Human Resource Management 10 th Edition Chapter 5 RECRUITMENT

1. Human Resource Management 10th EditionChapter 5RECRUITMENT © 2008 by Prentice Hall

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 © 2008 by Prentice Hall

3. 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 © 2008 by Prentice Hall

4. Alternatives to Recruitment • Outsourcing • Contingent Workers • Professional Employer Organizations (Employee Leasing) • Overtime © 2008 by Prentice Hall

5. Outsourcing • Transfers responsibility to an external provider • Provides greater efficiency and effectiveness © 2008 by Prentice Hall

6. 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” © 2008 by Prentice Hall

7. 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 © 2008 by Prentice Hall

8. 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 © 2008 by Prentice Hall

9. 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 © 2008 by Prentice Hall

10. External Environment of Recruitment • Labor Market Conditions • Legal Considerations • Corporate Image © 2008 by Prentice Hall

11. Labor Market Conditions • Demand for and supply of specific skills • Labor market for many professional and technical positions is truly global © 2008 by Prentice Hall

12. 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 © 2008 by Prentice Hall

13. Labor Department Guidelines • Keep detailed records of each jobsearch • 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 © 2008 by Prentice Hall

14. 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 © 2008 by Prentice Hall

15. 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 © 2008 by Prentice Hall

16. 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 © 2008 by Prentice Hall

17. Employee Requisition • Recruitment begins when a manager initiates employee requisition • Document specifies job title, department, date employee is needed for work, and other details © 2008 by Prentice Hall

18. RECRUITMENT PROCESS External EnvironmentInternal Environment Human Resource Planning Alternatives to Recruitment Employee Requisition Internal Sources External Sources Internal Methods External Methods RecruitedIndividuals © 2008 by Prentice Hall

19. Recruitment Sources and Methods • Recruitment sources: Place where qualified individuals are found • Recruitment methods: Means by which potential employees can be attracted to firm © 2008 by Prentice Hall

20. Internal Recruitment Methods • Employee databases • Job Posting • Job Bidding • Internet • Intranet • Company’s Online Newsletter © 2008 by Prentice Hall

21. 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 © 2008 by Prentice Hall

22. 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 © 2008 by Prentice Hall

23. 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 © 2008 by Prentice Hall

24. 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 © 2008 by Prentice Hall

25. 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 © 2008 by Prentice Hall

26. High Schools and Vocational Schools • Clerical and other entry-level employees • Some companies work with schools • Companies may loan employees to schools © 2008 by Prentice Hall

27. Community Colleges • Sensitive to specific employment needs in local labor market • Graduate highly sought-after students with marketable skills © 2008 by Prentice Hall

28. Colleges and Universities • Professional, technical, and management employees • Placement directors, faculty, and administrators © 2008 by Prentice Hall

29. 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 © 2008 by Prentice Hall

30. Former Employees • In past, punished with no-return policies • Smart employers try to get their best ex-employees to come back. © 2008 by Prentice Hall

31. Unemployed • Qualified applicants become unemployed every day • Companies go out of business • Cut back operations • Merge with other firms • Employees are fired © 2008 by Prentice Hall

32. Military Personnel • Proven work history - Flexible, motivated, drug free • Goal and team orientation © 2008 by Prentice Hall

33. Self-Employed Workers • Technical • Professional • Administrative • Entrepreneurial © 2008 by Prentice Hall

34. Online Recruitment • Perhaps biggest change in way that organizations recruit • Revolutionized way companies recruit employees and job seekers search and apply for jobs © 2008 by Prentice Hall

35. 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 © 2008 by Prentice Hall

36. 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 © 2008 by Prentice Hall

37. 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 © 2008 by Prentice Hall

38. 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 © 2008 by Prentice Hall

39. General Employment websites • Monster.com -Largest employment website • HotJobs.com • CareerBuilder.com © 2008 by Prentice Hall

40. 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 © 2008 by Prentice Hall

41. Niche Sites • Websites that cater to a specific profession • A site for virtually everyone © 2008 by Prentice Hall

42. 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 © 2008 by Prentice Hall

43. 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 © 2008 by Prentice Hall

44. 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 Traditional External Recruitment Methods © 2008 by Prentice Hall

45. 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 © 2008 by Prentice Hall

46. 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/) © 2008 by Prentice Hall

47. Recruiters • Used with technical, vocational, community colleges, colleges and universities © 2008 by Prentice Hall

48. 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 © 2008 by Prentice Hall

49. 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 © 2008 by Prentice Hall

50. 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 © 2008 by Prentice Hall