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Human Resource Management 10 th Edition Chapter 5 RECRUITMENT

Human Resource Management 10 th Edition Chapter 5 RECRUITMENT. Hiring Temporary Executives . Organizations view hiring of new executive as two parts Begins search process for executive in traditional way Executive is hired to cover position during time company is looking for new CEO

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Human Resource Management 10 th Edition Chapter 5 RECRUITMENT

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  1. Human Resource Management 10th EditionChapter 5RECRUITMENT © 2008 by Prentice Hall

  2. Hiring Temporary Executives • Organizations view hiring of new executive as two parts • Begins search process for executive in traditional way • Executive is hired to cover position during time company is looking for new CEO • May become a try-before-you-buy exercise © 2008 by Prentice Hall

  3. Recruitment Process of attracting individuals on a timely basis, in sufficient numbers, with appropriate qualifications, and encouraging them to apply for jobs with an organization © 2008 by Prentice Hall

  4. Alternatives to Recruitment • Outsourcing • Contingent Workers • Professional Employer Organizations (Employee Leasing) • Overtime © 2008 by Prentice Hall

  5. Outsourcing • Transfers responsibility to an external provider • Provides greater efficiency and effectiveness © 2008 by Prentice Hall

  6. Contingent Workers • Part-timers, temporaries, and independent contractors • Human equivalents of just-in-time inventory • Total cost of a permanent employee is about 30 - 40% above gross pay • “Disposable American workforce” © 2008 by Prentice Hall

  7. Bureau of Labor Statistics Definition Two groups: 1. Independent contractors and on-call workers, who work only when needed - consisted of 14.8 million workers, or 10.7% of workforce 2. Temporary or short-term workers, which BLS calls contingent - totaled 5.7 million or 4.1% of workforce © 2008 by Prentice Hall

  8. Professional Employer Organizations - Employee Leasing • Company that leases employees to other businesses • When decision is made to use PEO, company releases its employees who are then hired by PEO • With PEO, leasing company is employees’ legal employer © 2008 by Prentice Hall

  9. Overtime • Most commonly used method of meeting short-term fluctuations in work volume • Employer avoids recruitment, selection, and training costs • Employees gain from increased income • Potential problems © 2008 by Prentice Hall

  10. External Environment of Recruitment • Labor Market Conditions • Legal Considerations • Corporate Image © 2008 by Prentice Hall

  11. Labor Market Conditions • Demand for and supply of specific skills • Labor market for many professional and technical positions is truly global © 2008 by Prentice Hall

  12. Legal Considerations • Candidate and employer first make contact during recruitment process • Essential for organizations to emphasize nondiscriminatory practices at this stage • Labor Department has issued guidelines concerning online recruiting policies of federal contractors and subcontractors © 2008 by Prentice Hall

  13. Labor Department Guidelines • Keep detailed records of each jobsearch • Identify what criteria was used • Be able to explain why a person with protected status was not hired • Companies with more than 100 employees keep staffing records for a minimum of two years © 2008 by Prentice Hall

  14. Labor Department Guidelines (Cont,) • Threshold coverage is 50 employees if dealing with OFCCP • Enables compilation of demographic data, including age, race and gender, based on that applicant pool • Employers must keep records of any and all expressions of interest through Internet, including online résumés and internal databases © 2008 by Prentice Hall

  15. EEOC Criteria to Determine Whether an Individual Is an Internet Applicant • Job seeker has expressed interest through Internet • Employer considers job seeker for employment in particular open position • Job seeker has indicated he or she meets position’s basic qualifications • Applicant has not indicated no longer interested in position © 2008 by Prentice Hall

  16. Promotion from Within (PFW) • Policy of filling vacancies above entry-level positions with current employees • Workers have incentive to strive for advancement • Organization usually well aware of employees’ capabilities • Good goal would be to fill 80% of openings above entry-level positions from within © 2008 by Prentice Hall

  17. Employee Requisition • Recruitment begins when a manager initiates employee requisition • Document specifies job title, department, date employee is needed for work, and other details © 2008 by Prentice Hall

  18. RECRUITMENT PROCESS External EnvironmentInternal Environment Human Resource Planning Alternatives to Recruitment Employee Requisition Internal Sources External Sources Internal Methods External Methods RecruitedIndividuals © 2008 by Prentice Hall

  19. Recruitment Sources and Methods • Recruitment sources: Place where qualified individuals are found • Recruitment methods: Means by which potential employees can be attracted to firm © 2008 by Prentice Hall

  20. Internal Recruitment Methods • Employee databases • Job Posting • Job Bidding • Internet • Intranet • Company’s Online Newsletter © 2008 by Prentice Hall

  21. Job Posting and Job Bidding • Job Posting - Procedure to inform employees that job openings exists • Job Bidding - Permit individuals in organization who believe they possess required qualifications to apply for posted job © 2008 by Prentice Hall

  22. Employee Referrals • Number one way people find a job • Referrals better qualified and stay on job longer • Recruit new hires through employee-referral incentive programs • Employee enlistment - Unique form of employee referral where every employee becomes a company recruiter © 2008 by Prentice Hall

  23. Trends & Innovations: Social Network Recruiting • 60.7% of job seekers found new jobs through networking • Technology databases searched for contact names, interests, former employers, colleges attended, and other information to identify network of acquaintances • Software and web-based services enable users to leverage personal relationships for networking, hiring, employee referrals and references © 2008 by Prentice Hall

  24. Why External Recruitment Is Needed • Fill entry-level jobs • Acquire skills not possessed by current employees • Obtain employees with different backgrounds to provide diversity of ideas © 2008 by Prentice Hall

  25. External Recruitment Sources • High Schools and Vocational Schools • Community Colleges • Colleges and Universities • Competitors in the Labor Market • Former employees • Unemployed • Military Personnel • Self-employed Workers © 2008 by Prentice Hall

  26. High Schools and Vocational Schools • Clerical and other entry-level employees • Some companies work with schools • Companies may loan employees to schools © 2008 by Prentice Hall

  27. Community Colleges • Sensitive to specific employment needs in local labor market • Graduate highly sought-after students with marketable skills © 2008 by Prentice Hall

  28. Colleges and Universities • Professional, technical, and management employees • Placement directors, faculty, and administrators © 2008 by Prentice Hall

  29. Competitors in the Labor Market • When recent experience is needed, competitors and other firms in same industry or geographic area are important sources • Smaller firms look for employees trained by larger organizations © 2008 by Prentice Hall

  30. Former Employees • In past, punished with no-return policies • Smart employers try to get their best ex-employees to come back. © 2008 by Prentice Hall

  31. Unemployed • Qualified applicants become unemployed every day • Companies go out of business • Cut back operations • Merge with other firms • Employees are fired © 2008 by Prentice Hall

  32. Military Personnel • Proven work history - Flexible, motivated, drug free • Goal and team orientation © 2008 by Prentice Hall

  33. Self-Employed Workers • Technical • Professional • Administrative • Entrepreneurial © 2008 by Prentice Hall

  34. Online Recruitment • Perhaps biggest change in way that organizations recruit • Revolutionized way companies recruit employees and job seekers search and apply for jobs © 2008 by Prentice Hall

  35. Internet Recruiter • Also called cyber recruiter, is person whose primary responsibility is to use Internet in recruitment process • Most companies currently post jobs on their organization’s website • More a company recruits on Internet, the greater the need for Internet recruiters • High-tech firms have greatest needs © 2008 by Prentice Hall

  36. Virtual Job Fair • Online recruiting method engaged in by single employer or group of employers to attract large number of applicants • A wider range of students than might attend a live fair © 2008 by Prentice Hall

  37. Corporate Career Website • Job sites accessible from company homepage that lists company positions available, providing way for applicants to apply for specific jobs • Major resource for both job seekers and companies seeking new employees • Many firms have established career portals on their corporate website © 2008 by Prentice Hall

  38. weblogs (blogs for short) • Google or a blog search engine such as Technorati.com can be used • Type in a key phrase like marketing jobs • Google launched blogsearch.google.com • Stealthy background checks © 2008 by Prentice Hall

  39. General Employment websites • Monster.com -Largest employment website • HotJobs.com • CareerBuilder.com © 2008 by Prentice Hall

  40. NACElink • National, web-based system for recruiting college students for all types of employment, such as full-time, part-time, internship, co-op, work-study, and alumni • 543 schools using NACElink system • Three components: job-posting, résumé database, and interview scheduling © 2008 by Prentice Hall

  41. Niche Sites • Websites that cater to a specific profession • A site for virtually everyone © 2008 by Prentice Hall

  42. Contract Workers’ Sites • Sites are available to assist this segment of workforce • Let workers advertise their skills, set their price, and pick an employer • Freelance.com • AllFreelanceWork.com • Guru.com © 2008 by Prentice Hall

  43. Hourly Workers’ Job Sites • Attracting blue-collar and service workers • Most hourly workers pursue jobs by filling out applications • Sites allow job-seekers to build application that can be viewed by employers • Some job boards have bilingual call center © 2008 by Prentice Hall

  44. Media Advertising Employment Agencies - Private and Public Recruiters Job Fairs Executive Search Firms Internships Professional Associations Unsolicited Applicants Open Houses Event Recruiting Sign-on Bonuses High-tech Competitions Traditional External Recruitment Methods © 2008 by Prentice Hall

  45. Media Advertising • Communicates firm’s employment needs through media such as radio, newspaper, television, and industry publications • Previous experience with various media suggest the approach taken • Recently, use of newspaper advertising has declined because of online recruiting © 2008 by Prentice Hall

  46. Employment Agencies – Public and Private • Organization that helps recruit employees and at same time aids individuals in attempts to locate jobs • Private agencies (often called head-hunters) – Best known for recruiting white-collar employees • Public agencies – Operated by each state, receive policy direction from U.S. Employment Service. America’s Job Bank is a partnership between the U.S. Department of Labor and the state-operated Public Employment Service (http://www.ajb.dni.us/) © 2008 by Prentice Hall

  47. Recruiters • Used with technical, vocational, community colleges, colleges and universities © 2008 by Prentice Hall

  48. Job Fairs • Recruiting method engaged in by single employer or group of employers to attract large number of applicants to one location for interviews • Opportunity to meet a large number of candidates in a short time © 2008 by Prentice Hall

  49. Internships • Places student in a temporary job • No obligation to hire student permanently or for student to accept permanent position • Typically temporary job for summer or part-time job during school year • Students bridge gap from theory to practice © 2008 by Prentice Hall

  50. Executive Search Firms • Locate experienced professionals and executives • Need specific types of individuals • Contingency search firms - Receive fees only upon successful placement • Retained search firms - Serve as consultants to clients on exclusive contract basis © 2008 by Prentice Hall

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