Expanding the Talen pool: Recruitment and careers Flashcards
Who does the recruiting:
-HR recruiters or generalists (large firms)
-Managers and/or Supervisors (smaller firms)
Work teams
-Recruiting Process Outsourcing (RPO)
The practice of outsourcing an organization’s recruiting function to an outside firm
Internal labour market:
Plus external tight vs loose market
internal: Labour markets in which workers are hired into entry-level jobs and higher levels are filled from within
external:
-Tight market: high employment, few available workers
-Loose market: low employment, many available workers
Risks of international recruitment:
Local, national, and international laws
Different labour costs
Different preemployment and compensation practices
Cultural differences
Security
Visas and work permits
Branding:
An organization’s efforts to help existing and prospective workers understand why it is a desirable place to work
Internal Recruitment channels:
Internal:
-Internal Job postings (A quick way to find qualified employees
-Identifying talent through performance appraisals
Top performers are selected for promotion.
5 Advantages of internal hiring:
Advantage:
1. Require less orientation
2. Rewarding competence enhances commitment, morale and [erformance
3. Insiders may be more committed to goals
4. Managers have longer-term perspective
5. More accurate assessment of the candidate’s skills and performance level
5 Advantages of external hiring:
1.A larger pool of qualified candidates
2.Availability of a more diverse applicant pool
3.Acquisition of new skills, knowledge, and ideas
4.Elimination of employee rivalry and competition for
transfers and promotions
5.Hiring individuals who already have necessary skills
reduces training costs
Improving recruiting effectiveness:
Realistic job previews: Informing applicants about all aspects of the job, including both its desirable
and undesirable facets
Surveys:
Recruiting metrics:
-Time to fill- time from job positing to hire
-Yield ratio- percentage of applicants from a
recruitment source that make it to the
next stage of the selection process
Cost of recruitment:
Cost of Recruitment (Per Employee Hired):
SC/H= (AC+ AF+ RB+ NC)/H
SC = source cost
AC= advertising costs, total monthly expenditure
AF = agency fees, total for the month
RB= referral bonuses, total paid
NC= no-cost hires, walk-ins, nonprofit agencies, etc.
H = total hires
CAREER MANAGEMENT:
DEVELOPING TALENT OVER TIME
The goal is to match individual and organizational needs.
Blending the goals of individual employees with the goals of the organization
IDENTIFYING CAREER OPPORTUNITIES
AND REQUIREMENTS
Begin with a competency analysis
* Identify job progressions and career paths
* Track career stages
6 Disadvantages of internal hiring:
Disadvantage:
1.Lack the required skills
2. Possibility of “inbreeding”
3. No successful internal candidates.
4. Discontent of unsuccessful candidates
5. Time consuming to post and interview all candidates if one is already preferred
6. Employee dissatisfaction with insider as new boss
