Recruiting

OS352 HRM

Fisher

Oct. 5, 2004

2

Agenda

SAP update Discuss approaches to recruiting Examine employment ads Review web sites

3

SAP Update

Exercise 2 (due Oct 14) requires the use of SAP– Exercise will be distributed Oct 7– Optional lab will be held on Sunday Oct 10

We are using client 951 You will need your User ID and password

– User ID will be OS352-3-xx (see sheet)– Password is CLARKSON– Will change your password first time you log in

Links to SAP user guides are posted on my webpage

4

Discussion

Review the ads you selected for Exercise 1– Is there anything notable about the ads?– Do they demonstrate any principles discussed in

the reading?

What is the goal of recruiting? How do these ads help meet that goal?

5

Three aspects of recruiting

Policies Recruitment sources Recruiter traits and behaviors

– Signaling theory - used to examine recruitment

6

Organizational Image

Some recruiting efforts devoted to building image

General advertising often directed at potential applicants, not just consumers

Negative word of mouth can have devastating effects

7

Recruiting sources

Internal– Use of internal labor market associated with satisfaction, lower

turnover, cost savings External

– Ads– Referrals– Employment agencies– Exec. Search Firms (Headhunters)– Universities– Internet

Evaluating source quality

8

Internet Recruiting

Generally low cost Yields are typically low

– Can get flooded with applicants

Lack of on-line recruiting can be a negative signal to applicants

Could result in greater adverse impact – digital divide What are the key differences between job boards (e.g.,

Monster) and corporate web sites?

9

Best practices for Internet recruiting

Make it easy to find job listings– Provide links on own site rather than linking to commercial site– Minimize number of clicks (2-3)

Communicate clearly to potential applicants regarding process, status

– Response to application– Outcomes of search process

Provide information to allow potential applicants to assess fit

Source: Crispin and Mehler, The Job Seeker’s Experience: Who Really Cares? Retrieved from http://www.careerxroads.com/2003Top25/2003Top25.pdf

10

Recruiter effects

Any experience with offensive recruiters? Timing of recruiting process is key Realistic job preview

– Extends goal of recruitment beyond just hiring

11

For next class

Topic: Selection– Which laws are related to selection?

Review 4/5ths rule from chapter 3, pages 83-84

– How does job analysis support selection?– Bring job application from scavenger hunt