Download - Chapter 6 Recruiting
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Chapter 6Recruiting
Fundamentals of Human Resource ManagementEighth Edition
DeCenzo and Robbins
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Introduction
• Recruiting• Once an organization identifies its
human resource needs through employment planning, it can begin the process of recruiting potential candidates for actual or anticipated organizational vacancies.
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Introduction
• Recruiting brings together those with jobs to fill and those seeking jobs.
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Recruiting Goals
• To provide information that will attract a significant pool of qualified candidates and discourage unqualified ones from applying.
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Recruiting Goals
• Factors that affect recruiting efforts – Organizational size – Employment conditions in the area – Working conditions, salary and benefits
offered – Organizational growth or decline
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Recruiting Goals
• Constraints on recruiting efforts include: – Organization image – Job attractiveness – Internal organizational policies– Government influence, such as
discrimination laws – Recruiting costs
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Recruiting: A Global Perspective
• For some positions, the whole world is a relevant labor market.
• Home-country nationals are recruited when an organization is searching for someone with extensive company experience to launch a very technical product in a country where it has never sold before.
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Recruiting: A Global Perspective
• Host-country nationals (HCNs) are targeted as recruits when companies want each foreign subsidiary to have its own distinct national identity.
• In some countries, laws control how many expatriates a corporation can send.
• HCN’s minimize potential problems with language, family adjustment and hostile political environments.
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Recruiting: A Global Perspective
• Recruiting regardless of nationality may develop an executive cadre with a truly global perspective.
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Recruiting Sources• Sources should match the position to be
filled. • The Internet is providing many new
opportunities to recruit and causing companies to revisit past recruiting practices.
• Sources:– Internal Searches– Employee Referrals/
Recommendations– External Searches– Alternatives
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Recruiting Sources
The internal search • Organizations that promote
from within identify current employees for job openings:– by having individuals bid for
jobs– by using their HR management
system– by utilizing employee referrals
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Recruiting SourcesThe internal search• Advantages of promoting from within include
– good public relations– morale building– encouragement of ambitious employees and
members of protected groups– availability of information on existing employee
performance– cost-savings– internal candidates’ knowledge of the organization– the opportunity to develop mid- and top-level
managers
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Recruiting Sources
The internal search• Disadvantages include:
– possible inferiority of internal candidates– infighting and morale problems– potential inbreeding
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Recruiting Sources
Employee referrals/recommendations • Current employees can be asked to
recommend recruits. • Advantages include:
– the employee’s motivation to make a good recommendation
– the availability of accurate job information for the recruit
– Employee referrals tend to be more acceptable applicants, to be more likely to accept an offer and to have a higher survival rate.
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Recruiting Sources
Employee referrals/recommendations
• Disadvantages include:– the possibility of friendship
being confused with job performance
– the potential for nepotism– the potential for adverse impact
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Recruiting SourcesExternal 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 don’t identify the organization.
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Recruiting Sources
External searches• Employment agencies:
– Public or state employment services focus on helping unemployed individuals with lower skill levels to find jobs.
– Private employment agencies provide more comprehensive services and are perceived to offer positions and applicants of a higher caliber. • Fees may be paid by employer, employee or
both.
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Recruiting Sources
External searches• Employment agencies:• Management consulting, executive
search or headhunter firms specialize in executive placement and hard-to-fill positions. – Charge employers up to 35% of the first
year salary– Have nationwide contacts– Do thorough investigations of candidates
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Recruiting Sources
External searches• Schools, colleges, and
universities: – May provide entry-level or
experienced workers through their placement services.
– May also help companies establish cooperative education assignments and internships.
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Recruiting Sources
External searches• Professional organizations:
– Publish rosters of vacancies– Placement services at meetings– Control the supply of prospective
applicants• Professional organizations also include
labor unions.
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Recruiting Sources
External searches• Unsolicited applicants (Walk-
ins): May provide a stockpile of prospective applicants if there are no current openings.
• Cyberspace Recruiting: Nearly four out of five companies use the Internet to recruit employees. Commercial job-posting services continue to grow.
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Recruiting SourcesRecruitment alternatives • Temporary help services.
– Temporary employees help organizations meet short-term fluctuations in HRM needs.
– Older workers can also provide high quality temporary help.
• Employee leasing. – Trained workers are employed by a leasing
company, which provides them to employers when needed for a flat fee.
– Typically remain with an organization for longer periods of time.
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Recruiting Sources
Recruitment alternatives • Independent contractors
– Do specific work either on or off the company’s premises.
– Costs of regular employees (i.e. taxes and benefits costs) are not incurred.
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Meeting the Organization• View getting a job as your job at the moment. • Preparing Your Resume
– Use quality paper and easy to read type. – Proofread carefully. – Include volunteer experience. – Use typical job description phraseology. – Use a cover letter to highlight your greatest
strengths. • Don’t forget about networking as an excellent
way of gaining access to an organization.