Presentation on theme: " The role of human resource recruiting is to build a supply of potential new hires that the organization can draw on if the need arises. Recruiting."— Presentation transcript:
The role of human resource recruiting is to build a supply of potential new hires that the organization can draw on if the need arises. Recruiting consists of any practice or activity carried on by the organization with the primary purpose of identifying and attracting potential employees.
Internal versus external recruiting Lead-the-market pay strategies Image advertising Several personnel policies are especially relevant to recruitment:
An organization’s personnel policies are its decisions about how it will carry out human resource management, including how it will fill job vacancies. There are several personnel policies that are especially relevant to recruitment: Recruiting existing employees or hiring from outside Meeting or exceeding the market rate of pay Organizational image conveyed in advertising
WALK INS/ UNSOLICITED APPLICANTS Includes direct unsolicited applications Effective in filling entry level & unskilled positions
REFERRALS Current employees can be asked to recommend recruits
ADVERTISEMENT Must decide type and location of ad, depending on job; decide whether to focus on job(job description) or on applicant(job specification)
EMPLOYMENT AGENCIES There are publicly funded agencies that provide free placement services and private agencies that charge either the employee or the employer for a placement or referral
SCHOOLS, COLLEGES & UNIVERSITIES To fill in professional and managerial positions Turnover rates may be high High cost
CYBER SPACE RECRUITING It is the integration and utilization of internet technology in recruitment process. It is an important tool linking recruiters and employers with potential employees.
1. Time Lapse Data – It provides the average time that elapses between points of decision making in recruiting. 2. Yield Ratios – It reflects the number of candidates available at a step compared to a previous step.
Yield Ratios A ratio that expresses the percentage of applicants who successfully move from one stage of the recruitment and selection process to the next. By comparing the yield ratios of different recruitment sources, we can determine which source is the best or most efficient for the type of vacancy. Cost Per Hire Find the cost of using a particular recruitment source for a particular type of vacancy. Divide that cost by the number of people hired to fill that type of vacancy. A low cost per hire means that the recruitment source is efficient. Yield Ratios Cost Per Hire
The recruiter affects the nature of both the job vacancy and the applicants generated. In general, applicants respond more positively to recruiters whom they perceive as warm and informative. Realistic job previews: background information about job’s positive and negative qualities. For affecting whether people choose to take a job, the recruiter seems less important than an organization’s personnel policies that directly affect the job’s features.
Characteristics of the Recruiter Behavior of the Recruiter Enhancing the Recruiter’s Impact
Recruiters should provide timely feedback. Recruiters should avoid offensive behavior. They should avoid behaving in ways that might convey the wrong impression about the organization. The organization can recruit with teams rather than individual recruiters.
Lucy's Restaurant has just created a business plan that projects a 300% growth potential for their business. They have also learned that a large office building is next door. The business plan shows Lucy's growing to: 20 Tables -- serving 120 meals per day Open for Breakfast, Lunch, and Dinner (6:30 AM to 9:00PM) – 2 Shifts There are nine employees (including Lucy)
Group Deliverables: Identify the different positions you will use to staff the larger restaurant. Each position must include the tasks, duties, and responsibilities that it entails. There will be nine employees. Determine how many of each position you will need and what the attrition for that position is anticipated to be. Based on your business expectations, list how many people for each position you will need for each shift (or timeframe) Draw a chart / matrix showing the schedule Fill in the Recruiting Flow Chart (next page) showing your recruiting process. Fill in above chart / matrix showing the recruiting activity and hiring schedule List what recruiting sources / activities you will use Determine when (over 12 months) you will need to hire them Pick a group spokesperson to share the position descriptions with the class.
POSITION Shift 1 Numbe r workin g this shift) Shift 2 Numb er worki ng this shift) Attrition: the number of people who will leave / quit. Total Number of People employed over the entire year Tasks, Duties, Responsibilities Cooks Wait Staff Management Bar? Bussing Other? TOTAL 9 total 9 + attrition
Hiring need known / planned New Hire(s) on-board - working
POSITIO N Numbe r workin g Shift 1 Numbe r workin g Shift 2 Attrition # (turnover – number of people that leave)) Total Hires for the year Sources to use to find people – where will you find them Frequency of recruiting for this position Cooks Wait Staff Management Bar? Bussing Other? TOTALS: