RECRUITMENT Part I

Chapter Objectives Explain the external and internal environment of recruitment Discuss the internal and external recruitment factors Describe the recruitment process Describe internal recruitment methods Explain external sources of recruitment Identify external recruitment methods Explain the relevance of a recruitment strategy Describe an applicant tracking system Discuss of Internet recruiting

Recruitment The process of attracting individuals on a timely basis, in sufficient numbers, and with appropriate qualifications, and encouraging them to apply for jobs with an organization.

Recruitment What is the role of a recruiter? Why is it important to have a recruiter? What is the future of recruiting?

Recruitment Sources and Methods Recruitment sources: Place where qualified individuals are found Recruitment methods: Means by which potential employees can be attracted to the firm

Recruitment Strategy Defined direction used to identify source and attract a candidate pool.

Recruitment Strategy

External Environment of Recruitment Labor Market Conditions Legal Considerations Corporate Image

Internal Environment of Recruitment Human Resource Planning Promotion Policies Firm’s Knowledge of Employees Nepotism

Recruiting Process Overview Candidates Need definition Candidate generation Clients Response management Vendors Screen & select Hire Hire Recruiter (Team)

Generator Group Recruitment Process

Methods Used in Internal Recruiting Job Posting Employee Referrals Internal Job Fairs

External Recruitment Sources Why external recruitment? Acquire skills not possessed by current employees Obtain employees with different backgrounds to provide a diversity of ideas

External Recruitment Sources Internet Community Colleges Colleges and Universities Competitors and Other Companies Outplacement Firms Military Personnel Consultants or Researcher Professional Associations

External Recruitment Methods Advertising Employment Agencies Job Fairs/Virtual Job Fairs Executive Search Firms Target Research Internships Professional Associations Open Houses Event Recruiting Sign-on Bonuses Company Database Target Internet sites

Advertising Communicates firm’s employment needs through media such as radio, newspaper, television, industry publications, and the Internet Should indicate how to respond Closing date

Employment Agencies Used to hire contingent worker Great for non-exempt level jobs Agencies have on-site representation at companies Example: Volt and Kelly Services

Job Fairs/Virtual Job Fairs group of employers gather collectively to recruit applicants Virtual Job Fair companies come together to recruit applicants online

Internships Places student in a temporary job No obligation to hire student permanently or for student to accept a permanent position Typically a temporary job for summer or a part-time job during school year Students bridge gap from theory to practice.

Search Firms Dedicated resource to locate experienced professionals and executives Have established network of professionals Contingency search firms – receive fees only upon successful placement Retained search firms – receives payment up front, during the project and after successful placement

Professional Organizations Specialized organizations for certain professions Serves as a educational resource for that profession Example: SHRM

Open Houses Opportunity to get managers directly involved Cheaper and faster than agencies May attract more unqualified candidates

Event Recruiting Opportunity to create image of company Go to events that people you are seeking attend Opportunity to create a casual recruiting environment

Sign-on Bonuses 3 out of 5 companies use signing bonus as recruitment tool Often used when applicant maybe leaving $ on the table Amounts vary depending on the level of position

Key Metrics [Time-to-hire] [The total time required for hiring.] [Quality-of-hire] [How satisfied an organization is with a hire.] [Number of vacancies outstanding] [The total number of job vacancies the company has.] [Cost-per-hire] [The total cost associated with a given position and hire.] [Recruit source effectiveness] [The effectiveness of each source the company uses to generate candidates.]