PowerPoint PresentationSupport Activities
Legal compliance
Smaller companies may rely
on external recruitment agencies
Cooperative alliances involve arrangements to share recruitment resources
Centralized vs. decentralized recruitment
Number of contacts
Yield ratio - Relationship of applicant inputs to outputs at various decision points
Types of contacts
Qualifications to perform job must be clearly established
Consideration must be given to job search and choice process used by applicants
5-*
Recruitment budget
Exh. 5.2: Example of a Recruitment Budget for 500 New Hires
Development of a recruitment guide
Exh. 5.3: Recruitment Guide for Director of Claims
Process flow and record keeping
Selecting recruiters
Training recruiters
Rewarding recruiters
Desirable characteristics of recruiters
Training
Nontraditional areas of training
Technology skills, marketing skills, working with other departments, and ethics
Rewards
Effective recruiter behaviors
Searching Web-based databases
Mining databases
Research results
Most effective
former employees
Least effective
Type of messages
Branding
Traditional message
Job applicant may be given relatively little concrete or accurate info.
Unlimited growth opportunities
Realistic recruitment message
RJP - Job applicants are given a “vaccination” by being told what the actual job is really like
Tells it like it is
Great deal of research has been conducted on effectiveness of RJPs
5-*
Influence of recruiter on attitudes and behaviors
Demographics of recruiters
Influential recruiter behaviors
Delay times in recruitment process
Funding of recruitment process
5-*
Expectations and requirements