Chapter 5: External Recruitment Chapter 6: Internal Recruitment

1. Part 3Staffing Activities: Recruitment Chapter 5: External Recruitment Chapter 6: Internal Recruitment

2. CHAPTER FIVE Staffing Activities: External Recruitment Screen graphics created by: Jana F. Kuzmicki, PhD Troy State University-Florida and Western Region

3. Organization Vision and Mission Goals and Objectives Organization Strategy HR and Staffing Strategy Staffing Organizations Model Staffing Policies and Programs Support Activities Core Staffing Activities Legal compliance Recruitment: External, internal Planning Selection:Measurement, external, internal Job analysis Employment:Decision making, final match Staffing System and Retention Management

4. Recruitment Planning Organizational Issues Administrative Issues Strategy Development Open vs. Targeted Recruitment Recruitment Sources Choice of Sources When to Look Searching Communication Message Communication Medium Applicant Reactions Transition to Selection Legal Issues Definition of Job Applicant Targeted Recruitment Electronic Recruitment Job Advertisements Fraud and Misrepresentations Chapter Outline

5. Recruitment Planning • Organizational issues • Administrative issues

6. Recruitment Planning: Organizational Issues • In-house vs. external recruitment agency • Many companies do recruiting in-house • Recommended approach for large companies • Smaller companies may relyon external recruitment agencies • Individual vs. cooperative recruitment alliances • Cooperative alliances involve arrangements to share recruitment resources • Centralized vs. decentralized recruitment

7. Recruitment Planning: Administrative Issues • Requisitions • Exh. 5.1: Personnel Requisition • Number of contacts • Yield ratio - Relationship of applicant inputs to outputs at various decision points • Types of contacts • Qualifications to perform job must be clearly established • Consideration must be given to job search and choice process used by applicants

8. Exh. 5.1: Personnel Requisition

9. Recruitment Planning: Administrative Issues (continued) • Recruitment budget • Exh. 5.2: Example of a Recruitment Budget for 500 New Hires • Development of a recruitment guide • Exh. 5.3: Recruitment Guide for Director of Claims • Selecting recruiters • Training recruiters • Rewarding recruiters • Process flow and record keeping

10. Considerations Related to Recruiters: Selection • Desirable characteristics of recruiters • Strong interpersonal skills • Knowledge about company, jobs,and career-related issues • Technology skills • Enthusiasm • Various sources of recruiters • HR professionals • Line managers • Employees

11. Considerations Related to Recruiters: Training and Rewards • Training • Traditional areas of training • Interviewing skills, job analysis, interpersonal skills, laws, forms and reports, company and job characteristics, and recruitment targets • Nontraditional areas of training • Technology skills, marketing skills, working with other departments, and ethics • Rewards • Performance must be monitored and rewarded • Effective recruiter behaviors • End results

12. Strategy Development • Open vs. targeted recruitment • Recruitment sources • Choice of sources • When to look

13. Open vs. Targeted Recruitment • Open recruitment • Targeted recruitment • Job requirements matrix • Demographics • Geographic area • Recruitment sources • Tradition • Former employees • Passive job seekers • The military • Special availabilities • Key shortages

14. Executive search firms Professional associations and meetings State Employment services Outplacement services Community agencies Job fairs Co-ops and internships Recruitment Sources • Unsolicited • Employee referrals and networks • Advertisements • Recruiting online • Colleges and placement offices • Employment agencies

15. Approaches to Recruiting Online • Job postings on Internet job boards • Searching Web-based databases • Exh. 5.4: List of Recruiting Web Sites • Job postings on organization’s Web site • Mining databases

16. Innovative Recruitment Sources • Alumni Associations • Unemployed youth services • Religious organizations • Interest groups • Realtors • Senior networks • Direct mail solicitations

17. Strategy Development: Criteria Affecting Choice of Sources • Quantity of labor • Quality of labor • Availability of sources • Past or promised experiences • Budget constraints • Contractual obligations

18. Effectiveness of Recruitment Sources • Effectiveness • Involves assessing impact of sources on increased employee satisfaction, performance, and retention • Research results • Most effective • Referrals, job postings, rehiring offormer employees • Least effective • Newspaper ads, employment agencies

19. Strategy Development: When to Look • Lead time concerns • Goal -- Minimize delay in filling vacancies • Effective planning requirements • Establishment of priorities for job openings • Prepared recruiters • Time sequence concerns • Staffing flowchart • Time-lapse statistics

20. Searching: Communication Message • Job requirements and rewards matrices • Type of messages • Traditional messages • Realistic recruitment message -- RJP • Exh. 5.5: RJP for Elementary School Teachers • Attractive messages • Targeted messages • Choice of messages • Nature of labor market • Vacancy characteristics • Applicant characteristics

21. Recruitment brochures Videos and videoconferencing Advertisements Types of ads Classified ad Classified display ad Display ad Online ad Blind ad Telephone messages Organizational Web sites Radio E-mail Searching: Communication Medium

22. Applicant Reactions • Reactions to recruiters • Influence of recruiter vs. job characteristics • Influence of recruiter on attitudes and behaviors • Demographics of recruiters • Influential recruiter behaviors • Reactions to recruitment process • Relationship of screening devices to job • Delay times in recruitment process • Funding of recruitment process • Credibility of recruiter during recruitment process

23. Transition to Selection • Involves making applicants aware of • Next steps in hiring process • Selection methods used and instructions • Expectations and requirements

24. Legal Issues • Definition of job applicant • Definition according to EEOC and OFCCP • Importance of establishing written application policies • Affirmative Action Programs • Guidelines of OFCCP for recruitment actions • Electronic recruitment • Usage may create artificial barriers to employment opportunities • Job advertisements • Fraud and misrepresentation