HRM Summary - Ch.5: Recruitment PDF

HRM Summary – Ch.5: Recruitment Recruitment: Process of attracting individuals on a timely basis; in sufficient numbers; with appropriate qualifications; and encouraging them to apply for jobs. 1- Employee Requisition: Document specifies: Job title, Department, Date employee needed, etc. 2- Recrui...

HRM Summary – Ch.5: Recruitment Recruitment: Process of attracting individuals on a timely basis; in sufficient numbers; with appropriate qualifications; and encouraging them to apply for jobs. 1- Employee Requisition: Document specifies: Job title, Department, Date employee needed, etc. 2- Recruitment Sources & Methods:  Internal Recruitment:  Methods: o HR databases o Job posting o Job bidding: Procedure that permits individuals in org. to apply for posted job. o Employee Referrals: Top way workers find a job; Referrals better qualified and stay on job longer; Recruit new hires through employee-referral incentive programs; Employee enlistment.  External Recruitment:  Benefits: o Fill entry-level jobs o Acquire skills not possessed by current employees o Obtain employees with different backgrounds to provide diversity of ideas  Sources: 1. High Schools & Vocational Schools 2. Community Colleges 3. Colleges & Universities 4. Competitors in Labor Market (Poaching: Actively recruiting employees from competitors) 5. Former Employees (called boomeranging) 6. Unemployed Workers 7. Military Personnel 8. Self-Employed Workers (Technical, Pro, Admin, Entrepreneurial) 9. Ex-Offenders (viable labor pool for restaurants, often work third shift) 10. Mobile Recruiting (via mobile tech) 11. Online Recruitment (revolutionized way companies recruit and job seekers find jobs) 12. Internet Recruiter (called cyber recruiter) 13. Virtual Job Fair 14. Corporate Career Web site 15. Weblogs (Blogs) 16. General-Purpose Job Boards (Job seekers can search for jobs by filters) 17. NACElink Network (web-based recruiting and career services): - National recruiting network: Alliance among National Association of Colleges and Employers, DirectEmployers Association, and Symplicity Corporation 18. Jobs: - Network of employment Web sites with free job openings listings - E.g.: Nurse.jobs, Attorney.jobs, HR.jobs, and Sales.jobs Page 1 of 3  HRM Summary – Ch.5: Recruitment 19. AllianceQ: - Certain large org.’s begun pooling job candidates - Those passed over by one company are invited to submit résumés to AllianceQ database 20. Niche Sites 21. Contract Workers’ Sites: - Let workers advertise skills, set their price, and pick employers - E.g.: Freelance.com, Guru.com 22. Hourly Workers’ Job Sites (attract blue-collar and service workers)  Traditional External Recruitment Methods: 1. Media Ads (as: Radio, Newspaper, TV, Industry publications) 2. Employment Agencies: - Private Employment Agencies (Headhunters): ∞ Best for recruiting white-collar employees ∞ Not paid until a person is placed - Public Employment Agencies 3. Recruiters (Used with: Technical, Vocational, Community Colleges, Colleges & Universities) 4. Job Fairs 5. Internships 6. Executive Search Firms (Locate experienced pros and executives) 7. Pro Org.’s: - Recruitment and placement services - Society for HRM operates job referral service 8. Unsolicited Applicants: - Org. with reputation of good place to work, attract qualified prospects without extensive efforts 9. Open Houses: - Pair potential hires and managers in warm, casual environment - Encourage on-the-spot job offers - Cheaper and faster than agencies - May attract more unqualified candidates 10. Event Recruiting: - Opportunity to promote image of company - Recruiters go to events where people attend that firm is seeking 11. Sign-On Bonuses (Used where severe shortages of highly skilled workers exist) 12. Competitive Games: - Unique way to get individuals interested in applying for technical positions - E.g. Google makes use of recruiting games, TopCoder creates software coding competitions  Tailoring Recruitment Methods to Sources: To each firm’s needs; Vary according to position. E.g. Methods & Sources of Recruitment for an IT Manager Page 2 of 3  HRM Summary – Ch.5: Recruitment 3- Environment of Recruitment:  Labor Market Conditions:  Demand for and supply of specific skills  Labor market for many pro and technical positions is global  Possessing a college degree used to be passport to securing a good job  Skills to perform crafts such as welders, pipe fitters, painters, and machinists are needed  New tech may require workers have a specialized degree  Active / Passive Job Seekers (Recruitment methods differ):  Active job seekers: Committed to finding another job  Passive candidates: Employed, satisfied with employer, and content in current role  Legal Considerations:  Essential to emphasize nondiscriminatory practices  US Dept. of Labor issued guidelines concerning online recruiting policies 4- Labor Department Guidelines:  Keep detailed records  Identify criteria used  Be able to explain why a person with protected status not hired  Companies with > 100 employees keep records for min 2 years, Threshold coverage 50 employees if dealing with OFCCP  Employers must keep records of any and all expressions of interest through Internet 5- Alternatives to Recruitment  Promotion from Within:  Filling vacancies above entry-level positions  Incentive to strive for advancement  Org. usually aware of employees’ capabilities  Good goal: 80%  Overtime:  Most used method for short-term fluctuations in work volume  Avoids recruitment, selection, and training costs  Employees benefit from increased profit  Potential problems  Onshoring:  Moving jobs not to another country but to lower cost American cities  Government may require onshore handling of certain financial, health, and defense data  Reshoring, Outsourcing & Offshoring:  Reshoring: Reverse of offshoring, involves bringing work back to country of origin.  Outsourcing: Transfers responsibility to external provider.  Offshoring: Migration of all / significant part of development, maintenance, and delivery of services to vendor in another country. 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