May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.• List and briefly discuss five external recruiting sources.. May not be scanne
Trang 1PowerPoint Presentation by Charlie Cook
The University of West Alabama
SECTION 2 Jobs and Labor
© 2011 Cengage Learning All rights reserved May not be
scanned, copied or duplicated, or posted to a publicly
accessible Web site, in whole or in part.
Recruiting and Labor Markets
Trang 2© 2011 Cengage Learning All rights reserved May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
• List and briefly discuss five external recruiting sources.
• Identify three internal sources for recruiting and issues associated with their use.
• Describe three factors to consider when doing recruiting measurement and metrics.
After you have read this chapter, you should be able to:
Trang 3© 2011 Cengage Learning All rights reserved May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
Cost of recruiting
Quality of recruited candidates
Trang 4© 2011 Cengage Learning All rights reserved May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
6–4
FIGURE 6–1 Integrating Recruiting Components
Trang 5© 2011 Cengage Learning All rights reserved May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
6–5
Strategic Recruiting and HR Planning
• Effective Recruiting Requires:
Knowing the business and industry
Identifying keys to success in the labor market
Cultivating networks and relationships
Promoting the “company brand”
Using metrics to measure recruiting effectiveness
Identifying talent before it is needed
Recruiting-related job skills
Diversity and sensitivity skills
Ethical recruiting behaviors
Trang 6© 2011 Cengage Learning All rights reserved May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
Low unemployment creates competition for employees, raising labor costs.
High unemployment results the availability of more applicants and more qualified applicants.
Trang 7© 2011 Cengage Learning All rights reserved May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
6–7
FIGURE 6–2 Labor Market Components
Trang 8© 2011 Cengage Learning All rights reserved May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
6–8
FIGURE 6–3 Considerations for Determining Applicant Populations
Trang 9© 2011 Cengage Learning All rights reserved May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
6–9
Reaching the Applicant Population
Recruiting Decisions
Recruiting Method
Recruiting Message
Applicant Qualifications
Administrative Procedures
Trang 10© 2011 Cengage Learning All rights reserved May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
6–10
Different Labor Markets and Recruiting
Labor Markets
Geographic Labor
Markets
Global Labor Markets
Educational and Technical Labor Markets
Industry and Occupational Labor
Markets
Trang 11© 2011 Cengage Learning All rights reserved May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
Training of Recruiters
Regular vs
Flexible Staffing
Recruiting and EEO:
Diversity Considerations
Recruiting Nontraditional Workers
Recruiting Source Choices:
Internal vs External
Strategic Recruiting Decisions
Sample
Realistic Job Previews
Trang 12© 2011 Cengage Learning All rights reserved May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
6–12
FIGURE 6–4 Recruiting and Diversity Considerations
Trang 13© 2011 Cengage Learning All rights reserved May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
6–13
Internet Recruiting
Effects of Internet Recruiting
Adjusting to new recruiting approaches
Identifying new types of recruiting for specific jobs
Training for managers and
HR recruiters
Trang 14© 2011 Cengage Learning All rights reserved May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
6–14
Internet Recruiting (cont’d)
E-Recruiting Places
Internet Job Boards
Professional/
Career Websites
Employer Websites
Trang 15© 2011 Cengage Learning All rights reserved May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
6–15
Recruiting and Internet Social Networking
Social Networking Recruiting Advantages:
• Allows job seekers to connect with employees of potential employers
• Allows employers to engage in social collaboration by joining and accessing social technology networks to help applicants post resumes and complete applications online
Trang 16© 2011 Cengage Learning All rights reserved May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
6–16
Recruiting Using Special Technology Means
Internet Recruiting Tools
Trang 17© 2011 Cengage Learning All rights reserved May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
6–17
Legal Issues in Internet Recruiting
The use (or misuse) of screening software
Collection of federally required
applicant information
Exclusion of protected classes
from the process
Trang 18© 2011 Cengage Learning All rights reserved May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
6–18
Internet Recruiting
• Recruiting cost savings
• Recruiting time savings
• Expanded (global) pool of applicants
• Better targeting of specific audiences
• More unqualified applicants
• Additional work for HR staff
• Many applicants are not seriously seeking employment
• Access limited or unavailable to some applicants
• Privacy of information and discrimination issues
Trang 19© 2011 Cengage Learning All rights reserved May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
6–19
External Recruiting
Media Sources
Employment Agencies
Competitive Recruiting Sources
Educational Institutions
External Recruiting Sources
Trang 20© 2011 Cengage Learning All rights reserved May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
6–20
FIGURE 6–5 Advantages and Disadvantages of External Recruiting
Trang 21© 2011 Cengage Learning All rights reserved May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
6–21
FIGURE 6–6 What to Include in an Effective Recruiting Ad
Trang 22© 2011 Cengage Learning All rights reserved May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
6–22
FIGURE 6–7 College Recruiting: Considerations for Employers
Trang 23© 2011 Cengage Learning All rights reserved May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
6–23
Internal Recruiting
Employee Databases
Job Postings
Promotions and Transfers
Former Employees and Applicants
Employee Referrals
Current-Internal Recruiting Sources
Trang 24© 2011 Cengage Learning All rights reserved May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
6–24
FIGURE 6–8
Advantages and Disadvantages of Internal Recruiting
Trang 25© 2011 Cengage Learning All rights reserved May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
6–25
Recruiting Evaluation and Metrics
Evaluating Recruiting Efforts
Evaluating Recruiting Quality and Quantity
Trang 26© 2011 Cengage Learning All rights reserved May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
6–26
FIGURE 6–9 Recruiting Measurement Areas
Trang 27© 2011 Cengage Learning All rights reserved May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
6–27
Recruiting Metrics
General Recruiting Process Metrics
Yield Ratios
Selection Rate
Acceptance Rate
Success Base Rate
Trang 28© 2011 Cengage Learning All rights reserved May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
6–28
FIGURE 6–10
Sample Recruiting Evaluation Pyramid
Trang 29© 2011 Cengage Learning All rights reserved May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.
6–29
Increasing Recruiting Effectiveness
• Resume mining software
• Applicant tracking
• Employer career websites
• Internal mobility tracking system
• Personable recruiters
• Emphasizing positives about the job and employer within a
realistic job preview
• Fair and considerate treatment
in the recruiting process
• Enhancing applicants’ perceived fit with the organization