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Recruiting

Recruiting. Recruiting Objectives. Pre-Hire Outcomes Number of Applicants Quality of Applicants Diversity of Applicants Ratio of Offers to Acceptances 1 st Day Outcomes Cost of filling Jobs Speed of Filling Jobs Number of Positions Filled Diversity of Hires Post Hire Outcomes

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Recruiting

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  1. Recruiting

  2. Recruiting Objectives Pre-Hire Outcomes • Number of Applicants • Quality of Applicants • Diversity of Applicants • Ratio of Offers to Acceptances 1st Day Outcomes • Cost of filling Jobs • Speed of Filling Jobs • Number of Positions Filled • Diversity of Hires Post Hire Outcomes • Retention Rate • Job Performance • Psychological Contract Fulfilled • Job satisfaction

  3. Recruiting Strategy Development • Whom to Recruit? • Knowledge, skills, & abilities • Where to Recruit? • College campuses • State employment service • Recruitment Sources Use? • Classified Ads • Job fairs • WEB • When to Recruit? • Before a vacancy occurs • After a vacancy occurs • During final semester • What Message to Communicate? • Few job-related details • Detailed job-related information

  4. Recruitment Activities • Recruitment Resources • Recruiters • Recruitment Message • Realism • Completeness • Timeliness

  5. Intervening/Process Variables • Applicant Attention • Applicant Comprehension • Message Credibility • Applicant Interest • Job & Organizational Attractiveness • Expectancy of Job Offer • Accuracy of Applicants Expectations • Self-Insight • Knowledge • Skills • Abilities • Needs

  6. Recruitment Results Recruiting Budget Recruiting Expenditures Labor Pool Demographics Diversity of Applicants Applications Received Job Offers Extended Job Offers Accepted

  7. Formation of Job Expectations • Job candidate’s initial impression of the position • Favorable / unfavorable • Unaware of job attributes • Inaccurate job perceptions Candidate initiates information gathering Organization provides information More accurate and more complete job and organizational expectations

  8. Formation of Job Expectations: Continued Person’s ability compared to job requirements Person’s needs/wants compared to job rewards Candidate perceives employer as being honest Candidate self-selection Person-job congruence

  9. Formation of Job Expectations: Continued Candidate feels commitment to job choice decision Congruence between person’s needs/wants and what job offers Congruence between person’s abilities and job requirements Satisfactory job performance Value attainment Job satisfaction Employee job longevity

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