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RECRUITMENT

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.

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RECRUITMENT

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  1. RECRUITMENT

  2. 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.

  3. Three Aspects of Recruiting

  4. Several personnel policies are especially relevant to recruitment: Personnel Policies

  5. 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 Personnel Policies

  6. RECRUITING SOURCES • Internal Sources • External Sources

  7. RECRUITING SOURCES INTERNAL SOURCES Organizations that promote from within, identifies current employees for job openings : • By having employees bid for jobs • By using their HR management system

  8. RECRUITING SOURCES EXTERNAL SOURCES • Walk Ins/ Unsolicited Applicants • Referrals • Advertisement • Employment Agencies • Schools, Colleges and Universities • Cyberspace Recruiting

  9. RECRUITING SOURCES WALK INS/ UNSOLICITED APPLICANTS • Includes direct unsolicited applications • Effective in filling entry level & unskilled positions

  10. RECRUITING SOURCES REFERRALS Current employees can be asked to recommend recruits

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

  12. RECRUITING SOURCES EMPLOYMENT 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

  13. RECRUITING SOURCES SCHOOLS, COLLEGES & UNIVERSITIES • To fill in professional and managerial positions • Turnover rates may be high • High cost

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

  15. KEY INDICATORS OF RECRUITMENT EFFECTIVENESS • Time Lapse Data – It provides the average time that elapses between points of decision making in recruiting. • Yield Ratios – It reflects the number of candidates available at a step compared to a previous step.

  16. Cost Per Hire Evaluating the Quality of a Source Yield Ratios 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 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.

  17. Results of a Hypothetical Recruiting Effort

  18. 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.

  19. Recruiter Traits and Behaviors

  20. 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.

  21. Lucy's Restaurant – HR Planning Lucy'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 day • Open for Breakfast, Lunch, and Dinner (6:30 AM to 9:00PM) – 2 Shifts • There are nine employees (including Lucy)

  22. Lucy's Restaurant – HR Planning Group 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.

  23. Hiring need known / planned New Hire(s) on-board - working Recruiting / Hiring Flow Chart:

  24. Recruiting Exercise:

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