STUDY BLOCK Instructor: Edmond Grady. HRM and Recruiting. Copyright 2011 by The McGraw-Hill Companies, Inc. All Rights Reserved.

Transcription

1 STUDY BLOCK Instructor: Edmond Grady HRM and Recruiting McGraw-Hill/Irwin Copyright 2011 by The McGraw-Hill Companies, Inc. All Rights Reserved. What Do I Need to Know? (continued) 1. Describe recruitment policies organizations use to make job vacancies more attractive. 2. List and compare sources of job applicants. 3. Describe the recruiter s role in the recruitment process, including limits and opportunities

2 Recruiting Human Resources The role of human resource recruitment is to build a supply of potential new hires that the organization can draw on if the need arises. Recruiting: any activity carried on by the organization with the primary purpose of identifying and attracting potential employees. 5-3 Figure 5.2: Three Aspects of Recruiting 5-4 2

3 Personnel Policies Several personnel policies are especially relevant to recruitment: Internal versus external recruiting Lead-the-market pay strategies Employment-at-will policies Image advertising 5-5 Image advertising, such as in this campaign to recruit nurses, promotes a whole profession or organization as opposed to a specific job opening. This ad is designed to create a positive impression of the profession, which is now facing a shortage of workers

4 Recruitment Sources: Internal Sources Job Posting: the process of communicating information about a job vacancy: On company bulletin boards In employee publications On corporate intranets Anywhere else the organization communicates with employees 5-7 Advantages of Internal Sources 1. It generates applicants who are well known to the organization. 2. These applicants are relatively knowledgeable about the organization s vacancies, which minimizes the possibility of unrealistic job expectations. 3. Filling vacancies through internal recruiting is generally cheaper and faster than looking outside the organization

5 One in Three Positions Are Filled with Insiders 5-9 Recruitment Sources: External Sources Direct applicants Referrals Advertisements in newspapers and magazines Electronic recruiting Public employment agencies Private employment agencies Colleges and universities

6 Figure 5.3: External Recruiting Sources Percentage of Employees Hired 5-11 Evaluating the Quality of a Source Yield Ratios A ratio that expresses the percentage of applicants who successfully move from one stage of the recruitment and selection process to the next. By comparing the yield ratios of different recruitment sources, we can determine which source is the best or most efficient for the type of vacancy. Cost Per Hire Find the cost of using a particular recruitment source for a particular type of vacancy. Divide that cost by the number of people hired to fill that type of vacancy. A low cost per hire means that the recruitment source is efficient

7 Table 5.3: Results of a Hypothetical Recruiting Effort 5-13 Your Experience In your last job search, what was your experience with a recruiter or other point of contact before you were offered the job? A. Lousy, I didn t take the job B. Lousy, but I took the job anyway C. Great, but I didn t take the job D. Great, I took the job E. The experience wasn t memorable

8 Recruiter Traits and Behaviors Characteristics of the Recruiter Behavior of the Recruiter Enhancing the Recruiter s Impact 5-15 Recruiter Characteristics and Behavior True = A False = B Applicants respond more positively when the recruiter is an HR specialist than line managers or incumbents. Applicants respond positively to recruiters whom are warm and informative Personnel policies are more important than the recruiter when deciding whether or not to take a job. Realistic job previews should highlight the positive characteristics of the job rather than the negative

9 Figure 5.4: Recruits Who Were Offended by Recruiters 5-17 Enhancing the Recruiter s Impact Recruiters should provide timely feedback. Recruiters should avoid offensive behavior. They should avoid behaving in ways that might convey the wrong impression about the organization. The organization can recruit with teams rather than individual recruiters

10 Recruiting Exercise (1 of 2) You are the regional HR director of the restaurant chain (e.g., Ruby Tuesday s or TGI Fridays) and responsible for recruiting all staff for the restaurants in your region. One of the stores in your region needs to hire servers Recruiting Exercise (2 of 2) 1. What knowledge, skills, and abilities are required for the positions you are recruiting? 2. Will your sources of applicants be internal, external, or both? Explain. 3. What recruiting strategies will you use? 4. What metrics will you use to measure your success?

11 Summary Internal recruiting generally makes job vacancies more attractive because candidates see opportunities for growth and advancement Summary (continued) Lead-the-market pay strategies make jobs economically desirable. Internal sources are usually not sufficient for all of an organization s labor needs. Through their behavior and other characteristics, recruiters influence the nature of the job vacancy and the kinds of applicants generated

12 Reference fundamentals of Human Resource Management 4 th edition by R.A. Noe, J.R. Hollenbeck, B. Gerhart, and P.M. Wright