Recruitment Strategies Overview

Use of Executive Search Firms

• Advantages: Useful if an HR Department is overloaded with work or if an organization does not have an individual with the skills and experience needed to select employees properly
• Disadvantages: A company loses some control over its recruitment process and may end up with undesirable applicants
• Fees Charged: Reputable executive search firms always charge their fees to organizations rather than to applicants
• Typical Fee: About 30% of the applicant’s first-year salary

### Public Employment Agencies

• Role: Operated by a state or local government, primarily designed to help the unemployed find work
• Services Offered: Free services such as career advisement and resume preparation

Employee Referrals

• Mechanism: Current employees refer family members and/or friends for a job
• Considerations: Only referrals made by successful employees should be considered
• Incentives: Some organizations provide financial incentives to employees who recommend applicants who are hired
• Effectiveness: In a survey of 450 HR professionals, employee referrals were rated as the most effective recruitment method
• Internal Recruitment: In some references, referral is considered as an internal recruitment method

Direct Mail

• Mechanism: Organizations send out mass mailings of information about job openings to potential applicants
• Process: Obtaining a mailing list and sending letters or brochures to people through the mail
• Benefit: Especially useful for positions involving specialized skills

### Online Job Boards

• Process: Individuals interested in a job can search job sites, newspapers, associations and company career pages
• Outcome: Qualified people that subsequently apply for jobs as a result of the recruitment strategy
• Cost-Effectiveness: Example:
  • Indeed.com – Php 10,000 with 100 qualified applicants
  • JobStreet – Php 15,000 with 45 qualified applicants
  • Cost per qualified applicant for Indeed.com: Php 100
  • Cost per qualified applicant for JobStreet: Php 333.33

Effective Recruitment Strategies

• Best Tool: Examine the number of successful employees generated by each recruitment source

Effective Selection Techniques

• Characteristics:
  • Valid
  • Reduce the chance of legal challenge
  • Cost-effective

Inside Source vs. Outside Source

• Inside Source: Includes employee referrals, and rehires
• Outside Source: Includes job fairs, ads, school placement offices, recruiters, etc.
• Meta-Analysis Results: Employees recruited through inside sources stayed with the organization longer (higher tenure) and performed better than employees recruited through outside sources
• Explanations:
  • Applicants referred by employees received more accurate information about the job than do employees recruited by other methods
  • Interpersonal Attraction

Structured Interviews

• Impact of Non-Verbal Cues: Meta-analysis results indicate that structured interviews are not as affected by nonverbal cues
• Steps in Creating a Structured Interview:
  • Determine the KSAOs to tap in the interview
  • Create Interview Questions
  • Create a Scoring Key for Interview Answers

### Types of Interview Questions

• Clarifiers: Allows the interviewer to clarify information in the resume, cover letter, and application. Allows to fill in gaps and obtain other necessary information
  • Example: I noticed a two-year gap between two of your jobs. Could you tell me about that?
• Disqualifier: Questions that must be answered a particular way or the applicant is disqualified.
  • Example: Do you have a valid driver’s license?
• Skill-Level Determiner: Designed to tap an interviewee’s level of expertise.
  • Example: How will you administer, score, and interpret the MBTI?
• Future-Focused Questions: Example: Are you available to work on weekends? (If a job requires that employees work on weekends)
• Past-Focused Questions:
  • Example: How will you administer, score, and interpret the MBTI?

Cover Letters

• Purpose: Letter of intent or application letter
• Content: Salutation, four (4) basic paragraphs, and a closing signature
• Salutation: Get the name of the recipient. Do not refer to the person by his or her first name
• Paragraphs:
  • State the name of the job you are applying for. Include that your resume is enclosed.
  • Provide your qualifications
  • Tell them why you are interested with the job
  • Provide them with your contact details

Resume

• Purpose: A formal summary of an applicant's professional and educational background
• Accuracy: Resumes may not predict performance partly because they are intended to be advertisement for an applicant
• Misinformation: Inaccurate information is found in 25% of resumes

Types of Resumes

• Chronological Resume: Lists previous jobs in order from the most to the least recent
  • Benefit: Useful for applicants whose previous jobs were related to their future plans and whose work histories do not contain gaps
• Functional Resume: Jobs are grouped by function rather than listed in order by date
  • Benefit: Useful for applicants who are either changing careers or have gaps in their work histories
  • Disadvantage: Takes employers longer to reach and comprehend than other types of resumes. Least popular with employers
• Psychological Resume: Takes advantage of psychological principles. Contains the strength of both chronological and functional resumes. Takes advantage of the impression-formation principles of priming, primacy, and short-term memory limits.
  • Benefit: Also makes use of three impression management rules of relevance, unusualness, and positivity

This quiz covers various recruitment strategies including executive search firms, public employment agencies, and employee referrals. Understand the advantages and disadvantages of each method, as well as the services provided and the typical fees involved in the recruitment process.