recruiting
TRANSCRIPT
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Chapter 6Recruiting
Fundamentals of Human Resource ManagementEighth Edition
DeCenzo and Robbins
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
“Qualify suitable candidates in and the unsuitable out”
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Introduction
• Recruiting
• Once an organization identifies its human resource needs through employment planning, it can begin the process of recruiting potential candidates for actual or anticipated organizational vacancies.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Introduction
• Recruiting brings together those with jobs to fill and those seeking jobs.
• The process of discovering potential job candidates.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Recruiting Goals
• To provide information that will attract a significant pool of qualified candidates and discourage unqualified ones from applying.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Recruiting Goals
• Factors that affect recruiting efforts – Organizational size
– Employment conditions in the area
– Working conditions, salary and benefits offered
– Organizational growth or decline
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Recruiting Goals
• Constraints on recruiting efforts include: – Organization image – Job attractiveness – Internal organizational policies– Government influence, such as
discrimination laws – Recruiting costs
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Recruiting: A Global Perspective
• For some positions, the whole world is a relevant labor market.
• Home-country nationals are recruited when an organization is searching for someone with extensive company experience to launch a very technical product in a country where it has never sold before.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Recruiting: A Global Perspective
• Host-country nationals (HCNs) are targeted as recruits when companies want each foreign subsidiary to have its own distinct national identity.
• In some countries, laws control how many expatriates a corporation can send.
• HCN’s minimize potential problems with language, family adjustment and hostile political environments.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Recruiting: A Global Perspective
• Recruiting regardless of nationality may develop an executive cadre with a truly global perspective.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Effective Recruiting (cont’d)
• Advantages of centralizing recruitment– Strengthens employment brand– Ease in applying strategic principles– Reduces duplication of HR activiites– Reduces the cost of new HR technologies
– Builds teams of HR experts– Provides for better measurement of HR
performance– Allows for the sharing of applicant pools
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Recruiting Yield Pyramid
Figure 5–6
• Recruiting yield pyramid– The historical arithmetic relationships between recruitment
leads and invitees, invitees and interviews, interviews and offers made, and offers made and offers accepted.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Recruiting Sources
• Sources should match the position to be filled.
• The Internet is providing many new opportunities to recruit and causing companies to revisit past recruiting practices.
• Sources:– Internal Searches– Employee Referrals/
Recommendations– External Searches– Alternatives
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Recruiting Sources
The internal search
• Organizations that promote from within identify current employees for job openings:– by having individuals offer for
jobs– by using their HR management
system– by utilizing employee referrals
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Source of Internal Search
• Job posting– Publicizing an open job to employees
(often by literally posting it on bulletin boards) and listing its attributes.
• Rehiring former employees
• Succession planning
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Recruiting Sources
The internal search• Advantages of promoting from within include
– good public relations– morale building– encouragement of ambitious employees and
members of protected groups– availability of information on existing employee
performance– cost-savings– internal candidates’ knowledge of the organization– the opportunity to develop mid- and top-level
managers– Less training and orientation required
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Recruiting Sources
The internal search
• Disadvantages include:– possible inferiority of internal candidates– infighting and morale problems– Time wasted interviewing inside candidates
who will not be considered
– potential inbreeding
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Recruiting Sources
Employee referrals/recommendations
• Current employees can be asked to recommend recruits.
• Advantages include:– the employee’s motivation to make a good
recommendation – the availability of accurate job information for the
recruit– Employee referrals tend to be more acceptable
applicants, to be more likely to accept an offer and to have a higher survival rate.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Recruiting Sources
Employee referrals/recommendations
• Disadvantages include:– the possibility of friendship
being confused with job performance
– the potential for nepotism– the potential for adverse impact
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Recruiting Sources
External searches • Advertisements: Must decide type and
location of ad, depending on job; decide whether to focus on job (job description) or on applicant (job specification).
• Three factors influence the response rate:– identification of the organization– labor market conditions– the degree to which specific requirements are
listed.
• Blind box ads don’t identify the organization.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Help Wanted
Ad
Figure 5–7 Source: The Miami Herald, March 24, 2004, p. SF.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Recruiting Sources
External searches• Employment agencies:
– Public or state employment services focus on helping unemployed individuals with lower skill levels to find jobs.
– Private employment agencies provide more comprehensive services and are perceived to offer positions and applicants of a higher caliber.
• Fees may be paid by employer, employee or both.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Recruiting Sources
External searches• Employment agencies:• Management consulting, executive
search or headhunter firms specialize in executive placement and hard-to-fill positions. – Charge employers up to 35% of the first
year salary– Have nationwide contacts– Do thorough investigations of candidates
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Outside Sources of Candidates (cont’d)
• Reasons for using a private employment agency:
– When a firm doesn’t have an HR department and is not geared to doing recruiting and screening.
– The firm has found it difficult in the past to generate a pool of qualified applicants.
– The firm must fill a particular opening quickly.
– There is a perceived need to attract a greater number of minority or female applicants.
– The firm wants to reach currently employed individuals, who might feel more comfortable dealing with agencies than with competing companies.
– The firm wants to cut down on the time it’s devoting to recruiting.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Outside Sources of Candidates (cont’d)
• Avoiding problems with employment agencies:
– Give the agency an accurate and complete job description.
– Make sure tests, application blanks, and interviews are part of the agency’s selection process.
– Periodically review data on candidates accepted or rejected by your firm, and by the agency. Check on the effectiveness and fairness of the agency’s screening process.
– Screen the agency. Check with other managers or HR people to find out which agencies have been the most effective at filling the sorts of positions needed to be filled.
– Review the Internet and a few back issues of the Sunday classified ads to discover the agencies that handle the positions to be filled.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Recruiting Sources
External searches
• Schools, colleges, and universities: – May provide entry-level or
experienced workers through their placement services.
– May also help companies establish cooperative education assignments and internships.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Recruiting Sources
External searches
• Professional organizations: – Publish rosters of vacancies– Placement services at meetings– Control the supply of prospective
applicants
• Professional organizations also include labor unions.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Recruiting Sources
External searches• Unsolicited applicants (Walk-
ins): May provide a stockpile of prospective applicants if there are no current openings.
• Cyberspace Recruiting: Nearly four out of five companies use the Internet to recruit employees. Commercial job-posting services continue to grow.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Recruiting Sources
Recruitment alternatives • Temporary help services.
– Temporary employees help organizations meet short-term fluctuations in HRM needs.
– Older workers can also provide high quality temporary help.
• Employee leasing. – Trained workers are employed by a leasing
company, which provides them to employers when needed for a flat fee.
– Typically remain with an organization for longer periods of time.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Recruiting Sources
Recruitment alternatives
• Independent contractors – Do specific work either on or off the
company’s premises. – Costs of regular employees (i.e. taxes and
benefits costs) are not incurred.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Meeting the Organization
• View getting a job as your job at the moment. • Preparing Your Resume
– Use quality paper and easy to read type.
– Proofread carefully.
– Include volunteer experience.
– Use typical job description phraseology. – Use a cover letter to highlight your greatest
strengths.
• Don’t forget about networking as an excellent way of gaining access to an organization.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Offshoring/Outsourcing White-Collar and Other Jobs
• Specific issues in outsourcing jobs abroad
– Political and military instability
– Likelihood of cultural misunderstandings
– Customers’ security and privacy concerns
– Foreign contracts, liability, and legal concerns
– Special training of foreign employees
– Costs associated with companies supplying foreign workers
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Outside Sources of Candidates (cont’d)
• Executive recruiters (headhunters)
– Special employment agencies retained by employers to seek out top-management talent for their clients.
• Contingent-based recruiters collect a fee for their services when a successful hire is completed.
• Retained executive searchers are paid regardless of the outcome of the recruitment process.
– Internet technology and specialization trends are changing how candidates are attracted and how searches are conducted.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Outside Sources of Candidates (cont’d)
• Recruiting via the Internet– More firms and applicants are utilizing the Internet in the job
search process.• Advantages of Internet recruiting
– Cost-effective way to publicize job openings– More applicants attracted over a longer period– Immediate applicant responses– Online prescreening of applicants– Links to other job search sites– Automation of applicant tracking and evaluation
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Selected Recruitment Web Sites
Figure 5–9 Source: HR Magazine, November 2003.