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human resource management tenth editon

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human resource management tenth editon

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    1. Human ResourceManagement Recruiting in Labor Markets

    2. © 2002 Southwestern College Publishing. All rights reserved. 7–2

    3. © 2002 Southwestern College Publishing. All rights reserved. 7–3 Learning Objectives (cont’d) Discuss why Internet recruiting has grown and how employers are conducting it. List and briefly discuss five external recruiting sources. Discuss three factors to consider when evaluating recruiting efforts.

    4. © 2002 Southwestern College Publishing. All rights reserved. 7–4 Recruiting and Labor Markets: Key Terms Recruiting The process of generating a pool of qualified applicants for organizational jobs Labor Markets The external supply pool from which organizations attract their employees Labor Force Population All individuals who are available for selection if all possible recruitment strategies are used. Applicant Population

    5. © 2002 Southwestern College Publishing. All rights reserved. 7–5 Labor Market Components: Key Terms Labor Markets The external supply pool from which organizations attract their employees Labor Force Population All individuals who are available for selection if all possible recruitment strategies are used. Applicant Population A subset of the labor force that is available for selection using a particular recruiting approach. Applicant Pool All persons who are actually evaluated for selection

    6. © 2002 Southwestern College Publishing. All rights reserved. 7–6 Labor Market Components

    7. © 2002 Southwestern College Publishing. All rights reserved. 7–7 Labor Markets and Recruiting Issues

    8. © 2002 Southwestern College Publishing. All rights reserved. 7–8 Strategic Recruiting Stages

    9. © 2002 Southwestern College Publishing. All rights reserved. 7–9 Typical Division of HR Responsibilities

    10. © 2002 Southwestern College Publishing. All rights reserved. 7–10 Organizational Recruiting Activities

    11. © 2002 Southwestern College Publishing. All rights reserved. 7–11 Strategic Recruiting Decisions

    12. © 2002 Southwestern College Publishing. All rights reserved. 7–12 EEO and Diversity Considerations

    13. © 2002 Southwestern College Publishing. All rights reserved. 7–13 Advantages and Disadvantages of Internal and External Recruiting Sources

    14. © 2002 Southwestern College Publishing. All rights reserved. 7–14 Internal Recruiting Methods

    15. © 2002 Southwestern College Publishing. All rights reserved. 7–15 Internet Recruiting Methods

    16. © 2002 Southwestern College Publishing. All rights reserved. 7–16 Internet Recruiting Advantages Recruiting cost savings Recruiting time savings Expanded pool of applicants Morale building for current employees Disadvantages More unqualified applicants Additional work for HR staff members Many applicants are not seriously seeking employment Access limited or unavailable to some applicants

    17. © 2002 Southwestern College Publishing. All rights reserved. 7–17 External Recruiting

    18. © 2002 Southwestern College Publishing. All rights reserved. 7–18 Internet Job Searching

    19. © 2002 Southwestern College Publishing. All rights reserved. 7–19 What to Include in an Effective Recruiting Ad

    20. © 2002 Southwestern College Publishing. All rights reserved. 7–20 Evaluating Recruiting

    21. © 2002 Southwestern College Publishing. All rights reserved. 7–21 Recruiting Evaluation General Areas for Evaluating Recruiting Quantity of applicants EEO goals met Quality of applicants Yield ratios A comparison of the number of applicants at one stage of the recruiting process to the number at the next stage. Selection rate The percentage hired from a given group of candidates

    22. © 2002 Southwestern College Publishing. All rights reserved. 7–22 Recruiting Evaluation Pyramid

    23. © 2002 Southwestern College Publishing. All rights reserved. 7–23 Selection Methods Yield ratios A comparison of the number of applicants at one stage of the recruiting process to the number at the next stage Selection rate Percentage hired from a given group of candidates Acceptance Rate Percentage of rejected job offers Success Base Rate Comparing percentage rate of past applicants who were good employees to that of current employees.

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