Chapter 7 The Recruiting Process

Internal Versus External Staffing 3-2

Recruitment Planning: Administrative Issues In-house vs. external recruitment agency Many companies do recruiting in-house Recommended approach for large companies Smaller companies may rely on external recruitment agencies

Recruitment Planning: Administrative Issues Requisitions Number of contacts Yield ratio - Relationship of applicant inputs to outputs at various decision points Types of contacts Qualifications to perform job must be clearly established Consideration must be given to job search and choice process used by applicants

Example Recruitment Budget

Recruitment Planning: Administrative Issues (continued) Process flow and record keeping Recruiters Selecting recruiters Training recruiters

Recruitment Planning: Administrative Issues (continued) Definition of job applicant - EEOC In order for an individual to be an applicant in the context of the Internet and related electronic data processing technologies, the following must have occurred: the employer has acted to fill a particular position; the individual has followed the employer's standard procedures for submitting applications; and the individual has indicated an interest in the particular position.

Recruitment Planning: Administrative Issues (continued) Definition of job applicant - OFCCP The individual submits an expression of interest in employment through the Internet or related electronic data technologies; The contractor considers the individual for employment in a particular position; The individual's expression of interest indicates the individual possesses the basic qualifications for the position; and, The individual at no point in the contractor's selection process prior to receiving an offer of employment from the contractor, removes himself or herself from further consideration or otherwise indicates that he or she is no longer interested in the position.

Strategy Development Open vs. targeted recruitment Recruitment sources Choosing an audience Recruitment sources Choosing ways to get the message out Recruiting metrics Assessing the effectiveness of recruiting methods

Making the Choice Between Open and Targeted Recruiting

Recruitment Sources Applicant initiated Employee referrals Employee networks Advertisements Employment websites Colleges and placement offices Employment agencies Executive search firms Professional associations and meetings Social service agencies Outplacement services Job fairs Internships

Features of High-Impact Organizational Websites Easily navigated Résumé builders Detailed information on career opportunities Clear graphics Allow applicants to create profiles Self-assessment inventories

Employment Brand Appealing message to potential applicants Closely related to product market image Goal is to general interest in pursuing job with that organization Could be based on reputation, values, culture, or other factor Having established brand can help with employee retention for employees motived to work there due to branding

Comparing Choice of Messages 5-14

Searching: Communication Medium Recruitment brochures Videos and videoconferencing Advertisements Classified advertisements Online advertisements (banner ads) Radio and television advertisements Organizational websites Direct contact (telephone or e-mail)

Applicant Reactions Reactions to recruiters Influence of recruiter on attitudes and behavior Influential recruiter behaviors Warmth and knowledge of the job Reactions to recruitment process Relationship of screening devices to job Delay times in recruitment process Credibility of recruiter during recruitment process

Transition to Selection Involves making applicants aware of Next steps in hiring process Selection methods used and instructions Expectations and requirements

Strategy Development: Internal Recruitment Sources Job posting Intranet Talent management system Nominations Replacement and succession plans Career development centers

Applicant Reactions Minimal research regarding reactions of applicants to internal recruitment process Perceived fairness Distributive justice - Perceived fairness of actual decision Procedural justice - Perceived fairness of process (policies and procedures)

Transition to Selection Involves making applicants aware of Next steps in hiring process Selection methods used and instructions Expectations and requirements

Metrics for Evaluating Recruiting Methods – Internal and External Quantity Quality Cost Impact on HR Outcomes Employee satisfaction Job performance Diversity Retention