hra 310 chapter 6

Chapter Six

Recruiting and Job Search

Copyright © Houghton Mifflin Company. All rights reserved. 6–2

Chapter Outline

• Overview of the Recruitment Process• Strategic Issues in Recruiting• Internal Recruiting• External Recruiting• The Applicant’s Point of View• Evaluation and Benchmarking of

Recruitment


Figure 6.1a Overview of the Recruitment Process — Organization


Figure 6.1b Overview of the Recruitment Process — Applicant


Recruitment Philosophy

• Internal or External Sources?• Fill current vacancies or hire for long

term potential?• How important is diversity?• Are applicants commodities or

customers?• What recruitment practices are

unethical?


Advantages and Disadvantages of Internal Sources

+ Ability of candidate is known+ Internal promotion motivates employees+ Training and socialization time is less- Internal sources may be insufficient for

growth- Ripple effect, cumbersome procedures- Inbreeding, loss of flexibility


Advantages and Disadvantages of External Sources

+ Import new ideas and skills+ Avoid ripple effect+ May be necessary in turnaround

situation- Expensive- Time consuming- More difficult to evaluate candidates


If the applicant pool is too small...

• Recruit in a larger geographical area• Improve or change inducements• Target underutilized labor pools• Sponsor immigration of skilled employees• Acquire a company with desired human

resources• Use temporaries or employee leasing• Outsource the function


Internal Recruiting

– Job Posting and Bidding• Employees self-nominate for open positions

– Search HRIS/Skills Inventory for internal candidates

– Managers nominate candidates– Succession plans are consulted


Planning for External Recruiting

• Liaise with hiring manager to understand job requirements

• Calculate yield ratios• Calculate days-to-hire• Determine when to begin, how

extensively, and where to recruit• Prepare to track applications manually

or with résumé-tracking software


Informal External Recruitment Methods

• Unsolicited applications, walk-ins, gate hires

• Rehire former employees or co-op students

• Ask employees to refer potential candidates

• Consider referral bonuses


Formal External Recruiting Methods

• Recruitment Advertising• Internet Recruiting• Employment Agencies

– Public Job Service Agencies– Private, For-Profit Agencies

• Executive Search Firms


Source: Based on a survey of 303 HR Professionals, from HR Magazine, December 1996, p. 53. Data on Internetrecruiting is from HR Focus,May 2000, p. 8

Table 6.2 Effectiveness of Recruitment Methods


Recruiting Targeted Groups

• Campus Recruiting• Older Workers• Disabled Workers• Disadvantaged Workers• Minorities• Passive Job Seekers


Figure 6.6 Factors Affecting Applicants’ Job Choice


Realistic Job Preview

• Reduces early turnover and dissatisfaction via:– Self-Selection out if the job doesn’t fit– Increased Commitment to an Informed

Decision– Lowered Expectations, less gap with reality– Improved Coping with job difficulties


Evaluation and Benchmarking of Recruitment

• Measures of Recruitment Success– Satisfaction of Internal Clients– Cost per Hire– Time to Fill– Quality of Hires

• Differential Quality of Recruiting Sources


Review

• Overview of the Recruitment Process• Strategic Issues in Recruiting• Internal Recruiting• External Recruiting• The Applicant’s Point of View• Evaluation and Benchmarking of

Recruitment

hra 310 chapter 6

Education