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COURSE: MANAGING HUMAN RESOURCE FLOWS (194120090)
ENSCHEDE, 05-12-2012
Dimitrios Kordas (M-CME/s1231901)
INTRODUCTION TO TRADITIONAL RECRUITMENT
Organizing Framework: (Breaugh & Starke, 2000)
Recruitment Objectives
Post-hire outcomes Retention rate, Job
performance, Psychological contract, Job satisfaction
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FROM ACTIVITIES TO OUTCOMES
Recruitment Process
Recruitment Activities Process Variables
- Sources - Applicant attention Recruitment Results
- Recruiters - Message credibility Benchmarking:
- Message - Accuracy of Outcomes-Objectives
expectations
- Self insight
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RECRUITMENT PROCESS
Message
1 vividness
Concrete
Generate
Applicants language
Effects of Information
recruitments Personal-accuracy
activities
Process
3 2 Recruitment
Influence Maintain communication
decisions status Info-specificity
E-recruiting
effectiveness
JRPs
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EFFECTS OF RECRUITMENT ACTIVITIES
FOCUS: Recruitment objectives
Job satisfaction
Initial job performance
Perception of violation of psychological contracts
1st retention rate
Recruitment activities
Frequency of source usage
Type of sources (newspaper ads,
employee referrals, direct applications)
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LIMITATIONS ON SOURCES EFFECTS
Sources
interpretation
absorption
Different
outcomes
Certain
sources
Accurate info
about a job
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RECRUITERS ROLE
3-D effects on Candidates
Recruiters informativeness
Recruiters credibility
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RECRUITING SOURCES EFFECTS
Employee Referrals
Realistic info Employees reputation secure & More capable
employees
Direct applications
Realistic info Extensive research on employers profile
By logging into the Internet, company recruiters can find vast numbers of
qualified candidates for jobs at every level screen them in just minutes,
and contact the most promising ones immediately (Cappelli, 2001).
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MARKETING-DRIVEN RECRUITMENT STRATEGIES
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ADVANTAGES OF E-RECRUITING II
Facilitates the decentralization of the hiring function: once the line
managers get the authorization to hire, they can easily go to job boards or
other vendors to find their own candidates (Cappelli, 2001).
BrassRing Systems
Icarian Application service providers
Recruitsoft
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DISADVANTAGES OF E-RECRUITING
The control power of candidates using SNN over the information provided
for presenting themselves.
This asymmetry of power may raise risks for the privacy of the weaker
stakeholders (Introna & Pouloudi, 1999).
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MANAGERIAL (FUTURE) IMPLICATIONS
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TOWARDS AN E-HRM & E-RECRUITING MODEL
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ARCHITECTURE OF E-RECRUITING