Transcript Document

Human Resource
Management
ELEVENTH EDITON
SECTION 2
Staffing
the
Organization
Robert L. Mathis  John H. Jackson
Chapter 7
Recruiting in Labor
Markets
PowerPoint Presentation
by Dr. Zahi Yaseen
Recruiting in Labor Markets
After you have read this chapter, you should be able to :
• Identify different ways that labor markets can be identified
• and approached.
• Discuss the advantages and disadvantages of internal versus
external recruiting
• Specify three internal sources for recruiting and issues
associated with their use.
• List and briefly discuss five external recruiting sources.
• Explain why internet recruiting has grown and how employees
are conducting it.
• Discuss three factors to consider when evaluating recruiting
efforts.
Recruiting in Labor Markets
•
Strategic Approach to Recruiting
It becomes more important as labor markets shift and
become more competitive. It’s important that
recruiting be a part of strategic HR planning.
Figure 1.
• Labor Markets
External supply pool from which organizations attract
employees. To understand recruiting takes place ,
figure 2.
Figure 1
Strategic
Recruiting
stages
HR Planning
-How many employees will be needed?
-When employees be needed?
-What specific KSAs will be needed?
-What diversity goals need to be met?
Organizational responsibilities
- HR staff and operating managers
Strategic recruiting decisions
-Organizational- based vs. outsourced recruiting
-Recruiting presence and image
-Recruiter training
-Regular vs. flexible staffing
-EEO/diversity considerations
-Recruiting source choices
Recruiting Methods
- Internal
- External
-Internet /web based
Figure 2
Labor Market Components
Recruiting in Labor Markets
•
Labor Force Population
All individuals who are available for selection if all
possible recruitment strategies are used.
•
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
• Labor markets and recruiting
Figure 3
Labor Markets and Recruiting Issues
Figure 3
Labor Markets
Geographic
Local
Regional
National
International
Industry
and
Occupational
KSAs
Educational
and
Technical
Qualifications
Organizational recruiting responsibilities
•
•
•
•
HR Unit
Forecast recruiting needs
Prepare copy for recruiting
ads and campaigns
Plans and conducts recruiting efforts.
Audits and evaluates all
recruiting activities.
Managers
- Anticipate needs for employees
to fill vacancies.
- Determine KSAs needed from
applicants.
- Assist in recruiting effort with
info about job requirements.
- Review recruiting efforts
activities.
Strategic Recruiting decisions
Internal Vs. External
Recruiting
Advantages
Source
Internal
1. Morale of promote
2. Better assessment of abilities
3. Lower cost of some jobs
4. Motivator for good performance
5.Causes a succession of promotions
6. Have to hire only at entry level.
External
1. New blood brings new perspectives
2. Cheaper and faster than training
professionals.
3. No group of political supporters
in organization already.
4. May bring new industry insight.
disadvantages
1. Inbreeding
2. Possible morale problems of
those not promoted.
3.“Political”infighting for prom
4. Need for managementDevelopment program
1. May not select someone who
fit the job or organization.
2. May cause moral problems for
internal candidates not selected.
3. Longer adjusted or orientation
time
• External Recruiting:
1- School recruiting: summer, part-time.
2- College recruiting: jobs that needs skills.
3- Labor unions: could supply workers to employers.
4- Media sources: newspapers, magazines, TV, radio…etc. Ads
should be evaluated for target market.
5- Trade and competitive sources: trade associations news letters,
magazines. Direct contact to employees in other competitive
companies, less training.
6- Employment agencies: profit or nonprofit agencies.
7- Executive search firms: for managerial and professional jobs,
they charge up to 33% of the first year salary,
8- Internet recruiting: application online. HR reach more
applicants, with less cost, and faster.
External Recruiting
College and
University
Recruiting
Media Sources
and Job Fairs
Competitive
Sources
High Schools and
Technical Schools
External
Recruiting
Sources
Labor
Unions
Employment Agencies
and Search Firms
Internet Job Searching
Source: Based on data from Greenfield Online
(www.greenfieldonline.com), as presented in The
Wall Street Journal, November 27, 2000, R32.
What to Include in an Effective Recruiting Ad
Recruiting Evaluation
• General Areas for Evaluating Recruiting
– Quantity of applicants
– EEO goals met
– Quality of applicants
• 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
– The percentage hired from a given group of candidates
Recruiting 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.
Using Yield Ratios to determine needed applicants
Hires = 5
Offer recipients = 10
Final interviews= 15
Formal applicants = 30
Total initial contact = 100
• How to make a professional CV?