After reading chapter 6, you should be able to: Identify the elements of the selection process, define ways to measure the success of a selection method, summarize the government''s requirements for employee selection, compare the common methods used for selecting human resources.
Fundamentals of Human Resource Management 11e Chapter Recruiting Introduction Once an organization identifies its human resource needs through employment planning, it can begin recruiting candidates for actual or anticipated vacancies Recruiting brings together those with jobs to fill Fundamentals of Human and those seeking jobs Recruiting Goals § § § Recruiting provides information that will attract a significant pool of qualified candidates and discourageunqualifiedonesfromapplying Recruiterspromotetheorganizationtoprospective applicants Minimizecostsofprocessingunqualifiedcandidates FundamentalsofHuman RecruitingGoals Đ Factorsthataffectrecruitingefforts: ã ã • • • Organizational size Employment conditions in the area Effectiveness of past recruiting efforts Working conditions, salary, and benefits offered Organizational growth or decline Fundamentals of Human Recruiting Goals § Constraints on recruiting efforts: • • • • • Organization’s image Job attractiveness Internal organizational policies Government policy and laws Recruiting costs Fundamentals of Human Recruiting Sources internal searches employee referrals external searches Online recruiting is increasing dramatically Fundamentals of Human Resource online and alternative Recruiting Sources internal search Organizations that promote from within identify current employees for job openings by • Having individuals bid for jobs • Using their HR management system • Utilizing employee referrals Fundamentals of Human Recruiting Sources Promoting from within Fundamentals of Human Recruiting Sources employee referrals Currentemployeescanbeaskedtorecommendrecruits. Đ Đ Advantages: ã Theemployeesmotivationtomakeagoodrecommendation ã Theavailabilityofaccuratejobinformationfortherecruit • Employee referrals tend to be more acceptable applicants, more likely to accept an offer, and have a higher survival rate Disadvantages: • The possibility of friendship being confused with job performance • The potential for nepotism • The potential for adverse impact Fundamentals of Human Recruiting Sources external searches Advertisements: Must decide type and location of ad, depending on job; decide whether to focus on job (job description) or on applicant (job specification). Three factors influence the response rate: • • • Identification of the organization Labor market conditions The degree to which specific requirements are listed Blind box ads not identify the organization FundamentalsofHuman RecruitingSources EmploymentAgencies: Đ Publicorstateemploymentservices ã Đ Privateemploymentagencies ã Đ Providemorecomprehensiveservicesandareperceivedtooffer positionsandapplicantsofahighercaliber Managementconsultingfirms(headhunters) ã Đ Focusonhelpingunemployedindividualstofindjobs www.careeronestop.org Researchcandidatesformidưandupperưlevelexecutiveplacement Executivesearchfirms ã Screenpotentialmid/topưlevelcandidateswhilekeepingprospective employersanonymous FundamentalsofHuman RecruitingSources Schools,colleges,anduniversities: Đ Đ May provide entrylevel or experienced workers through their placement services May also help companies establish cooperative education assignments and internships Fundamentals of Human Recruiting Sources Job Fairs § § Attended by company recruiters seeking resumes and info from qualified candidates Virtual online job fairs could bring employers and job seekers together online by logging into a specific Web site at a certain time. Some sites use avatars as candidates and recruiters Fundamentals of Human Recruiting Sources Professional organizations • • • • § Publish rosters of vacancies Run placement services at meetings Control the supply of prospective applicants Labor unions are also in this category Unsolicited applicants (walkins) • May provide a stockpile of prospective applicants iftherearenocurrentopenings FundamentalsofHuman RecruitingSources online sources Đ Đ MostcompaniesusetheInternettorecruitemployees ã CareerBuilder • Monster • Manpower • Adecco • Dice • Facebook • LinkedIn Job seekers use online resumes and create Web pages about their qualifications Fundamentals of Human Resource Recruiting Sources recruiting alternatives Fundamentals of Human A Global Perspective § § § § For some positions, the whole world is a relevant labor market. So, HR can recruit Homecountry nationals who provide extensive company experience to launch a product in a country where it has never sold before Hostcountry nationals when a foreign subsidiary is being established and HQ wants to retain control yet hire someone with local market knowledge Candidates of any nationality, creating a truly international perspective Fundamentals of Human Your Own Job Search Develop a network to gain access to prospective employers Fundamentals of Human Matching constraints on recruiting efforts recruiting sources recruiting affects recruiting efforts temp services and employee leasing matching those with jobs to fill with those seeking jobs employment conditions in the area organization’s image recruiting alternatives internal/external searches Fundamentals of Human Resource ... Recruiting costs Fundamentals? ?of? ?Human? ? Recruiting Sources internal searches employee referrals external searches Online recruiting is increasing dramatically Fundamentals? ?of? ?Human? ?Resource? ? online and ... Having individuals bid for jobs • Using their HR? ?management? ?system • Utilizing employee referrals Fundamentals? ?of? ?Human? ? Recruiting Sources Promoting from within Fundamentals? ?of? ?Human? ? Recruiting Sources employee ... Job seekers use online resumes and create Web pages about their qualifications Fundamentals? ?of? ?Human? ?Resource? ? Recruiting Sources recruiting alternatives Fundamentals? ?of? ?Human? ? A Global Perspective § § § § For some positions, the whole world is a relevant