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RECRUITMENT. Chapter Objectives. Explain the external and internal environment of recruitment Discuss the internal and external recruitment factors Describe the recruitment process Describe internal recruitment methods Explain external sources of recruitment
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Chapter Objectives • Explain the external and internal environment of recruitment • Discuss the internal and external recruitment factors • Describe the recruitment process • Describe internal recruitment methods • Explain external sources of recruitment • Identify external recruitment methods • Explain the relevance of a recruitment strategy • Describe an applicant tracking system • Discuss of Internet recruiting
Recruitment The process of attracting individuals on a timely basis, in sufficient numbers, and with appropriate qualifications, and encouraging them to apply for jobs with an organization
Recruitment My Definition Identifying, sourcing and recruiting people for an opportunity.
Recruitment • What is the role of a recruiter? • Why is it important to have a recruiter? • What is the future of recruiting?
Recruitment Sources and Methods • Recruitment sources: Place where qualified individuals are found • Recruitment methods: Means by which potential employees can be attracted to the firm
Recruitment Strategy Defined direction used to identify source and attract a candidate pool.
Recruitment Strategy Execute strategy before outsourcing
External Environment of Recruitment • Labor Market Conditions • Legal Considerations • Corporate Image
Internal Environment of Recruitment • Human Resource Planning • Promotion Policies • Firm’s Knowledge of Employees • Nepotism
Recruiting process overview Candidates Need definition Candidate generation Response management Clients Vendors Screen & select Hire Recruiter (Team)
Methods Used in Internal Recruiting • Job Posting • Employee Referrals • Internal Job Fairs
External Recruitment Sources Why external recruitment? • Acquire skills not possessed by current employees • Obtain employees with different backgrounds to provide a diversity of ideas
External Recruitment Sources • Internet • Community Colleges • Colleges and Universities • Competitors and Other Firms • Outplacement Firms • Military Personnel • Consultants or Researcher • Professional Associations
Advertising Employment Agencies Job Fairs/Virtual Job Fairs Executive Search Firms Target Research Internships Professional Associations Open Houses Event Recruiting Sign-on Bonuses Company Database Target Internet sites External Recruitment Methods
Executive Search Firms • Dedicated resource to locate experienced professionals and executives • Have established network of professionals • Contingency search firms– receive fees only upon successful placement • Retained search firms – receives payment up front, during the project and after successful placement
Professional Organizations • Specialized organizations for certain professions • Serves as a educational resource for that profession • Example: SHRM
Sign-on Bonuses • 3 out of 5 companies use signing bonus as recruitment tool • Often used when applicant maybe leaving $ on the table • Amounts vary depending on the level of position
Key metrics to monitor and track • [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 vacanciesthe company has.] • [Cost-per-hire][The total cost associated with a givenposition and hire.] • [Recruit source effectiveness][The effectiveness of each source thecompany uses to generate candidates.]
Exercise • Read recruiting dilemma on page 131 • Break into groups of three for 10min • Develop two - three solution • Report back
Applicant Tracking System • Automates online recruiting • Allows companies to track recruiting results