Human Resource Management

1. Human Resource Management By Laura Portolese Dias

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3. Chapter 4 Recruitment

4. Learning Objectives Discuss the need for forecasting human resource needs and techniques for forecasting. Explain the steps to an effective recruitment strategy. Develop a job analysis and job description.

5. The Recruitment Process • Recruitment • The process that provides the organization with a pool of qualified candidates • Proper staffing plans and forecasting must occur first

6. The Recruitment Process • Forecasting • Internal factors • Budget constraints • Expected or trend of employee separations • Production levels • Sales increases or decreases • Global expansion plans

7. The Recruitment Process • Forecasting • External factors • Changes in technology • Changes in laws • Unemployment rates • Shifts in population • Shifts in urban, suburban, and rural areas • Competition

8. The Recruitment Process • Aspects of a Recruitment Strategy • Staffing plans • Confirm the job analysis is correct through questionnaires. • Write the job description and job specifications. • Have a bidding system to recruit and review internal candidate qualifications for possible promotions. • Determine the best recruitment strategies for the position. • Implement a recruiting strategy.

9. The Recruitment Process • Job analysis • A formal system used to determine what tasks people perform • Helps ensure creation of the right fit between job and employee • Reviewing job responsibilities of current employees • Job specifications • A list of tasks, duties and responsibilities of a job • Job description • Identifies skills and abilities (based on job analysis and job specification) needed to be successful at a job

10. The Recruitment Process • Two types of job analysis • Task-based analysis • Focus on job duties required • Specific tasks are clearly listed, such as • “Assist customers with product questions” • Competency- or skills-based analysis • Focus on how a person applies skills • More objective, such as • “Able to utilize data analysis tools”

11. The Recruitment Process • Job analysis process • Job analysis questionnaire to all employees • Organization of employee data • Job analysis written for each position in the organization • Job description/job specifications written based on job analysis data

12. The Recruitment Process • Job description should include • Job functions (the tasks the employee performs) • Knowledge, skills, and abilities (what an employee is expected to know and be able to do, as well as personal attributes) • Education and experience required • Physical requirements of the job (e.g., ability to lift, see, or hear)

13. Learning Objective Explain the Immigration Reform and Control Act (IRCA), Patriot Act, and Equal Employment Opportunity (EEO) laws and how they relate to recruiting.

14. The Law and Recruitment • Immigration Reform and Control Act • Adopted in 1986 • Requires employers to attest to their employees’ immigration status • Makes it illegal to hire or recruit illegal immigrants • Responsible for subcontracting • Be able to show I-9 forms for all workers

15. The Law and Recruitment • Patriot Act • As a result of 9/11 • Enhances the Federal Government’s ability to conduct domestic and international investigations and surveillance • Employers implementation on new procedures to maintain employee privacy rights, but still allow for releases of requested information • Patriot Act amended Electronic Communications Privacy Act, which allows for easier access to electronic communications

16. The Law and Recruitment • EEO Laws • Equal Employment Opportunity Laws • Employers with 15 or more employees • No discrimination in hiring due to age, disability, genetic information, national origin, sex, pregnancy, race, and religion • Disparate impact • When discrimination occurs due to the type of hiring process used • Disparate treatment • One person is treated differently than another

17. Learning Objective Explain the various strategies that can be used in recruitment.

18. Recruitment Strategies • Recruitment plans • Specifies where you will recruit and timelines

19. Recruitment Strategies • Recruiters • A specific individual who focuses solely on the recruiting function • Executive search firms • Temporary recruitment or staffing firms • Corporate recruiters

20. Recruitment Strategies Campus Recruiting Professional Associations Websites Social Media Events Special-Interest Groups Referrals

21. Recruitment Strategies

22. Recruitment Strategies

23. Recruitment Strategies

24. Recruitment Strategies • Costs of recruitment Cost per hire = advertising costs + recruiter costs + referral costs + social media costs + event costs / the number of hires in the time period • Yield ratio • Looks at how effective recruiting methods are • Percentage of applicants from one source who make it to the next stage in the selection process