Recruiting

© Nancy Brown Johnson, 2000

HR Planning

Forecast Demand

Product demand labor derived demand past demand (stable) other leading indicators consider changes in technology or work

processes

Forecast Supply

Turnover Promotions

Reconcile Supply & Demand

Shortages training counter-cyclical hiring wage increases to attract innovative recruiting

Temporary Workers

few benefits try out employee already trained tension with permanent employees

Outsourcing

contract entire operation less expensive labor economies of scale gain expertise lose control

Oversupply

Downsizing increased productivity decreased morale potential loss of good employees

Recruiting

The process of attracting people to apply to your organization for work

Selection

The process of choosing employees for your organization.

©a Times Mirror Higher Education Group, Inc., company, 1997a Times Mirror Higher Education Group, Inc., company, 1997

IRWIN

JOB CHOICE

Vacancy Characteristics

Vacancy Characteristics

PersonnelPolicies

RecruitmentSources

RecruiterCharacteristics

ApplicantCharacteristics

ApplicantCharacteristics

Factors that Influence Job Choice

Organizational Factors

Personnel policies Pay above market Job security

employment-at-will layoff history

Company Image

Recruiter Characteristics

Warm Informative Same background as applicant

Attraction-Selection-Attrition (ASA) Theory

People are attracted to organizations where they feel comfortable.

Organizations try to select people who fit within the organization.

People who do not fit will leave (attrition).

ASA Results

Organizations become more homogeneous

Unconsciously select people that fit within organization

Organizations consciously change recruiting to attract different types

Realistic Job Previews

Recruiter's information is accurate. Vaccination - prevents unrealistic

expectationsChoice on accurate information People less likely to accept jobThose that accept, stay

NPR : As Danger Increases, So Does Pay for Contractors in Iraq

Realistic Job Previews

Works best when: candidate can be selective in accepting a job

offer has unrealistic job expectations would have difficulty coping with job

demands without RJP

Two Ways to Staff Job Recruiting

Externally - recruiting people from outside the organization Brings in fresh blood Costly New people may hinder group morale

Internal Staffing: Second Way to Staff

Important for organizationAffects career decisionsCan be a reward

Less expensiveKnow more about the peopleRewards past performance can enhance morale

External environment influences

Labor market - loose/tight markets affect abundance of candidates and

Legal - legal concerns salient in recruiting.

Types of Labor Markets

LocalRegionalNationalInternational

Recruiting Sources

College Walk-ins Employee Referrals Advertising Job Fairs Private Employment Agencies Public Employment Agencies

Effectiveness of Methods

Two ways to judge effectiveness Does technique generate good

candidates? Does technique generate good

employees?

Effectiveness of Recruiting

Formal Methods: Newspapers and other advertising generates most candidates

Informal Methods: Referrals and rehires of previous employees have best attendance & performance Informal techniques appear best: employee

referrals, rehires & walk-ins.

Recruiting Summary

Estimate supply and demand Consider ways to staff

Temp, outsource, overtime, hire

Recruit Change workers, new recruiting sources Provide realistic job previews