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Presentation on theme: "RECRUITMENT."— Presentation transcript:


2 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

3 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

4 Recruitment Identifying, sourcing and recruiting people for an
My Definition Identifying, sourcing and recruiting people for an opportunity.

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

6 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

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

8 Recruitment Strategy Execute strategy before outsourcing

9 External Environment of Recruitment
Labor Market Conditions Legal Considerations Corporate Image

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

11 Recruiting process overview
Candidates Need definition Candidate generation Response management Clients Vendors Screen & select Hire Recruiter (Team)

12 Generator Group Recruitment Process

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

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

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

16 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

17 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

18 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

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

20 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.

21 Executive 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

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

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

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

25 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

26 Key metrics to monitor and track
[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.]

27 Exercise Read recruiting dilemma on page 131
Break into groups of three for 10min Develop two - three solution Report back

28 Applicant Tracking System
Automates online recruiting Allows companies to track recruiting results

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