09 Recruiting Flashcards
What is Workforce Planning?
Balances labor demand and supply
all other functional HR activities are derived from WFP
anticipates changes in HR requirements
aviods overstaffing and understaffing
Workforce Demand - Definition
How many people of which qualifications do we need?
Workforce Supply - Definition
Where are they coming from?
-Exisiting staff
-Labor market
Elements of a Recruiting Strategy (6)
Decision - Who is responsible for the decision?
Brand - Why does someone want to work for us?
Focus - what positions and KSAOs are most important?
Location - Where do we need talent?
Method - What sources are best for finding them?
Timing - Is our need immediate or in the future?
Overview Recruiting Methods
Internal - With and Without staff movement
and External - active and passive recruiting
Internal Recruiting Methods
Without staff movement - overtime, longer work hours, vacation moratorium, re-training, acquisition of apprentices, employee referrals, dev. programs
With staff movement - transfer of employees, promotion offering
internal job market
External recruiting Methods
Passive Recruiting
Unsolicited applications (applying w/o ads)
Candidate database
Employment agency
Active Recruiting
Jobs new media active sourcing
Recruitment fairs
headhunters
temporary workers
Internal Recuiting Method
1.
2.
without change of exisitng working contracts (extra work, vacation shifts)
with change of existing working contracts (relocation, conversion of employment contract)
External Recruiting Method
1.
2.
3.
4.
5.
job ads (post&pray)
commissioning of employment service firms
public employment agencies
headhunter
active search/ using social networks
Recruiting Method - Referrals
1.
2.
- use contact of employees
like friends, acquaintancies - business partners KUKI
- former colleagues
- relatives MIKI
- internship retention programs (kundenbindungsprogramm)
Functions of Strong Brands
1.
2.
3.
Information efficiency
Risk reduction
Intangible Values
Strong Brand Function - Infomration Efficiency
Brands simplify information processing
- origin/ provenance (=Herkunft)
- orientation
- Recognition
Strong Brand function - Risk Reduction
brands reduce the risk of making a wrong decision
- security
- consistency
- trust
Strong Brand function - Intangible Values
Brands can have an intangible value
- self realization
- self expression
- identification / allegiance (= Treue/ Loyalität)
Employer Branding - Definition
describes an employers reputation as a place to work and their employee value propostiion as opposed to the more genberal corporate brand reputation and value proposition to customers
Barrow and Mosley, the employer Brand
What does Employer Brand consist of
Employer view and Employee view
Aspects of Employer View
- preference creation
- cost reduction
- retention effect
Aspects of Employee View
- information efficiency
- risk reduction
- identification
Deriving an Employer Brand - Company and Product Brands
- coordination with general marketing activities
- leverage strength and product brand
Deriving an employer brand - External perspective
- needs of the relevant target groups
- differentiated messages for different target segments
Deriving an employer brand - Internal perspective
- consistency with the reality of employees
- ability to keep promises
- employees as brand amassadors (=Botschafter)
Communicating the employer brand to the target group - Communication
- job advertisement, print or online
- E-Recruiting
- job offers on website
- articles or advertisement in scientific journals
- blogs or online games and podcats on the company website
Communicating the employer brand to the target group - Interaction
- university events
- high-profile recruiting events
- career fairs
- coffee chats
Communicating the employer brand to the target group - Talent pools
- internships and theses
- apprentice ships/ dual career + study programs
- building a candidate, database of interns, applicants and event contacts
What is the Definition of Recruiting Metrics?
- helps understand which recruiting sources work best for different employees
- allows recuiters to find better employees faster and at a lower cost
Measurement of recuitment success
1.
2.
3.
4.
5.
6.
Time to fill
Quality to fill
Yield ratio
Acceptance rate
Cost of recruitment
Diversity ratio
Metrics - Time-to fill
refers to number of days when a job opening is approved to the date a person is chosen for the job
Metrics - Quality to fill
metric that measures how well new hires have gotten up to speed are performing and their retention levels
Yield ratio - Metric
Percentage of applicants from a particular source that make it to the next stage in the selection process, e.g. from applicartion to invitation
Metrics - Acceptance rate
percentage of applicants who accept a firms job after being offered them
MEtric- cost of recruitment
cost of recruiting channel per…
- quality candidate, i.e. those invited to interviews
- offer
- hire
Diverstity ratio - Metrics
percentage of applicants/ canditates / hires from certain diverse groups, e.g. gender, ethnicity, education etc.
