Beruflich Dokumente
Kultur Dokumente
Staffing the
Management Organization
TENTH EDITON
Chapter
7
PowerPoint
© 2003 Southwestern College Publishing. All rights reserved.
Presentation
by Charlie Cook
Learning Objectives
Recruiting
– The process of generating a pool of qualified
applicants for organizational jobs
Labor Markets
– The external supply pool from which
organizations attract their employees
Labor Force Population
– All individuals who are available for selection if
all possible recruitment strategies are used.
Applicant Population
Figure 7–1
© 2002 Southwestern College Publishing. All rights reserved. 7–6
Labor Markets and Recruiting Issues
Labor Markets
Figure 7–2
© 2002 Southwestern College Publishing. All rights reserved. 7–8
Typical Division of HR Responsibilities
Figure 7–3
© 2002 Southwestern College Publishing. All rights reserved. 7–9
Organizational Recruiting Activities
Recruiting
Image
Recruiting Effective
Presence Recruiting
Training of
Recruiters
Organizational-
Organizational-
Based
Basedvs.
vs.
Outsourcing
Outsourcing
Recruiting
Recruiting
Source
SourceChoices:
Choices:
Strategic
Strategic Regular
Regularvs.
vs.
Internal
Internalvs.
vs. Recruiting
Recruiting Flexible
FlexibleStaffing
Staffing
External
External
Recruiting
Recruitingand
and
EEO/Diversity
EEO/Diversity
Considerations
Considerations
Figure 7–4
© 2002 Southwestern College Publishing. All rights reserved. 7–12
Advantages and Disadvantages of
Internal and External Recruiting Sources
Figure 7–5
© 2002 Southwestern College Publishing. All rights reserved. 7–13
Internal Recruiting Methods
Figure 7–6
© 2002 Southwestern College Publishing. All rights reserved. 7–14
Internet Recruiting Methods
Job Boards
Internet
Professional/
Recruiting
Career Web Sites
Methods
Figure 7–8
© 2002 Southwestern College Publishing. All rights reserved. 7–19
Evaluating Recruiting
Evaluating Recruiting
Efforts
Figure 7–9
© 2002 Southwestern College Publishing. All rights reserved. 7–22
Selection Methods
Yield ratios
– A comparison of the number of applicants at one
stage of the recruiting process to the number at the
next stage
Selection rate
– Percentage hired from a given group of candidates
Acceptance Rate
– Percentage of rejected job offers
Success Base Rate
– Comparing percentage rate of past applicants who
were good employees to that of current employees.