External Recruitment 1
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1 External Recruitment 1
2 Lecture Outline Then and Now. External Recruitment Trends Planning Organizational, Administrative, Recruiter Issues Strategy Issues Open vs. Targeted, Sources, Choice Misc. Issues Important Job Characteristics, Realistic Job Preview 2
3 What Have We Done? Introduction to staffing Legal compliance Planning Job analysis 3
4 Where are We Now? External recruitment Internal recruitment Measurement Then what? 4
5 External Recruitment 5
6 Recruitment Recruitment The process of developing a pool of qualified applicants who are interested in working for an organization and from which the organization might reasonably select the best individual or individuals to hire for employment. External recruitment The process of looking to sources outside the organization for prospective employees. 6
7 Trends in Recruitment Managing work force diversity Contract recruiting Work flow management Truth-in-hiring: Ethics in recruitment 7
8 Discussion Question How could recruitment strategies impact diversity? 8
9 Recruitment Planning Three parts 1) Organizational issues 2) Administrative issues 3) Recruiter issues 9
10 Organizational Issues Three important organizational questions Internal vs. external recruitment agency? Individual vs. cooperative recruitment alliances? Centralized vs. decentralized recruitment? 10
11 Discussion Question When would a cooperative alliance be effective? 11
12 Administrative Issues Requisition Timing Number of contacts Types of contacts Recruitment budget Recruitment guide Process flow and record keeping 12
13 Recruiters Three key issues Selecting Training Rewarding 13
14 Quick Quiz Rate each statement as True or False A) Applicants respond more positively when the recruiter is an HR specialist than line managers or incumbents. B) Applicants respond positively to recruiters whom are warm and informative. C) Personnel policies are more important than the recruiter when deciding whether or not to take a job. 14
15 Recruitment Strategy Issues Three issues Open vs. targeted Sources Choosing sources 15
16 Discussion Question What is targeted recruiting? Why would a company use this approach? 16
17 Recruitment Sources Unsolicited Executive search firms Employee referrals Employee networks Advertisements Recruiting online Colleges and placement offices Professional associations and meetings State employment services Outplacement services Community agencies Job fairs Employment agencies Co-ops and internships 17
18 Discussion Question Where is the first place you go when you look for jobs? 18
19 Discussion Question Which of the following are legal issues related to online recruiting? A) The use (or misuse) of screening software B) Exclusion of protected classes from the process C) Collection of federally required applicant information D) Identification of real applicants E) Online informality that leads to improper discussions or information 19
20 Choosing Sources Four key issues Sufficient quality and quantity Cost Past experience with source Impact on HR outcomes 20
21 Quick Quiz When applying for a job, which is most important to you? Please rank. Job security Advancement opportunities Job responsibilities Pay Benefits Location Travel requirements 21
22 Quick Comic 22
23 Quick Quiz What are today s college graduates looking for in first time employment? A) Plain and simple as it has always been best starting salary gets the most graduates. B) Geography and life style perks are what drives the decisions Gen Xers are making today; they are quite different than the generation before. C) They want to work for one of the best places to work; money is way down on the list. D) They look for a competitive pay package to narrow the field, then decide based on work culture and developmental opportunities, not always the best money offer. E) Total money package including salary, incentives/bonuses and ownership are the biggest draws. 23
24 Table of Generational Values Cohort Entered Workforce Approx. Age Dominant Work Values Veterans 1950s 1960s 60+ Hard working, conservative, conforming; loyalty to the organization Boomers Success, achievement, ambition, dislike of authority, loyalty to career Xers Work/life balance, team-oriented, dislike of rules; loyalty to relationships Nexters 2000 present Under 25 Confident, financial success, self-reliant but team-oriented; loyalty to both self and relationships 24
25 Take-Home Points Aware of basics issues involved with external recruitment Think about own key issues when applying for jobs 25
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