© 2008 by prentice hall5-1 human resource management 10 th edition chapter 5 recruitment
TRANSCRIPT
© 2008 by Prentice Hall 5-1
Human Resource Management 10th EditionChapter 5
RECRUITMENT
© 2008 by Prentice Hall 5-2
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
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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
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Alternatives to Recruitment
• Outsourcing• Contingent Workers• Professional Employer
Organizations (Employee Leasing)
• Overtime
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Outsourcing
• Transfers responsibility to an external provider
• Provides greater efficiency and effectiveness
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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”
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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
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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
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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
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External Environment of Recruitment
• Labor Market Conditions
• Legal Considerations
• Corporate Image
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Labor Market Conditions
• Demand for and supply of specific skills
• Labor market for many professional and technical positions is truly global
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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
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Labor Department Guidelines
• Keep detailed records of each job search
• 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
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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
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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
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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
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Employee Requisition
• Recruitment begins when a manager initiates employee requisition
• Document specifies job title, department, date employee is needed for work, and other details
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RECRUITMENT PROCESS External EnvironmentInternal Environment
Human Resource Planning
Alternatives to Recruitment
Employee Requisition
Internal Sources
Internal Methods
External Sources
External Methods
Recruited Individuals
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Recruitment Sources and Methods
• Recruitment sources: Place where qualified individuals are found
• Recruitment methods: Means by which potential employees can be attracted to firm
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Internal Recruitment Methods
• Employee databases
• Job Posting
• Job Bidding
• Internet
• Intranet
• Company’s Online Newsletter
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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
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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
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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
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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
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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
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High Schools and Vocational Schools
• Clerical and other entry-level employees
• Some companies work with schools
• Companies may loan employees to schools
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Community Colleges
• Sensitive to specific employment needs in local labor market
• Graduate highly sought-after students with marketable skills
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Colleges and Universities
• Professional, technical, and management employees
• Placement directors, faculty, and administrators
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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
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Former Employees
• In past, punished with no-return policies
• Smart employers try to get their best ex-employees to come back.
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Unemployed
• Qualified applicants become unemployed every day
• Companies go out of business
• Cut back operations
• Merge with other firms
• Employees are fired
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Military Personnel
• Proven work history - Flexible, motivated, drug free
• Goal and team orientation
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Self-Employed Workers
• Technical
• Professional
• Administrative
• Entrepreneurial
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Online Recruitment
• Perhaps biggest change in way that organizations recruit
• Revolutionized way companies recruit employees and job seekers search and apply for jobs
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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
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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
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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
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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
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General Employment websites
• Monster.com - Largest employment website
• HotJobs.com
• CareerBuilder.com
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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
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Niche Sites
• Websites that cater to a specific profession
• A site for virtually everyone
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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
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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
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Traditional External Recruitment Methods
• 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
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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
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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/)
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Recruiters
• Used with technical, vocational, community colleges, colleges and universities
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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
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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
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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
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Professional Organizations
• Recruitment and placement services for members in many professions such as finance, marketing, information technology
• Society for Human Resource Management operates job referral service
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Unsolicited Applicants
• Reputation of being good place to work attracts qualified prospects without extensive recruitment
• Well-qualified workers seek specific company
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Open Houses
• Pair potential hires and managers in warm, casual environment that encourages on-the-spot job offers
• Cheaper and faster than agencies
• May attract more unqualified
candidates
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Event Recruiting
• Opportunity to create image of
company
• Go to events that people you are
seeking attend
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Sign-On Bonuses
• Used where severe shortages of highly skilled workers exist
• Amounts vary dramatically
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High Tech Competition
• Unique way to get individuals interested in applying for technical positions
• Try to identify the cream of the crop
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Applicant Tracking System
• Software application to help recruit employees more efficiently
• Enables HR and line managers to oversee entire process, from screening résumés, spotting qualified candidates, conducting personality/skills tests and handling background checks
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Tailoring Recruitment Methods to Sources
• Tailored to need each firm’s needs
• Recruitment sources and methods vary according to position being filled
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Methods and Sources of Recruitment for an Information Technology Manager
Self-Employed
Unemployed
Competitors in the labor market
College and universities
Community colleges
Military personnel
High/vocational schoolsO
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Recruitment for Diversity
• Analysis of recruitment procedures
• Record of applicant flow• Utilization of minorities,
women, and individuals with disabilities
• Advertising• Employment agencies• People with disabilities• Other suggested
approaches
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A Global Perspective: China: Running Out of People?
• China has vast pool of unskilled labor
• Now complain that they cannot recruit enough cheap factory and manual workers and market is even tighter for skilled labor
• China’s history has left it with some peculiar problems
© 2008 by Prentice Hall 5-62