Recruitment

Copyright 2010 Pearson Education, Inc. Publishing as Prentice Hall

Human Resource ManagementChapter SixRecruitment6-1



Purpose of RecruitmentActivities that will identify potential employees, communicate job and organizational attributes to them and convince them to applyKey to success is finding qualified individuals who have knowledge, skills and abilities (competencies) to do the jobEffective recruiting will free managers to spend more time and effort on other management activities 6-2



Recruitment Process Decide on the objective for the recruiting process Identify the best sources for recruitment Craft the recruitment message Familiarize oneself with the job duties and requirements of the positionIn small business, managers are involved in all stages. In large businesses, recruiters take the lead

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Internal RecruitmentGives opportunities for promotion to employeesWord of mouth is simplest, but not always most effectiveJob posting is most common formal method: posting note on bulletin board, note in company newsletter, or on company intranet6-4



Netiquette for Advertising Jobs on Intranet

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Other Methods of Sourcing Internal CandidatesEmployee inventory: a searchable database to identify employees who meet certain job requirementsPerformance appraisals or supervisor feedback on candidates6-6



Pros and Cons of Internal RecruitmentPros:Most cost-effectiveExisting employees already familiar with companyEmployees motivated by opportunities for advancementManagers have access to applicants past performanceCons:Sometimes companies want new ideasNeed for diversity

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External RecruitmentSource should be dictated by nature of the job, location, and skill level neededRelevant labor market: location in which one can reasonably expect to find a sufficient supply of qualified applicants6-8



AdvertisingShould use multiple sources and keep them up-to-dateNewspaper is most popular (Sunday vs. weekday)Wall Street Journal or USA Today for high-level finance or corporate jobsDownside is expenseBulletin boards at colleges, U.S. Department of Labor, or professional organizationsInternet CareerBuilder.com, Monster.comCompany Web sites may contain a Careers linkCost is negligible

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Outstanding Employer Web Site

http://www.statefarm.com/about/careers/careers.asp6-10

State Farm Career CenterFOUND: A great place to work!You have the skills. We have the opportunity, character, and strength you demand. Let's talk about your future with State Farm Meet Our PeopleShyam, Actuarial Analyst Learn MoreDiversityAt State Farm, diversity isn't a program, it's a state of mind. Learn More



College RecruitingSending recruiters to college campuses to attract employees right out of collegeRecruiters usually have multiple openingsMay speak to student organizations or alumni groupsInternships are sometimes offered to evaluate performance and allow student to get to know organization

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Employment Agencies and Search FirmsMay benefit small HR departments to make recruiting process more efficientPublic employment agencies provide career guidance, testing, training, and placement for freePrivate employment agencies provide job search assistance for a fee Contingency recruiting agencies are paid a fee or percentage of new hires salary upon completion of search and placement6-12



Search Firms (contd)Retained agencies paid a retainer by employer to conduct job search (also called executive search firms or headhunters)On-demand recruiting services charge based on time spent recruiting rather than per hire6-13



Other Recruitment SourcesProfessional Associationsoften provide placement services or job listings as a service to members6-14

Career Opportunities at the AICPA The AICPA has a number of job opportunities available in various locations. One may be right for you



Other Recruitment Sources (contd)Temporary Employees may often become permanent employee (temp to hire)Employee Referralsemployees can receive a bonus if their referral is hired and many referrals tend to have lower turnover and greater job satisfaction6-15



Sourcing ApplicantsSourcingprocess of finding passive job candidates (not in the job market)Social networking sites such as LinkedIn.comResume spideringprocess of tracking down passive job applicants by searching the Web for resumesRe-recruiting former employees to return

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Pros and Cons of External RecruitmentMore costly than internal recruitmentMay upset existing employees if internal applicants dont get the jobGive firm the opportunity to bring in employees with fresh perspectiveAllows company to target specific competencies that current employees may not possess6-17



Preparing Recruitment AdvertisementsCreating a value proposition and branding will help applicants differentiate one company from another

Recruitment value proposition should include:Information about jobs duties, working environment, rewardsCompanys corporate image and valuesLevel of compensation and leadership development opportunitiesEmployer brandinghow stakeholders perceive the company6-18



Writing the Recruitment MessageConvey the value proposition, brand, and company-related informationInclude brief description of job and its minimum requirementsIndividuals are attracted to jobs for which they have more informationGear a high quality message to target audience

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RecruitersIncludes professional recruiters and managers involved in identifying and attracting employeesPersonality of recruiter and knowledge about job and company are importantNeed to be trained on value proposition, EEO issues, and issues about false representation6-20



Realistic Job PreviewBalanced recruitment message will have the best long-term resultsRealistic job preview (RJP) will enable applicants to screen themselves out of application processRJP will help decrease turnover and increase satisfaction of new hires6-21



Recruitment Follow Up Maintaining communication with prospective employees conveys your companys interest in themLet each applicant know their status by sending a personalized letterMeasure effectiveness of recruitment effort with yield ratios, cost-per-hire, time to fill, and managers feedback6-22



Content of Recruitment MessageAdvantages of working for the organizationCompetencies soughtPositive story about why employees would want to work for companyCost leadership strategy: message may focus on efficiencies and cost reductionsDifferentiation strategy: message may focus on customer experience6-23



Choice of Recruitment MethodsWord-of-mouth (employee referrals) is low-costTrade publications and Web sources target individuals with specific backgrounds or skillsMore established firms have more formal recruitment processesSuccession planning and replacement charts may help internal recruiting6-24



Managing RecruitmentSmaller companies require managers take lead in recruitment process Larger companies will have staffing departments Companies should focus on specific job information, reputation of company, and compensation and benefits package

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Internal vs. External RecruitingMany companies attempt to fill position internally before recruiting externallyToo much focus on internal recruiting may make the company too insularToo much focus on external recruiting will make employees feel less valued and lead to turnover6-26



Appeal of the Recruitment MessageNot all applicants will focus on same things when seeking a new job:Companys cultureDevelopment of their careersOpportunities to create innovative productsValues of work/life balanceTasks of the job itselfBenefits and compensation level6-27



Influences on Recruitment PracticesTarget for the recruitment messageCompetencies identified for positionAging of the available workforceDiversity of employee base and availability of diverse applicantsUnemployment rates and nature of labor marketTechnology to automate the process

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Recruitment ProcessCan enable a company to track and screen applications and resumes and search by identified KSAsEnterprise resource planningenables a company to integrate information from different functional areas of the companyRecruitment application packagelinks to companys Human Resource Management SystemApplication service provider (ASP)a company that hosts software on its own Web site so company doesnt need to

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Other Impacts on RecruitingComputer skills required for all types of jobs including manufacturingGlobal recruiting impacts recruiting message as well as sensitivity to country laws, norms and valuesmethod may vary by country

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Qualifind provides professional and executive search services for specific disciplines and industries throughout the U.S. and Mexico.



Value Proposition OfferedFortunes list of 100 best companies to work for include those that stress work/life balance and corporate social responsibility6-31



Challenges to Truth-in-HiringEmployers trying to aggressively attract employees in tight labor market may misleadEmployees who are terminated may seek recourse against former employersJob candidates may be lured away from existing job with promises that fail to materialize6-32



Ways to Reduce Truth-in-Hiring Claims

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Ethics and Regulatory IssuesCode of ethics should be shared with applicants during recruitment processPoaching (taking employees from competitors) may backfire when new employees leave for the next best offerRecruitment activities cannot discriminate, firms should use multiple sources for applicantsRecruiters should be trained on behavior and what questions to ask job applicantsCareful attention to recordkeeping of resumes and applications6-34



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Recruitment

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