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Chapter 5 (Part 1): Recruitment & Selection

Please remember to turn off and put away cell phones. Chapter 5 (Part 1): Recruitment & Selection. MGT 3513. ANNOUNCEMENTS. Questions on HR Supply and Demand. What is the labor supply? What is the labor demand? What is human resource planning? What is a labor surplus?.

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Chapter 5 (Part 1): Recruitment & Selection

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  1. Please remember to turn off and put away cell phones. Chapter 5 (Part 1): Recruitment & Selection MGT 3513

  2. ANNOUNCEMENTS

  3. Questions on HR Supply and Demand • What is the labor supply? • What is the labor demand? • What is human resource planning? • What is a labor surplus?

  4. Questions on HR Supply and Demand • What is a labor shortage? • What is the internal labor market? • What is the external labor market? • What are the trade-offs from hiring internally versus externally? (the answer is in a different section of the chapter – read ahead to find it)

  5. Questions on Forecasting • What is succession planning? • What is forecasting? • How are qualitative and quantitative forecasting techniques different?

  6. Questions on HR Planning • What is recruitment? • What is selection? • What is socialization?

  7. Challenges in the Hiring Process https://www.youtube.com/watch?v=ZLj9yuai7Q4 • What does Whole Foods look for in job applicants? • Who is in charge of hiring decisions at Whole Foods? Why? • Why do you think employees at Whole Foods haven’t decided to form and join a union?

  8. Challenges in the Hiring Process • Major costs associated with turnover • 4 major challenges in hiring process • Personal characteristics • Measurement • Motivation • Who decides?

  9. Sources of Recruitment • Current employees • Employee referrals • Former employees • Former military • Print/radio • Internet • Employment agencies • Temporary workers • College recruiting • Customers

  10. Employment Scenario:What went wrong??? Susie was hired to work for Software Solutions 6 months ago. She trains clients how to use the company’s software. As a job applicant, Susie was promised a good wage, as well as the opportunity to work with high profile clients and to travel (international and domestic). Susie, who was very excited about her new job, is now very unhappy and looking for another job. She did not expect to have to travel most Fridays and Sundays. Not only does she have little personal time, but at work she can hardly keep up with the company’s requirement to report feedback from each training session and respond to each client comment.

  11. Approaches to Recruitment • Flypaper approach • Try to attract as many applicants as possible • Emphasize the good points of the job • Outcomes: • unrealistic expectations of job • higher turnover

  12. Approaches to Recruitment • Realistic Job Preview (RJP) approach • Show good points and bad points of job • Lower naïve expectations • Reduce shock • Allow time to develop coping mechanisms • Outcomes: • more realistic expectations of job • lower turnover

  13. Examples - - Identify which approach is being used • Allen’s Furniture is looking for someone to help with sales and load furniture for customers. When Allen interviews applicants, he tells them that he pays very well; however, he informs each applicant that the job requires long hours, work on weekends, and heavy lifting. • Flypaper or RJP (circle one)

  14. Examples - - Identify which approach is being used • Techtronics Telemarketers advertises by posting flyers at universities and employment agencies. The flyer states that the company pays a high hourly wage & has very flexible work hours. • Flypaper or RJP (circle one)

  15. Evaluating Recruitment • How does a company know what recruitment sources to use? • Yield ratios • Cost-per-hire • Applicant quality (by source) • Example: Newspaper vs. employee referrals

  16. Practice evaluating recruitment • Example: My organization paid $700 to run an ad in the local newspaper advertising a sales position. Also, we paid $300 to a radio station to advertise the same position. Forty individuals applied for the position (30 in response to radio & 10 in response to newspaper); however, we only hired 8 new sales representatives (3 from radio & 5 from newspaper). • Calculate the cost per hire • Calculate the yield ratio for each source of recruitment

  17. Cost per hire = cost/hires

  18. Cost per hire = cost/hires

  19. Cost per hire = cost/hires

  20. Cost per hire = cost/hires

  21. Cost per hire = cost/hires

  22. Yield ratio = hires/applicants

  23. Yield ratio = hires/applicants

  24. Yield ratio = hires/applicants

  25. Yield ratio = hires/applicants

  26. Practice evaluating recruitment • Example: Forty individuals applied for the position (30 in response to radio & 10 in response to newspaper); however, we only hired 8 new sales representatives (3 from radio & 5 from newspaper). Unfortunately, 3 of the new hires quit at the end of the year (1 who responded to newspaper ad, 2 who responded to radio ad). • Calculate 1 yr. turnover rate

  27. Applicant quality =quits/hires

  28. Applicant quality =quits/hires

  29. Applicant quality =quits/hires

  30. Applicant quality =quits/hires

  31. Practice evaluating recruitment

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