HRM 3# workshop recruitment and job design Flashcards
recruitment factors
internal: budget constraints expected or trend of employee separations production levels sales increases or decreases global expansion plans
external: changes in technology changes in laws unemployment rates shifts in population shifts in urban, suburban and rural areas competition
Job analysis and job deescriptions
job analysis –> determine what tasks people actually perform in their jobs –> before job description
job descriptions –> job function + knowledge skills and abilities + education and experience required + physical requirements
different types of job analysis
Task based –> job duties required
competency based –> how can a person apply their desired skills
all steps of recruitment
recruitment strategy job analysis --> what tasks job descriptions job design --> modified or changed for more effectiveness job specifications --> skills and abilities needed know laws relating to recruitment deeveelop a recruitment plan accept application materials selection process
main types of recruiters
executive seaerch firm –> high level position
temporary recruitment or staffing firm –> no long term hire
corporate recruiter –> specific area
campus recruiting
colleges and universities as source of new. candidates –> entry level position:
lack of experience
specialized in something specific
trained to be managers
professional associatoins
professional nursing association united professional sales association international federations of journalists international metalworkers associiiationi of flight attendants
websites
downside –> number of resumes –> software to combat this (keywords)
social media
goal of using social media as recruiting tool is:
create a buzz about your organization
sharee stories of succesful employees
smaller companies can post job openings as theirir status updates
referrals
recruiting through current employees –> nepotism = preference hiring relatives –> no diversity
key components
communicate the program to existing employees
ttrack thee success of the program using metrics of successful hires
be aware eof the administrative aspect and the time it takes to implement the program effectively
ste meeasureable goals up front for speecialized programe
Costs recruitment
advertising + recruiter + referral + social media + event
yield –> amount of people that make it to interview stage from all applicants
