External Recruitment

Published on June 2016 | Categories: Documents | Downloads: 38 | Comments: 0 | Views: 562
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External Recruitment

1

Lecture Outline
 

Then and Now…. External Recruitment
   

Trends Planning


Organizational, Administrative, Recruiter Issues Open vs. Targeted, Sources, Choice Important Job Characteristics, Realistic Job Preview
2

Strategy Issues


Misc. Issues


What Have We Done?
   

Introduction to staffing Legal compliance Planning Job analysis

3

Where are We Now?
  

External recruitment Internal recruitment Measurement


…Then what?

4

External Recruitment

5

Recruitment


Recruitment


The process of developing a pool of qualified applicants who are interested in working for an organization and from which the organization might reasonably select the best individual or individuals to hire for employment.



External recruitment


The process of looking to sources outside the organization for prospective employees.
6

Trends in Recruitment


Managing work force diversity Contract recruiting Work flow management Truth-in-hiring: Ethics in recruitment
7







Discussion Question


How could recruitment strategies impact diversity?

8

Recruitment Planning


Three parts
1) 2) 3)

Organizational issues Administrative issues Recruiter issues

9

Organizational Issues


Three important organizational questions


Internal vs. external recruitment agency? Individual vs. cooperative recruitment alliances? Centralized vs. decentralized recruitment?





10

Discussion Question


When would a cooperative alliance be effective?

11

Administrative Issues
      

Requisition Timing Number of contacts Types of contacts Recruitment budget Recruitment guide Process flow and record keeping
12

Recruiters


Three key issues


Selecting Training Rewarding





13

Quick Quiz


Rate each statement as True or False
A)

B) C)

Applicants respond more positively when the recruiter is an HR specialist than line managers or incumbents. Applicants respond positively to recruiters whom are warm and informative. Personnel policies are more important than the recruiter when deciding whether or not to take a job.
14

Recruitment Strategy Issues


Three issues
  

Open vs. targeted Sources Choosing sources

15

Discussion Question
 

What is targeted recruiting? Why would a company use this approach?

16

Recruitment Sources
     



Unsolicited Employee referrals Employee networks Advertisements Recruiting online Colleges and placement offices Employment agencies

 

    

Executive search firms Professional associations and meetings State employment services Outplacement services Community agencies Job fairs Co-ops and internships

17

Discussion Question


Where is the first place you go when you look for jobs?

18

Discussion Question


Which of the following are legal issues related to online recruiting?
A) B) C) D) E)

The use (or misuse) of screening software Exclusion of protected classes from the process Collection of federally required applicant information Identification of “real” applicants Online informality that leads to improper discussions or information
19

Choosing Sources


Four key issues


Sufficient quality and quantity Cost Past experience with source Impact on HR outcomes
20







Quick Quiz


When applying for a job, which is most important to you? Please rank.
      

Job security Advancement opportunities Job responsibilities Pay Benefits Location Travel requirements
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Quick Comic

22

Quick Quiz


What are today’s college graduates looking for in first–time employment?
A) B)

C) D)

E)

Plain and simple as it has always been – best starting salary gets the most graduates. Geography and life style perks are what drives the decisions Gen Xers are making today; they are quite different than the generation before. They want to work for one of the best places to work; money is way down on the list. They look for a competitive pay package to narrow the field, then decide based on work culture and developmental opportunities, not always the best money offer. Total money package – including salary, incentives/bonuses and ownership are the biggest draws.
23

Table of Generational Values
Cohort Entered Workforce Approx. Age Dominant Work Values

Veterans

1950s–1960s

60+

Hard working, conservative, conforming; loyalty to the organization Success, achievement, ambition, dislike of authority, loyalty to career

Boomers Xers Nexters

1965-1985

40-60

1985-2000

25-40 Work/life balance, team-oriented, dislike
of rules; loyalty to relationships

2000–present

Under Confident, financial success, self-reliant 25 but team-oriented; loyalty to both self and
relationships
24

Take-Home Points




Aware of basics issues involved with external recruitment Think about own “key issues” when applying for jobs

25

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