2 Chapter ObjectivesExplain the external and internal environment of recruitmentDiscuss the internal and external recruitment factorsDescribe the recruitment processDescribe internal recruitment methodsExplain external sources of recruitmentIdentify external recruitment methodsExplain the relevance of a recruitment strategyDescribe an applicant tracking systemDiscuss of Internet recruiting
3 Recruitment The process of attracting individuals on a timely basis, in sufficient numbers, and withappropriate qualifications, and encouragingthem to apply for jobs with an organization.
4 Recruitment What is the role of a recruiter? Why is it important to have a recruiter?What is the future of recruiting?
5 Recruitment Sources and Methods Recruitment sources: Place where qualified individuals are foundRecruitment methods: Means by which potential employees can be attracted to the firm
6 Recruitment Strategy Defined direction used to identify source and attract a candidate pool.
16 AdvertisingCommunicates firm’s employment needs through media such as radio, newspaper, television, industry publications, and the InternetShould indicate how to respondClosing date
17 Employment Agencies Used to hire contingent worker Great for non-exempt level jobsAgencies have on-site representation at companiesExample: Volt and Kelly Services
18 Job Fairs/Virtual Job Fairs group of employers gather collectively to recruit applicantsVirtual Job Faircompanies come together to recruit applicants online
19 Internships Places student in a temporary job No obligation to hire student permanently or for student to accept a permanent positionTypically a temporary job for summer or a part-time job during school yearStudents bridge gap from theory to practice.
20 Search FirmsDedicated resource to locate experienced professionals and executivesHave established network of professionalsContingency search firms – receive fees only upon successful placementRetained search firms – receives payment up front, during the project and after successful placement
21 Professional Organizations Specialized organizations for certain professionsServes as a educational resource for that professionExample: SHRM
22 Open Houses Opportunity to get managers directly involved Cheaper and faster than agenciesMay attract more unqualified candidates
23 Event Recruiting Opportunity to create image of company Go to events that people you are seeking attendOpportunity to create a casual recruiting environment
24 Sign-on Bonuses3 out of 5 companies use signing bonus as recruitment toolOften used when applicant maybe leaving $ on the tableAmounts vary depending on the level of position
25 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.]