OS 352 2/19/08

I. Exam I Guidance.

II. Reminder for next class: Review and bring notes, text and class materials for exam review.

III. RecruitmentA. Sources

B. Recruiters

C. EEO considerations

D. Monitoring and evaluation

E. Managing through culture

F. Discussion: Arnold article.

OS 352 Exam I Guidance 20 pts. - Choose 1 / 2 multi-part essays

HR Strategy Recruitment (including HR planning)

20 pts. - Choose 4 / 6 identifications 30 pts. - True / False 30 pts. – Multiple choice **Any class, textbook, articles, & assignment

material may be included on the exam.

Chapter Guidance Chapters 1-5. All content is fair game. I suggest reading the

entire chapters once, and then focus on topics covered on transparencies.

Be sure to review the articles we discussed in class.

Be sure to review all in-class exercises and Exercise 2.

The Hiring Process

Recruitment

Selection

Socialization

Fig. 5-4 © 1998 by Prentice Hall

Recruiting Sources

Direct applicants Employee referrals Help-wanted ads Public employment

agencies Private employment

agencies Colleges/universities Electronic recruiting

Company Job sites

+’s -’s

Advantages & Disadvantages of Internal Sources of Applicants

Advantages Morale of promotee Better assessment of

abilities Lower cost for some jobs Motivator for good

performance Have to hire only at entry

level

Disadvantages Inbreeding Possible morale

problems of those not promoted

“Political” infighting for promotions

Requires strong management development program

Advantages & Disadvantages of External Sources of Applicants

Advantages “New blood,” new perspectives Cheaper than training a

professional No group of political supporters

in organization already May bring competitors’ secrets,

new insights Helps meet equal employment

needs

Disadvantages May not select someone

who will “fit” May cause morale

problems for those internal candidates

Longer adjustment or orientation time

May bring in an attitude of “This is the way we used to do it at XYZ Company.”

Recruiters

Individual or team with whom applicants have contact during the recruitment process. Supervisors / Managers Peers HR professionals Other representatives

Realistic Job Previews

Provide descriptive and truthful information about the job and organization

Describe good points and bad points

Benefits: recruiter seems more credible, influences psychological contract

Does not affect future turnover.

Enhancing the Recruiter’s Impact

Recruitment training. Timely feedback. Avoid offensive behavior (!) Recruit with teams. Equity across interviewees – give-aways,

number of interviewers, interviewer attention.

Equal Employment Opportunity Efforts in Recruitment

Jobs widely advertised Statements that employer is an equal

employment opportunity employer Recruitment at a variety of colleges and

universities Monitoring of applicant pools Diverse group of recruiters Support from top management

Monitoring and Evaluation Overall: ensure that recruitment efforts are

achieving HR and organization goals.

Specifically: Cost effectiveness Quality of recruits Retention of recruits Equal employment opportunity

Monitoring and Evaluation

Recruiting: A First Step Towards Managing through …Culture Driven by mission,

values, culture Works where there are

no specified procedures

Procedures Driven by legal

compliance, bureaucratic needs and tendencies

Ensure consistency in processes and fair treatment of ees