1. Recruiting OS352 HRM Fisher Oct. 2, 2003

2. 2 Agenda Examine employment ads Review web sites Give back exams

3. 3 Team discussion In your teams from Exercise 1 – Review the ads you selected – Is there anything notable about the ads? – Do they demonstrate any principles discussed in the reading? What is the goal of recruiting? How do these ads help meet that goal?

4. 4 Three aspects of recruiting Policies Recruitment sources Recruiter traits and behaviors – Signaling theory - used to examine recruitment

5. 5 Organizational Image Some recruiting efforts devoted to building image General advertising often directed at potential applicants, not just consumers Negative word of mouth can have devastating effects

6. 6 Recruiting sources Internal – Use of internal labor market associated with satisfaction, lower turnover, cost savings External – Ads – Referrals – Employment agencies – Exec. Search Firms (Headhunters) – Universities – Internet Evaluating source quality

7. 7 Internet Recruiting Generally low cost Yields are typically low – Can get flooded with applicants Lack of on-line recruiting can be a negative signal to applicants Could result in greater adverse impact – digital divide What are the key differences between job boards (e.g., Monster) and corporate web sites?

8. 8 Best practices for Internet recruiting Make it easy to find job listings – Provide links on own site rather than linking to commercial site – Minimize number of clicks (2-3) Communicate clearly to potential applicants regarding process, status – Response to application – Outcomes of search process Provide information to allow potential applicants to assess fit Source: Crispin and Mehler, The Job Seeker ’ s Experience: Who Really Cares? Retrieved from http://www.careerxroads.com/2003Top25/2003Top25.pdf

9. 9 Recruiter effects Any experience with offensive recruiters? Timing of recruiting process is key Realistic job preview – Extends goal of recruitment beyond just hiring

10. 10 For next class Topic: Selection – Which laws are related to selection? Review 4/5ths rule from chapter 3, pages 83-84 – How does job analysis support selection? – Bring job application from scavenger hunt

11. 11 Exam 1 results Mean score = 31.8 (79%) High score = 42.5 Any appeals for how questions were scored should be submitted in writing no later than Oct. 9