Recruitment online
description
Transcript of Recruitment online
External Recruitment
&
Internal Recruitment
Staffing Activities: Staffing Activities: RecruitmentRecruitment
Staffing Activities:Staffing Activities:
External RecruitmentExternal Recruitment
Organization StrategyOrganization Strategy HR and Staffing StrategyHR and Staffing Strategy
Staffing Policies and Programs
Staffing System and Retention Management
Support Activities
Legal compliance
Planning
Job analysis
Core Staffing Activities
Recruitment: External, internal
Selection:Measurement, external, internalEmployment:Decision making, final match
OrganizationVision and Mission
Goals and Objectives
Staffing Organizations ModelStaffing Organizations Model
OutlineOutline
Recruitment Planning Organizational Issues Administrative IssuesRecruiters
Strategy Development Open vs. Targeted
Recruitment Recruitment Sources Choice of Sources When to Look
Searching Communication Message Communication Medium
Applicant Reactions Transition to Selection Legal Issues
Definition of Job Applicant Targeted Recruitment Electronic Recruitment Job Advertisements Fraud and
Misrepresentations
Recruitment PlanningRecruitment Planning
Organizational issues
Administrative issues
Recruitment Planning: Organizational IssuesRecruitment Planning: Organizational Issues
In-house vs. external recruitment agencyMany companies do recruiting in-house
Recommended approach for large companies
Smaller companies may relyon external recruitment agencies
Individual vs. cooperative recruitment alliancesCooperative alliances involve arrangements to share
recruitment resources
Centralized vs. decentralized recruitment
Recruitment Planning: Administrative IssuesRecruitment Planning: Administrative Issues
RequisitionsPersonnel Requisition
Number of contactsYield ratio - Relationship of applicant inputs to
outputs at various decision points Types of contacts
Qualifications to perform job must be clearly established
Consideration must be given to job search and choice process used by applicants
Recruitment Planning: Administrative Issues Recruitment Planning: Administrative Issues (continued)(continued)
Recruitment budgetExample of a Recruitment Budget for 500 New Hires
Development of a recruitment guideRecruitment Guide for Director of Claims
Process flow and record keeping Selecting recruiters Training recruiters Rewarding recruiters
Considerations Related to Recruiters: Considerations Related to Recruiters: SelectionSelection
Desirable characteristics of recruitersStrong interpersonal skillsKnowledge about company, jobs,
and career-related issuesTechnology skillsEnthusiasm
Various sources of recruitersHR professionalsLine managersEmployees
Considerations Related to Recruiters: Considerations Related to Recruiters: Training and RewardsTraining and Rewards
TrainingTraditional areas of training
Interviewing skills, job analysis, interpersonal skills, laws, forms and reports, company and job characteristics, and recruitment targets
Nontraditional areas of training Technology skills, marketing skills, working with other
departments, and ethics Rewards
Performance must be monitored and rewarded Effective recruiter behaviors End results
Recruitment Sources Recruitment Sources
Unsolicited
Employee referrals and networks
Advertisements
Recruiting online
Colleges and placement offices
Employment agencies
Executive search firms
Professional associations and meetings
State Employment services
Outplacement services
Community agencies
Job fairs
Co-ops and internships
Approaches to Recruiting OnlineApproaches to Recruiting Online
Job postings on Internet job boards
Searching Web-based databases
List of Recruiting Web Sites
Job postings on organization’s Web site
Mining databases
Innovative Recruitment Sources Innovative Recruitment Sources
Religious organizations
Interest groups
Realtors
Senior networks
Strategy Development: Strategy Development: Criteria Affecting Choice of SourcesCriteria Affecting Choice of Sources
Sufficient quantity and quality
Cost
Past experience with source
Impact on HR outcomes
Satisfaction
Performance
Retention
Effectiveness of Recruitment SourcesEffectiveness of Recruitment Sources
Effectiveness
Involves assessing impact of sources on increased employee satisfaction, performance, and retention
Research results
Most effective
Referrals, job postings, rehiring offormer employees
Least effective
Newspaper ads, employment agencies
Strategy Development: Strategy Development: When to LookWhen to Look
Lead time concerns
Goal -- Minimize delay in filling vacancies
Effective planning requirements
Establishment of priorities for job openings
Prepared recruiters
Time sequence concerns
Staffing flowchart
Time-lapse statistics
Searching: Communication MessageSearching: Communication Message
Job requirements and rewards matrices Type of messages
Realistic recruitment message -- RJPRJP for Elementary School Teachers
BrandingTargeted messages
Choice of messagesNature of labor marketVacancy characteristicsApplicant characteristics
Searching: Communication MediumSearching: Communication Medium
Recruitment brochures
Videos and videoconferencing
Advertisements Types of ads
Classified ad
Classified display ad
Display ad
Online ad
Telephone messages
Organizational Web sites
Radio
Applicant ReactionsApplicant Reactions
Reactions to recruiters Influence of recruiter vs. job characteristics Influence of recruiter on attitudes and behaviors Demographics of recruiters Influential recruiter behaviors
Reactions to recruitment process Relationship of screening devices to job Delay times in recruitment process Funding of recruitment process Credibility of recruiter during recruitment process
Transition to SelectionTransition to Selection
Involves making applicants aware ofNext steps in hiring process
Selection methods used and instructions
Expectations and requirements