Human Resource Management ELEVENTH EDITON SECTION 2 Staffing the Organization Robert L. Mathis  John H. Jackson Chapter 7 Recruiting in Labor Markets PowerPoint Presentation by Dr. Zahi Yaseen

Recruiting in Labor Markets After you have read this chapter, you should be able to : Identify different ways that labor markets can be identified and approached. Discuss the advantages and disadvantages of internal versus external recruiting Specify three internal sources for recruiting and issues associated with their use. List and briefly discuss five external recruiting sources. Explain why internet recruiting has grown and how employees are conducting it. Discuss three factors to consider when evaluating recruiting efforts.

Recruiting in Labor Markets Strategic Approach to Recruiting It becomes more important as labor markets shift and become more competitive. It’s important that recruiting be a part of strategic HR planning. Figure 1. Labor Markets External supply pool from which organizations attract employees. To understand recruiting takes place , figure 2.

Figure 1 HR Planning How many employees will be needed? When employees be needed? What specific KSAs will be needed? What diversity goals need to be met? Figure 1 Strategic Recruiting stages Organizational responsibilities - HR staff and operating managers Strategic recruiting decisions Organizational- based vs. outsourced recruiting Recruiting presence and image Recruiter training Regular vs. flexible staffing EEO/diversity considerations Recruiting source choices Recruiting Methods - Internal - External -Internet /web based

Labor Market Components Figure 2

Recruiting in Labor Markets 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 Labor markets and recruiting Figure 3

Labor Markets and Recruiting Issues Figure 3 Labor Markets Industry and Occupational KSAs Geographic Local Regional National International Educational and Technical Qualifications

Organizational recruiting responsibilities HR Unit Managers Forecast recruiting needs - Anticipate needs for employees Prepare copy for recruiting to fill vacancies. ads and campaigns - Determine KSAs needed from Plans and conducts recruit- applicants. ing efforts. - Assist in recruiting effort with Audits and evaluates all info about job requirements. recruiting activities. - Review recruiting efforts activities.

Strategic Recruiting decisions Internal Vs. External Recruiting Advantages disadvantages Source Internal 1. Morale of promote 1. Inbreeding 2. Better assessment of abilities 2. Possible morale problems of 3. Lower cost of some jobs those not promoted. 4. Motivator for good performance 3.“Political”infighting for prom 5.Causes a succession of promotions 4. Need for management- 6. Have to hire only at entry level. Development program External 1. New blood brings new perspectives 1. May not select someone who 2. Cheaper and faster than training fit the job or organization. professionals. 2. May cause moral problems for 3. No group of political supporters internal candidates not selected. in organization already. 3. Longer adjusted or orientation 4. May bring new industry insight. time

External Recruiting: 1- School recruiting: summer, part-time. 2- College recruiting: jobs that needs skills. 3- Labor unions: could supply workers to employers. 4- Media sources: newspapers, magazines, TV, radio…etc. Ads should be evaluated for target market. 5- Trade and competitive sources: trade associations news letters, magazines. Direct contact to employees in other competitive companies, less training. 6- Employment agencies: profit or nonprofit agencies. 7- Executive search firms: for managerial and professional jobs, they charge up to 33% of the first year salary, 8- Internet recruiting: application online. HR reach more applicants, with less cost, and faster.

External Recruiting College and University Recruiting High Schools and Technical Schools Media Sources and Job Fairs External Recruiting Sources Labor Unions Competitive Sources Employment Agencies and Search Firms

Internet Job Searching Source: Based on data from Greenfield Online (www.greenfieldonline.com), as presented in The Wall Street Journal, November 27, 2000, R32.

What to Include in an Effective Recruiting Ad

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

Recruiting Methods Yield ratios Selection rate Acceptance Rate 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.

Total initial contact = 100 Using Yield Ratios to determine needed applicants Hires = 5 Offer recipients = 10 Final interviews= 15 Formal applicants = 30 Total initial contact = 100

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