Chapter 5: Recruiting Flashcards
what are the 6 elements of a recruitment strategy?
1) brand
2) focus
3) location
4) method
5) timing
6) decision
1) brand
why does someone want to work for us?
2) focus
what positions and KSAO’s (knowledge, skills, abilities, and other characteristics) are most important?
3) location
where do we need talent?
4) method
what sources are best for finding talent?
5) timing
is our need immediate or in the future?
6) decision
who is responsible for the decision?
internal recruiting markets
find candidates internal to the firm
advantages are less training time, motivates current employees, cheaper, faster
cons are the ripple effect, affirmative action goals, bureaucratic nightmare
external recruiting markets
external to the firm
advantages are new ideas and views, rapid growth demands
cons are high costs (time and expensive)
regional recruiting markets
many firms of similar classes are located in the same regional area to get easiest access to human resources they need (Hollywood in LA and oil and gas in Houston)
global recruiting markets
Hiring the Best Qualified and Most Talented Employees: Handbook on Global Recruiting, Screening, Testing, and Interviewing Criteria (a handbook good for getting recruits from outside your country)
sources of external recruitment
walk ins job fairs educational institutions union mobile recruiting/internet social networking employment agencies job boards advertisements employee referral search firms employee leasing staffing agencies
branding
a company’s efforts to help existing and prospective workers understand why it is a desirable place to work
nepotism
hiring family members of existing employees
internal recruiting method
internal job postings
identifying talent through performance appraisals
skills inventories and replacement charts
realistic job preview
informing applicants about all aspects of the job, including both its desirable and undesirable facts
surveys
another way to improve a company’s recruiting is to survey managers about how satisfied they are with the process
are managers happy with the time it takes to hire new employees, the degree tho which they need to be involved in the process, and ultimately the overall quality of the people recruited?
recruiting metrics
time-to-fill quality-to-fill yield ratio acceptance rate cost of recruitment
applicant tracking system
a software application recruiters use to post job openings, screen resumes, and uploaded profile, contact via e-mail potential candidates for interviews, and track the time, costs, and other metrics related to hiring people
time-to-fill metric
refers to the number of days from when a job opening is approved to the date a person ultimately is chosen for the job
quality-to-fill metric
measures how well new hires have gotten “up to speed” are performing, and their retention levels
yield ratio
percentage of applicants from a particular source that make it to the next stage in the selection process
acceptance rate
percentage of applications who accept a firm’s jobs after being offered them
general hiring process
recruitment (acquiring a pool of qualified candidates for a job) - selection (process of hiring or not hiring candidates for a job) - socialization .
trend analysis
uses past employment patterns to predict future needs
forecasting tools
succession planning
replacement charts
succession planning
identifying and developing talented employees to eventually take leadership positions
replacement charts
visually shows each possible successor for a job and summarizes their present performance and development needs
career development initiatives
career counseling
mentoring programs
tuition assistance programs
career plateau initiatives
recruiting and developing women
eliminate women’s barriers to advancement
accommodating families
recruiting and developing minorities
providing minority internships
advancing minorities to management
recruit veterans
keep diverse employee population
recruit the disabled
keep diverse employee population
recruit older people
keep diverse employee population
who should recruit?
internal and external recruiters
employees
hiring managers
- the recruiter should be able to relate to a targeted recruit and crusade her to apply/accept the job
what are the three goals of recruiting?
to generate a strong applicant pool
build good bonds with applicants
build the company image
HR forecasting - supply and demand
before recruiting, there is a lot of work to be done
HR planning: flow of people into, through, and out of the organization. anticipate demand/supply, then plan accordingly
labor market: from where applicants will be recruited (internal vs external markets)
options for reducing surplus
downsizing - pay reductions - demotions (most aggressive)
hiring freeze - natural attrition - early retirement (least aggressive)
options for avoiding a shortage
overtime - temporary employees - outsourcing (most aggressive)
retrain transfers - new external hires - tech innovation (least aggressive)
realistic job previews
provides both positive and potentially negative information to job candidates to provide an honest, accurate picture
goal is to provide objective and honest information that applicants can use to self-assess their fit with the job and organization
