2 Strategic Recruiting Decisions SampleOrganization-Based vs. Outsourced RecruitingRecruiting Presence and ImageTraining of RecruitersRegular vs. Flexible StaffingRecruiting and EEO: Diversity ConsiderationsRecruiting Nontraditional WorkersRecruiting Source Choices: Internal vs. ExternalStrategic Recruiting DecisionsRealistic Job Previews
3 Strategic Approach to Recruiting Benefits of a Strategic ApproachMatches recruiting activity with organizational and human resource plans.Acquiring the Right Human Capital Entails:Knowing the business and industry to successfully recruit qualified employeesIdentifying keys to success in the labor market, including ways to deal with competitors’ recruiting efforts (cherry picking!)Cultivating networks and relationships with sources of prospective employeesPromoting the company brand so that the organization becomes known as a good place to workCreating recruiting metrics in order to measure the effectiveness of recruiting efforts (offer:acceptance ratio)
4 Strategic Recruiting Stages How will we ensure we recruit a diversified workforce?Strategic Recruiting Stages
5 Recruiting and Labor Markets Definitions The process of generating a pool of qualified applicants for organizational jobsLabor MarketsThe external supply pool from which organizations attract their employeesTight versus Loose Labor MarketsLow unemployment creates competition for employees, raising labor costs.High unemployment results the availability of more applicants and more qualified applicants.
6 Labor Market Components Definitions Labor Force PopulationAll individuals who are available for selection if all possible recruitment strategies are used.Applicant PopulationA subset of the labor force that is available for selection using a particular recruiting approach.Applicant PoolAll persons who are actually evaluated for selection
8 Recruiting Decisions Recruiting method Recruiting message Advertising medium chosen, including use of employment agenciesRecruiting messageWhat is said about the job and how it is saidApplicant qualifications requiredEducation level and amount of experience necessary, for exampleAdministrative proceduresWhen recruiting is done, applicant follow-up, and use of previous applicant files
9 Labor Markets and Recruiting Labor Market CharacteristicsIndustry and Occupational MarketsKSAsGeographic MarketsLocal, Regional National International GlobalEducational and Technical MarketsQualifications
10 Strategic Recruiting Decisions Organization-Based vs. Outsourced RecruitingHR knows organization bestOutsourcing frees up time, cost savings, often better access to markets, understands the industry better and decreases HR StaffProfessional Employer Organizations (PEOs) and Employee LeasingSaves HR costs but increases total payroll costsIncreases compliance with government regulations and requirements.Benefits may be more available
11 Typical Division of HR Responsibilities: Recruiting How will HR increase value to the organization here?HR Staffing Chart- “Performance to Plan” Metric
12 Effective Recruiting Recruiting Presence and Image Training of RecruitersRegular vs. Flexible StaffingEffective Recruiting
13 Regular vs. Flexible Staffing The use of workers who are not traditional employees.Temporary workersHiring temporary staff members or contracting with agencies supplying temporary workers on a rate-per-day or rate-per-week basis.Independent contractorsWorkers who perform specific services on a contract basis.Cost/Benefit of Flexible Staffing
15 Recruiting Diverse Workers Older WorkersMid-life career changers: Those who are burned out in their jobs and career fields and leave voluntarily to try new fieldsDisplaced older workers: Those who have worked but have been displaced, often involuntarily, through job reductions or plant closingsRetirees: Those who took early retirement buyouts or formally retired from prior jobsIndividuals with Disabilities
16 Advantages and Disadvantages of Internal and External Recruiting Sources
17 Internal Recruiting Organizational Databases Job Posting Profiles containing background and KSA information on current employees that allow for key word searches to locate suitable candidates for open positions and career development.Skills Management System(s)Job PostingA system in which the employer provides notices of job openings and employees respond by applying.Promotions and TransfersUpward and lateral movements of employees
18 Employee-Focused Recruiting Current-Employee ReferralsA reliable source composed of acquaintances, friends, and family members of employees that are recommended by current employees.Can violate EEO regulations if it is the sole source of applicants.Re-recruiting of Former Employees and ApplicantsIndividuals who have left for other jobs might be willing to return.
19 External Recruiting College and High Schools and Technical Schools University RecruitingHigh Schools and Technical SchoolsMedia Sources and Job FairsExternal Recruiting SourcesLaborUnionsCompetitiveSourcesEmployment Agencies and Headhunters
21 Internet Recruiting Methods Job BoardsProfessional/ Career Web SitesEmployer Web SitesE-Recruiting MethodsHow does organizational image affect this aspect of recruiting?
22 Internet Recruiting (cont’d) DisadvantagesMore unqualified applicantsUse technology to counter this such as key word search, .E.g., screening softwareAdditional work for HR staff membersMany applicants are not seriously seeking employmentAccess limited or unavailable to some applicantsAdvantagesRecruiting cost savingsRecruiting time savingsExpanded pool of applicantsMorale building for current employees
24 Recruiting Evaluation and Metrics Evaluating Recruiting EffortsEvaluating Recruiting SatisfactionEvaluating Recruiting Quality and QuantityEvaluating the Time Required to Fill OpeningsEvaluating Recruiting Costs and BenefitsWhich predicts…
25 General Recruiting Process Metrics Offer: Acceptance Ratioarguably the most important yield ratioYield ratiosA comparison of the number of applicants at one stage of the recruiting process to the number at the next stage.Selection rateThe percentage hired from a given group of candidates.Acceptance RateThe percent of applicants who accepted a job offers divided by total number of applicants who received job offers.Success Base RateComparing the percentage rate of past applicants who were good employees to that of current employees.