1. Applied Psychology in Human Resource Management seventh edition Cascio & Aguinis
PowerPoint Slides developed by
Ms. Elizabeth Freeman
University of South Carolina Upstate
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2. Chapter Recruitment
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3. What about recruitment?
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4. To Recruit is to. Add employees. Maintain employees
To Recruit is to Add employees Maintain employees Adjust mix of employees
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5. Recruitment. Follows plans. Considers costs. Is on-going
Recruitment Follows plans Considers costs Is on-going Competes with & for people
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6. Recruitment Plans One-way (prospecting) where the organization seeks individuals or Two-way (mating) where individuals seek organizations as organizations are seeking people
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7. Recruitment includes A common communication medium. website. newspaper
Recruitment includes A common communication medium website newspaper technical journal professional organization job fair and…
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8. Recruitment includes a job seeker who sees a match
Recruitment includes a job seeker who sees a match a job seeker who applies
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9. Recruitment plans statements of HR needs. numbers of employees,
Recruitment plans statements of HR needs numbers of employees, skills required, mix, levels remember EEO regulations & time frames for needs
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10. Recruitment plans must consider HR availabilty U. S
Recruitment plans must consider HR availabilty U. S. Census Bureau as data source
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11. Best HR Plans consider “in-house” talent first with
Best HR Plans consider “in-house” talent first with action plans for development & training employees promotability indexes replacement charts for all positions control & evaluation procedures
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12. All Recruitment Plans must be statistically based
ratio of leads to hires by position
[yield ratios]
&
time between leads & hires
[time-lapse data]
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13. Recruitment Statistics
Best sources for data are
previous employment records
Other sources:
professional organizations
technical journals
other similar industries
government agencies
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14. Other Recruitment Considerations Labor Market: Local Regional National
World
Competitors
Technology
Supply (people looking)
Demand (employers looking)
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15. Recruitment Plan Sample Statistics
ABC Engineering
Contact to candidate ratio 6:1
means 2400 contacts to hire 100
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16. Recruitment Plan Sample Statistics
ABC Engineering
Invitations to interviews ratio 4:3
meaning 400 candidates invited
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17. Recruitment Plan Sample Statistics ABC Engineering
Interviews to offers ratio 3:2
means interviewing 300 candidates
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18. Recruitment Plan Sample Statistics ABC Engineering
Offers to acceptance ratio 2:1
means 2 full-time recruiters
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19. Recruitment Plan Sample Statistics ABC Engineering
Recruiter to new hire ratio 50:1 year
means 2 full-time recruiters
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20. Recruitment Plan Sample Statistics ABC Engineering
Recruiter to new hire ratio 50:1 year
means 2 full-time recruiters
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21. Resume receipt to first day work ratio
Recruitment Plan
Sample Statistics
ABC Engineering
Resume receipt to first day work ratio
40:1
minimum
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22. Recruitment Long-Term Plan Issues
How many recruiters to handle organization staffing?
Need to know previous organizational statistics
Need to know outside pressures
May hire consultants for unplanned, occasional needs
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23. Recruitment Long-Term Plan Issues
What is the organization’s image?
organization’s appeal
the geographic advantages available housing
schools
shopping
medical support
cost of living
mortgage assistance
Positive image leads people to be receptive to information
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24. Recruitment Long-Term Plan Issues
Organizational Image important:
People seek to be associated with “winners”
Successful image leads to higher salaries, promotions
Positive image leads people to be receptive to information
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25. Recruitment Operations
FIRST – ALWAYS:
Internal Resources as candidates
Promote from within as managerial policy
SECOND –
External sources for:
Entry-level positions
New jobs from expansions
Jobs existing HR cannot fill
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26. External Recruiting Sources
Advertising – newspapers, Internet, journals, television, radio, billboards
Employment Agencies – federal, state, county, private, executive
Educational Institutions – universities, colleges, technical, trade, alumni
Professional Organizations – meetings, conventions, placements
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27. External Recruiting Sources
Military – out-processing centers, retired officer placement services
Labor Unions
Career Fairs
Outplacement Firms
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28. External Recruiting Sources
Walk-ins
Write-ins
Within company transfers and company retirees
Employee Referrals
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29. Other Recruiting Trends
Informal Contacts
Employment Agencies
Internal job market
Minority workers tend to rely on formal methods
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30. Recruiting for Diversity
Determine & prioritize needs, goals, target populations
Make contacts w/ community groups & other external recruiting & training organizations
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31. Recruiting for Diversity
Develop results-oriented recruiting program including who, when, how, where
Invite sources to the organization to learn about career opportunities with the organization
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32. Recruiting for Diversity
Select a diverse group of organization contacts & external recruiters
Get top management support and train organization managers on strength of diversity
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33. Recruiting for Diversity
Develop procedures for monitoring & revising progress toward objectives
Be specific about the diversity message given to all applicants
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34. Minority Recruits Factors
Lack of current diversity within an organization
Lack of access to training and career-development programs
Lack of diverse upper management
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35. Managing Recruitment Record & control applicant flow
Keep accurate records
1. Log applications & resumes
2. Applicant activity
3. Correspondence
4. Offers & acceptances confirmed against open staffing requisitions
5. Records of closed applications must be kept reasonable length time
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36. Recruitment Management Software Resumix6 System from HotJobs.com, Ltd.
BrassRing Systems
Icarian
Recruitsoft
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37. Recruitment Systems Collect information in standard electronic format
Screen applicants
Determine source of applicants
Monitor applicants’ progress
Calculate length of time to fill a position
Calculate length of time for new hire to reach productive status
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38. Useful Internet Sites All jobs: Monster.com HotJobs.com
Careerbuilder.com
High Income (> $100,000) jobs:
Forbes.com Flipdog.com
Spencerstuart.com Netshare.com
Wetfeet.com Quintcareers.com
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39. Measurement, Evaluation, Control
Recruitment
Measurement, Evaluation, Control
Cost of operations
Cost per hire
Cost per hire by source
Total resume inputs
Resume inputs by source
Quality of resume by source
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40. Measurement, Evaluation, Control
Recruitment
Measurement, Evaluation, Control
Source yield and source efficiency
Time lapse recruiting by source
Time lapse recruiting stages
Geographical sources of candidates
Individual recruiter activity
Individual recruiter efficiency
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41. Measurement, Evaluation, Control
Recruitment
Measurement, Evaluation, Control
Acceptance to offer ratio
Offer to interview ratio
Interview to invitation ratio
Invitation to resume input ratio
Biographical acceptance, rejection
Analysis post visit & rejection questionnaires
Source yield and source efficiency
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42. Measurement, Evaluation, Control
Recruitment
Measurement, Evaluation, Control
Analysis reasons acceptance, termination
Analysis post-reporting follow-ups
Placement test scores hires vs. no-hires
by acceptance vs. rejection
Placement test scores vs. observed
Salary offer acceptance vs. rejections
Salary by age, year of first degree,
total work experience
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43. Recruiting from the “Supply” Side
Job search is social process
friends, family, contacts, & networks
Recent graduates search pattern
1st, broad search for potential jobs
2nd, rank & review jobs are ranked
3rd, make contacts
4th, revise job pool from first pool
Use Internet frequently
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44. Recruiting from the “Supply” Side
Preferred interviews are those that recruit & screen applicants
New graduates prefer
decentralized organizations with performance-based pay
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45. Successful Interviews
Recruitment
Successful Interviews
Realistic Job Previews - interviews that give both the positives & negatives for any given position enhance negative job aspects & moderate the positives
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46. Successful Interviews
Recruitment
Successful Interviews
Impacts of RJPs include - small applicant tendency to withdraw from process job acceptance rates lower job performance shows no impact job survival is higher all turnover is reduced organization spends less recruiting
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47. Successful Interviews
Recruitment
Successful Interviews
Greatest impacts are when - recruits have several offers recruits have unrealistic expectations recruits would have problems coping without the RJP
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48. How to be recruited 9 steps the first 5 1. Take your time.
2. Be optimistic.
3. Be thorough about skills, abilities, & desires.
4. Develop a plan & follow it.
5. Be approachable,
develop your contact network.
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49. How to be recruited 9 steps the next 4
6. Involve your family & keep your friends up-to-date.
7. Tell the truth.
8. Remember introductory letters &/or s with your resumes.
9. Let the employer bring up salary first.
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50. Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall
All rights reserved. No part of this publication may be reproduced, stored in a retrieval system, or transmitted, in any form or by any means, electronic, mechanical, photocopying, recording, or otherwise, without the prior written permission of the publisher. Printed in the United States of America.
Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall
Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall