting effectiveness Resume mining: software approachApplicant tracking: from job listing to performance appraisal trackingEmployer career website:Internal mobility: tracks internal candidatesRealistic job previews: preview of employer and jobsResponsive recruitment: applicants get timely responses