recruiting © nancy brown johnson, 2000 hr planning
TRANSCRIPT
Recruiting
© Nancy Brown Johnson, 2000
HR Planning
Forecast Demand
Product demand labor derived demand past demand (stable) other leading indicators consider changes in technology or work
processes
Forecast Supply
Turnover Promotions
Reconcile Supply & Demand
Shortages training counter-cyclical hiring wage increases to attract innovative recruiting
Temporary Workers
few benefits try out employee already trained tension with permanent employees
Outsourcing
contract entire operation less expensive labor economies of scale gain expertise lose control
Oversupply
Downsizing increased productivity decreased morale potential loss of good employees
Recruiting
The process of attracting people to apply to your organization for work
Selection
The process of choosing employees for your organization.
©a Times Mirror Higher Education Group, Inc., company, 1997a Times Mirror Higher Education Group, Inc., company, 1997
IRWIN
JOB CHOICE
Vacancy Characteristics
Vacancy Characteristics
PersonnelPolicies
RecruitmentSources
RecruiterCharacteristics
ApplicantCharacteristics
ApplicantCharacteristics
Factors that Influence Job Choice
Organizational Factors
Personnel policies Pay above market Job security
employment-at-will layoff history
Company Image
Recruiter Characteristics
Warm Informative Same background as applicant
Attraction-Selection-Attrition (ASA) Theory
People are attracted to organizations where they feel comfortable.
Organizations try to select people who fit within the organization.
People who do not fit will leave (attrition).
ASA Results
Organizations become more homogeneous
Unconsciously select people that fit within organization
Organizations consciously change recruiting to attract different types
Realistic Job Previews
Recruiter's information is accurate. Vaccination - prevents unrealistic
expectationsChoice on accurate information People less likely to accept jobThose that accept, stay
NPR : As Danger Increases, So Does Pay for Contractors in Iraq
Realistic Job Previews
Works best when: candidate can be selective in accepting a job
offer has unrealistic job expectations would have difficulty coping with job
demands without RJP
Two Ways to Staff Job Recruiting
Externally - recruiting people from outside the organization Brings in fresh blood Costly New people may hinder group morale
Internal Staffing: Second Way to Staff
Important for organizationAffects career decisionsCan be a reward
Less expensiveKnow more about the peopleRewards past performance can enhance morale
External environment influences
Labor market - loose/tight markets affect abundance of candidates and
Legal - legal concerns salient in recruiting.
Types of Labor Markets
LocalRegionalNationalInternational
Recruiting Sources
College Walk-ins Employee Referrals Advertising Job Fairs Private Employment Agencies Public Employment Agencies
Effectiveness of Methods
Two ways to judge effectiveness Does technique generate good
candidates? Does technique generate good
employees?
Effectiveness of Recruiting
Formal Methods: Newspapers and other advertising generates most candidates
Informal Methods: Referrals and rehires of previous employees have best attendance & performance Informal techniques appear best: employee
referrals, rehires & walk-ins.
Recruiting Summary
Estimate supply and demand Consider ways to staff
Temp, outsource, overtime, hire
Recruit Change workers, new recruiting sources Provide realistic job previews