4. RECRUITMENT Flashcards
What means employee recruiting ?
Finding or attracting applicants for the employer’s open positions.
What would you do if 20 applicants appear for 2 jobs?
Use techniques like interviews and tests to screen out all but the best.
What should you do when the company authorises you to fill a position?
Build up, through recruiting, an applicant pool.
What do we use the recruiting yield pyramid for?
When you have to fill quite a lot of positions and have dozens of candidates, managers use this staffing yield pyramid to measure the staffing issues it needs to address.
The parts of the recruiting yield pyramid
- new hires
- offers made (ratio)
- candidates interviewed (ratio)
- candidates invited (ratio)
- leads generated (ratio)
Dimensions of labor demand
- supply of inside candidates
- supply of outside candidates
After solving te staffing equation and knowing how many people we will need, what should we do?
We should forecast the supply (availability) of inside and outside candidates.
First we start looking inside. For that, the main task is determining which current employees are qualified or trainable for the job position you’ve got to fill.
What should we look when searching for inside candidates?
In small companies, they can use manual devices to track employee qualifications (or they could know who can do what): For each current employee you can list - person’s skills - education - company-sponsored courses taken - career and development interests - languages - desired assignments and other relevant experiences
You can also have this in a computerised way, a skills inventory
What are skills inventories programs and what are they useful for?
They help management anticipate staffing and skills shortages and facilitate workforce planning, recruitment and training.
They typically include:
- work experience codes
- product knowledge
- employee’s leve of familiarity with employers services or product lines.
- person’s industry experience
- formal education
- foreign language skills
- career interests
- performance evaluations
Apart from skill inventory program we have PERSONNEL REPLACEMENT CHARTS, what are they for ?
They are particular for firm’s top positions. They show the present performance and promotability for each position’s potential replacement.
Advantages of internal sourcing
- there is no substitute of knowing a candidate’s strengths and weaknesses, as you should after working with him for some time.
- current employees might be more committed to company
- morale and engagement may rise if employees see promotions as rewards for loyalty and competence.
- inside candidates should require less orientation and training than others.
- external hires tend to come with higher salaries upon those promoted internally.
- people seen as “starts” may turn to have succeeded more because of the company the came from than from their own skills.
Disadvantages of internal sourcing
- inbreeding is a potential drawback, if new perspectives are acquired.
- the posting openings and getting inside applicants sometimes is a waste of time because often the department manager knows already who he wants to hire.
- rejected inside applicants may become dissatisfied. So you must always tell them why you rejected them and what remedial actions they could take.
Advantages of external sourcing
- increased chances of finding the person you need
- more chances that the candidate delivers new skills and inputs
- if seeking for new ideas, they are a source of creative ideas for the development of the company
- it is more fair, because its more open and the recruitment is equal for all candidates where internal politic are avoided.
Disadvantages of external recruiting
- they might have a limited understanding of the company
- it really is time consuming
- has a high cost
- if higher position is considered for a fresh candidates, subordinates may have and internal dispute among officials of the company
So when should we choose outside or inside applicants in recruitment ?
If the employers cant get all the employees they need from their current staff, they’ve got to search outside.
- if they need specific skills that aren’t currently available in the company, search outside
- if you have to give a turnaround to the company, look outside
- if there is a situation in which your current succession planning or skills inventory systems are inadequate, look outside.
What is gender bias in job ads?
Is a situation in which you limit the potential candidates of a certain gender, only by using some words or others when publishing a job add. For example “strong”, “assertive” (men); “polite and pleasant” (women).
It is important to overcome this bias because we can limit our pool of potential applicants in the recruitment phase.
To avoid it you must reframe the job ad with neutral wording to boost the number of responses.
External sources of candidates
- via internet ( own website or online job boards)(virtual job fairs 5h)
- advertising and employment agencies
- temporary agencies
- executive recruiters
- college recruiting
Difference between job description and Job ad
DESCRIPTION:
- descriptive and neutral language
- internal use only
- forms the basis for other HR related issues (recruitment, selection, compensation, training and performance evaluation)
AD:
- uses marketing oriented language
- addresses applicant directly
- starts with an attention-grabbing heading
- provides good reasons for working for company
- uses extra space to provide more specific job info
- and may employers include parts of STRUCTURED JOB DESCRIPTION
- ideally checklist of human requirements for the job
What parts are included in a structured job description for an ad?
- brief summary of the job
- scope and impact (monetary responsibilities, supervisory responsibilities)
- required knowledge and experience
- primary responsibilities
Disadvantages o recruiting via internet
- older people and minorities are less likely to use internet (exclude some participants)
- Internet overload: employers end up flooded with resumes
What is college recruiting?
Sending an employer’s representative to collage campuses to prescriben applicants and create an applicant pool from the graduating class
What are the main goals of a campus recruiter?
- determine if a candidate is worthy of further consideration
- make the employer attractive to candidates
What are the challenges of college recruiting?
- is expensive, schedules must be set well in advance, and time spent
- recruiters are sometimes ineffective. Sometimes they show little interest on candidate. And don’t screen them well.
- employers need to train recruiters on how to explain what company has to offer
- recruiter should be responsible and have record of attracting good candidates
What are college recruiting internships ?
- win-win situation
- for students they can acquire business skills, learn about potential employer and discovering one’s career likes and dislikes.
- employers can use interns to make useful contributions while evaluating them as possible full-time employees.
Recruiting focuses on…
How to build an applicant pool
