Transcript Staffing

Staffing
• Involves getting people in, or
out, of a company
• We’ll concentrate on the
“getting people in
part” – getting them out is part of
the “Transitions” later on.
Staffing has 2 main
purposes
• “Get the best talent” for the firm
at the price we can offer
• Conform to national, state and
local regulations concerning
staffing practice, or in short
“keep it legal”
How to Staff?
• Derive “demand for labor”
• Update job requirement
information
• Identify knowledge, skills and
abilities required for success on
job
• Develop measures of job-related
KSA’s
• Recruit from relevant labor
markets
Who are we recruiting?
• Best talent we can
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Mental abilities
Physical abilities
Personality
Motivation*
Team work*
Integrity
Reliability, discipline
Sobriety
Where will we find these
people?
• The “Relevant Labor Market”
• Different for each job
• Qualified, and interested
candidates
• Not necessarily a place …
• It is where ever an employer and
candidate agree to employment
terms
• Many ways to reach that relevant
labor market
Overview of
the
Recruitment
Process —
Organization
Strategic Issues in
Recruiting
• Recruitment Goals
• Recruitment Philosophy
• Internal of External Sources?
• Countercyclical Hiring
Advantages and
Disadvantages of Internal
Sources
• Ability of candidate is known
• Internal promotion motivated
employees
• Training and socialization time
is less
• Internal sources may be
insufficient for growth
• Ripple effect, cumbersome
Advantages and
Disadvantages of External
Sources
• Import new ideas and skills
• Avoid ripple effect
• May be necessary in turnaround
situation
• Expensive
• Time consuming
• More difficult to evaluate
candidates
Figure 6.5 Recruiting
Sources Used by HR
Professionals
Source: Based on a survey of 303 HR Professionals, from HR Magazine, December 1996, p. 53. Data on Internet
recruiting is from HR Focus,May 2000, p. 8
Table 6.8 Example of
Recruiting Source
Evaluation Data
Realistic Job Preview
• Reduces early turnover and
dissatisfaction via:
• Self-Selection out if the job doesn’t
fit
• Increased Commitment to an
Informed Decision
• Lowered Expectations, less gap
with reality
• Improved Coping with job
difficulties
Figure 6.8 Factors
Affecting Job Choice