Beruflich Dokumente
Kultur Dokumente
Subtitle
Strategy Recruiting
Recruiting
The process of generating a pool of qualified
applicants for organizational job
Finding qualified applicants
A set of administrative functions : coordinating
internal openings, handling the flow of
candidate data, dealing with the regulatory
reporting, and moving candidates through the
system
Strategic
Recruiting Stages
Labor Market
Labor markets are
external supply pool from
which employers attract
employees
Applicant Population
A subset of the labor force that is available for
selection using a particular recruiting approach.
Applicant Pool
All persons who are actually evaluated for selection
Geographic
Geographic
Markets
Markets
Local,
Local,Regional
Regional
National
National
International
International
Global
Global
Industry
Industry
and
and
Occupational
Occupational
Markets
Markets
KSAs
KSAs
Educational
Educational
and
and
Technical
Technical
Markets
Markets
Qualifications
Qualifications
Strategic Recruiting
Decisions
Recruiting
Recruiting
Source
SourceChoices:
Choices:
Internal
Internalvs.
vs.
External
External
Strategic
Strategic
Recruiting
Recruiting
Regular
Regularvs.
vs.
Flexible
FlexibleStaffing
Staffing
Recruiting
Recruitingand
and
EEO/Diversity
EEO/Diversity
Considerations
Considerations
712
2002
Southwestern
College
Publishing. All
Non-discriminatory
Targeted Recruiting of Diverse Applicants
Training of Recruiters on Fair Employment Practices/Diversity
Compliance with Fair Employment Practices
Older Workers
Stay-at-Home Moms
Single Parents
Workfare Workers
Ex-Convict/Substance Abuse Workers
Workers with Disabilities
External Recruiting
Sources
Media
Media Sources
Sources
and
and Job
Job Fairs
Fairs
Competitive
Competitive
Sources
Sources
High
High Schools
Schools and
and
Technical
Technical Schools
Schools
External
Recruiting
Sources
Labor
Labor
Unions
Unions
Employment
Employment Agencies
Agencies
and
and Headhunters
Headhunters
School Recruiting
High school or vocational/technical
schools may be valuable sources of
new employees for some organizations.
Promotional brochures that acquaint
students with starting jobs and career
opportunities can be distributed to
councilors, librarians, or other. They can
consider:
Internships
for
high/secondary-school
and
technical institute students
Partnerships
between
schools
and
employers/employer
groups
for
student
placement and related matters
Labor Unions
Labor unions may have good input on
recruitment/transfer/promotion matters that
may positively affect how recruitment of
employees should be handled.
Example: Request that employers supply them with
a list of jobs vacancies that have become available
because the labor laws only state that recruitment
is a managerial prerogative to the extent.
Labor unions are free to ask for justifications to
ensure that the conditions imposed on this
prerogative are met.
Competitive Sources
Recruiting from competing firms is the
most straightforward approach to enhance
a companys competitive position.
Example:
- Many professional societies and trade
associations publish newsletter or
magazines and have Websites containing
job ads.
- Some employers have extended
recruiting to customers.
Media Sources
Figure 7-6 shows the information a good recruiting
advertisement should include.
Media Sources
Different media sources can be used to
generate applicants
Newspapers
Magazines
Television
Radio
Billboards
Direct mail
Internet Recruiting
Methods
Job
JobBoards
Boards
Professional/
Professional/
Career
CareerWeb
WebSites
Sites
Employer
EmployerWeb
WebSites
Sites
Internet
Internet
Recruiting
Recruiting
Methods
Methods
Internet Recruiting
Advantages
Recruiting cost savings
Recruiting time savings
Expanded pool of
applicants
Morale building for current
employees
Disadvantages
More unqualified applicants
Additional work for HR staff
members
Many applicants are not
seriously seeking
employment
Access limited or
unavailable to some
applicants
Recruiting Evaluation
and Metrics
Selection Rate
Percentage hired from a given group of applicants
Acceptance rate
Percentage of applicants hired divided by total number of
applicants offered jobs
Caption
Caption
Caption