The role of human resource recruiting is to build a supply of potential new hires that the...
Transcript of The role of human resource recruiting is to build a supply of potential new hires that the...
RECRUITMENT
RECRUITING HUMAN RESOURCES The role of human
resource recruiting is to build a supply of potential new hires that the organization can draw on if the need arises.
Recruiting consists of any practice or activity carried on by the organization with the primary purpose of identifying and attracting potential employees.
THREE ASPECTS OF RECRUITING
PERSONNEL POLICIES Internal versus
external recruiting
Lead-the-market pay strategies
Image advertising
Several personnel policies are especially relevant to recruitment:
PERSONNEL POLICIES An organization’s personnel policies are
its decisions about how it will carry out human resource management, including how it will fill job vacancies.
There are several personnel policies that are especially relevant to recruitment: Recruiting existing employees or hiring
from outside Meeting or exceeding the market rate of
pay Organizational image conveyed in
advertising
RECRUITING SOURCES
1. Internal Sources
2. External Sources
RECRUITING SOURCESINTERNAL SOURCES
Organizations that promote from within, identifies current employees for job openings :
By having employees bid for jobs By using their HR management
system
RECRUITING SOURCESEXTERNAL SOURCES1. Walk Ins/ Unsolicited Applicants2. Referrals3. Advertisement4. Employment Agencies5. Schools, Colleges and Universities6. Cyberspace Recruiting
RECRUITING SOURCESWALK INS/ UNSOLICITED APPLICANTS
Includes direct unsolicited applications
Effective in filling entry level & unskilled positions
RECRUITING SOURCESREFERRALS
Current employees can be asked to recommend recruits
RECRUITING SOURCESADVERTISEMENT
Must decide type and location of ad, depending on job; decide whether to focus on job(job description) or on applicant(job specification)
RECRUITING SOURCESEMPLOYMENT AGENCIES
There are publicly funded agencies that provide free placement services and private agencies that charge either the employee or the employer for a placement or referral
RECRUITING SOURCES
SCHOOLS, COLLEGES & UNIVERSITIES
To fill in professional and managerial positions
Turnover rates may be high High cost
RECRUITING SOURCES
CYBER SPACE RECRUITINGIt is the integration and utilization of internet technology in recruitment process. It is an important tool linking recruiters and employers with potential employees.
KEY INDICATORS OF RECRUITMENT EFFECTIVENESS
1. Time Lapse Data – It provides the average time that elapses between points of decision making in recruiting.
2. Yield Ratios – It reflects the number of candidates available at a step compared to a previous step.
EVALUATING THE QUALITY OF A SOURCE
Yield Ratios
A ratio that expresses the percentage of applicants who successfully move from one stage of the recruitment and selection process to the next.
By comparing the yield ratios of different recruitment sources, we can determine which source is the best or most efficient for the type of vacancy. Cost Per Hire
Find the cost of using a particular recruitment source for a particular type of vacancy.
Divide that cost by the number of people hired to fill that type of vacancy.
A low cost per hire means that the recruitment source is efficient.
Yield Ratios Cost Per Hire
RESULTS OF A HYPOTHETICAL RECRUITING EFFORT
RECRUITER TRAITS AND BEHAVIORS The recruiter affects the nature of both
the job vacancy and the applicants generated.
In general, applicants respond more positively to recruiters whom they perceive as warm and informative.
Realistic job previews: background information about job’s positive and negative qualities.
For affecting whether people choose to take a job, the recruiter seems less important than an organization’s personnel policies that directly affect the job’s features.
RECRUITER TRAITS AND BEHAVIORS
Characteristics of the Recruiter
Behavior of the Recruiter
Enhancing the Recruiter’s Impact
ENHANCING THE RECRUITER’S IMPACT Recruiters should provide timely
feedback. Recruiters should avoid offensive
behavior. They should avoid behaving in ways that
might convey the wrong impression about the organization.
The organization can recruit with teams rather than individual recruiters.
LUCY'S RESTAURANT – HR PLANNINGLucy's Restaurant has just created a
business plan that projects a 300% growth potential for their business. They have also learned that a large office building is next door.
The business plan shows Lucy's growing to:20 Tables -- serving 120 meals per dayOpen for Breakfast, Lunch, and Dinner
(6:30 AM to 9:00PM) – 2 ShiftsThere are nine employees (including
Lucy)
LUCY'S RESTAURANT – HR PLANNINGGroup Deliverables: Identify the different positions you will use to staff the larger
restaurant. Each position must include the tasks, duties, and responsibilities
that it entails. There will be nine employees. Determine how many of each position
you will need and what the attrition for that position is anticipated to be.
Based on your business expectations, list how many people for each position you will need for each shift (or timeframe)
Draw a chart / matrix showing the schedule Fill in the Recruiting Flow Chart (next page) showing your
recruiting process. Fill in above chart / matrix showing the recruiting activity and
hiring schedule List what recruiting sources / activities you will use Determine when (over 12 months) you will need to hire them
Pick a group spokesperson to share the position descriptions with the class.
POSITION Shift 1Number working this shift)
Shift 2Number working this shift)
Attrition:the number of people who will leave / quit.
Total Number of People employed over the entire year
Tasks, Duties, Responsibilities
Cooks
Wait Staff
Management
Bar?
Bussing
Other?
TOTAL
9 total 9 + attrition
RECRUITING / HIRING FLOW CHART:
Hiring need known / planned
New Hire(s)
on-board - working
RECRUITING EXERCISE:POSITION
Number workingShift 1
Number working Shift 2
Attrition #(turnover – number of people that leave))
Total Hires for the year
Sources to use to find people – where will you find them
Frequency of recruiting for this position
Cooks
Wait Staff
Management
Bar?
Bussing
Other?
TOTALS: