the role of human resource recruiting is to build a supply of potential new hires that the...

RECRUITMENT

RECRUITING HUMAN RESOURCES The role of human

resource recruiting is to build a supply of potential new hires that the organization can draw on if the need arises.

Recruiting consists of any practice or activity carried on by the organization with the primary purpose of identifying and attracting potential employees.

THREE ASPECTS OF RECRUITING

PERSONNEL POLICIES Internal versus

external recruiting

Lead-the-market pay strategies

Image advertising

Several personnel policies are especially relevant to recruitment:

PERSONNEL POLICIES An organization’s personnel policies are

its decisions about how it will carry out human resource management, including how it will fill job vacancies.

There are several personnel policies that are especially relevant to recruitment: Recruiting existing employees or hiring

from outside Meeting or exceeding the market rate of

pay Organizational image conveyed in

advertising

RECRUITING SOURCES

1. Internal Sources

2. External Sources

RECRUITING SOURCESINTERNAL SOURCES

Organizations that promote from within, identifies current employees for job openings :

By having employees bid for jobs By using their HR management

system

RECRUITING SOURCESEXTERNAL SOURCES1. Walk Ins/ Unsolicited Applicants2. Referrals3. Advertisement4. Employment Agencies5. Schools, Colleges and Universities6. Cyberspace Recruiting

RECRUITING SOURCESWALK INS/ UNSOLICITED APPLICANTS

Includes direct unsolicited applications

Effective in filling entry level & unskilled positions

RECRUITING SOURCESREFERRALS

Current employees can be asked to recommend recruits

RECRUITING SOURCESADVERTISEMENT

Must decide type and location of ad, depending on job; decide whether to focus on job(job description) or on applicant(job specification)

RECRUITING SOURCESEMPLOYMENT AGENCIES

There are publicly funded agencies that provide free placement services and private agencies that charge either the employee or the employer for a placement or referral

RECRUITING SOURCES

SCHOOLS, COLLEGES & UNIVERSITIES

To fill in professional and managerial positions

Turnover rates may be high High cost

RECRUITING SOURCES

CYBER SPACE RECRUITINGIt is the integration and utilization of internet technology in recruitment process. It is an important tool linking recruiters and employers with potential employees.

KEY INDICATORS OF RECRUITMENT EFFECTIVENESS

1. Time Lapse Data – It provides the average time that elapses between points of decision making in recruiting.

2. Yield Ratios – It reflects the number of candidates available at a step compared to a previous step.

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.

Yield Ratios Cost Per Hire

RESULTS OF A HYPOTHETICAL RECRUITING EFFORT

RECRUITER TRAITS AND BEHAVIORS The recruiter affects the nature of both

the job vacancy and the applicants generated.

In general, applicants respond more positively to recruiters whom they perceive as warm and informative.

Realistic job previews: background information about job’s positive and negative qualities.

For affecting whether people choose to take a job, the recruiter seems less important than an organization’s personnel policies that directly affect the job’s features.

RECRUITER TRAITS AND BEHAVIORS

Characteristics of the Recruiter

Behavior of the Recruiter

Enhancing the Recruiter’s Impact

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.

LUCY'S RESTAURANT – HR PLANNINGLucy's Restaurant has just created a

business plan that projects a 300% growth potential for their business. They have also learned that a large office building is next door.

The business plan shows Lucy's growing to:20 Tables -- serving 120 meals per dayOpen for Breakfast, Lunch, and Dinner

(6:30 AM to 9:00PM) – 2 ShiftsThere are nine employees (including

Lucy)

LUCY'S RESTAURANT – HR PLANNINGGroup Deliverables: Identify the different positions you will use to staff the larger

restaurant. Each position must include the tasks, duties, and responsibilities

that it entails. There will be nine employees. Determine how many of each position

you will need and what the attrition for that position is anticipated to be.

Based on your business expectations, list how many people for each position you will need for each shift (or timeframe)

Draw a chart / matrix showing the schedule Fill in the Recruiting Flow Chart (next page) showing your

recruiting process. Fill in above chart / matrix showing the recruiting activity and

hiring schedule List what recruiting sources / activities you will use Determine when (over 12 months) you will need to hire them

Pick a group spokesperson to share the position descriptions with the class.

POSITION Shift 1Number working this shift)

Shift 2Number working this shift)

Attrition:the number of people who will leave / quit.

Total Number of People employed over the entire year

Tasks, Duties, Responsibilities

Cooks

Wait Staff

Management

Bar?

Bussing

Other?

TOTAL

9 total 9 + attrition

RECRUITING / HIRING FLOW CHART:

Hiring need known / planned

New Hire(s)

on-board - working

RECRUITING EXERCISE:POSITION

Number workingShift 1

Number working Shift 2

Attrition #(turnover – number of people that leave))

Total Hires for the year

Sources to use to find people – where will you find them

Frequency of recruiting for this position

Cooks

Wait Staff

Management

Bar?

Bussing

Other?

TOTALS: