Human Resource Management TENTH EDITON © 2003 Southwestern College Publishing. All rights reserved. PowerPoint Presentation by Charlie Cook Recruiting in Labor Markets Recruiting in Labor Markets Chapter 7 SECTION 2 Staffing the Organization Robert L. Mathis  John H. Jackson

© 2002 Southwestern College Publishing. All rights reserved. 7–27–2 Learning Objectives After you have read this chapter, you should be able to: –Identify different ways that labor markets can be identified and approached. –Describe the phases in strategic recruiting and the decisions made in each phase. –Discuss the advantages and disadvantages of internal versus external recruiting. –Identify three internal sources for recruiting and issues associated with their use.

© 2002 Southwestern College Publishing. All rights reserved. 7–37–3 Learning Objectives (cont’d) –Discuss why Internet recruiting has grown and how employers are conducting it. –List and briefly discuss five external recruiting sources. –Discuss three factors to consider when evaluating recruiting efforts.

© 2002 Southwestern College Publishing. All rights reserved. 7–47–4 Recruiting and Labor Markets: Key Terms  Recruiting –The process of generating a pool of qualified applicants for organizational jobs  Labor Markets –The external supply pool from which organizations attract their employees  Labor Force Population –All individuals who are available for selection if all possible recruitment strategies are used.  Applicant Population

© 2002 Southwestern College Publishing. All rights reserved. 7–57–5 Labor Market Components: Key Terms  Labor Markets –The external supply pool from which organizations attract their employees  Labor Force Population –All individuals who are available for selection if all possible recruitment strategies are used.  Applicant Population –A subset of the labor force that is available for selection using a particular recruiting approach.  Applicant Pool –All persons who are actually evaluated for selection

© 2002 Southwestern College Publishing. All rights reserved. 7–67–6 Labor Market Components Figure 7–1

© 2002 Southwestern College Publishing. All rights reserved. 7–77–7 Labor Markets and Recruiting Issues Labor Markets Industry and Occupational KSAs KSAsGeographic Local Regional National International Geographic Educational and Technical Qualifications

© 2002 Southwestern College Publishing. All rights reserved. 7–87–8 Strategic Recruiting Stages Figure 7–2

© 2002 Southwestern College Publishing. All rights reserved. 7–97–9 Typical Division of HR Responsibilities Figure 7–3

© 2002 Southwestern College Publishing. All rights reserved. 7–10 Organizational Recruiting Activities Recruiting Image Recruiting Presence Training of Recruiters Effective Recruiting

© 2002 Southwestern College Publishing. All rights reserved. 7–11 Strategic Recruiting Decisions Recruiting Source Choices: Internal vs. External Organizational- Based vs. Outsourcing Regular vs. Flexible Staffing Recruiting and EEO/Diversity Considerations Strategic Recruiting

© 2002 Southwestern College Publishing. All rights reserved. 7–12 EEO and Diversity Considerations Figure 7–4

© 2002 Southwestern College Publishing. All rights reserved. 7–13 Advantages and Disadvantages of Internal and External Recruiting Sources Figure 7–5

© 2002 Southwestern College Publishing. All rights reserved. 7–14 Internal Recruiting Methods Figure 7–6

© 2002 Southwestern College Publishing. All rights reserved. 7–15 Internet Recruiting Methods Job Boards Professional/ Career Web Sites Employer Web Sites Internet Recruiting Methods

© 2002 Southwestern College Publishing. All rights reserved. 7–16 Internet Recruiting  Advantages –Recruiting cost savings –Recruiting time savings –Expanded pool of applicants –Morale building for current employees  Disadvantages –More unqualified applicants –Additional work for HR staff members –Many applicants are not seriously seeking employment –Access limited or unavailable to some applicants

© 2002 Southwestern College Publishing. All rights reserved. 7–17 External Recruiting Employment Agencies and Search Firms College and UniversityRecruiting High Schools and Technical Schools LaborUnions External Recruiting Sources Media Sources and Job Fairs CompetitiveSources

© 2002 Southwestern College Publishing. All rights reserved. 7–18 Internet Job Searching Figure 7–7 Source: Based on data from Greenfield Online ( as presented in The Wall Street Journal, November 27, 2000, R32.

© 2002 Southwestern College Publishing. All rights reserved. 7–19 What to Include in an Effective Recruiting Ad Figure 7–8

© 2002 Southwestern College Publishing. All rights reserved. 7–20 Evaluating Recruiting Evaluating Recruiting Efforts Evaluating Time Required to Fill Openings Evaluating Recruiting Costs and Benefits Evaluating Recruiting Quality and Quantity

© 2002 Southwestern College Publishing. All rights reserved. 7–21 Recruiting Evaluation  General Areas for Evaluating Recruiting –Quantity of applicants –EEO goals met –Quality of applicants  Yield ratios –A comparison of the number of applicants at one stage of the recruiting process to the number at the next stage.  Selection rate –The percentage hired from a given group of candidates

© 2002 Southwestern College Publishing. All rights reserved. 7–22 Recruiting Evaluation Pyramid Figure 7–9

© 2002 Southwestern College Publishing. All rights reserved. 7–23 Selection Methods  Yield ratios –A comparison of the number of applicants at one stage of the recruiting process to the number at the next stage  Selection rate –Percentage hired from a given group of candidates  Acceptance Rate –Percentage of rejected job offers  Success Base Rate –Comparing percentage rate of past applicants who were good employees to that of current employees.