BSAD 310 Spring 2017 - CH 5
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The document discusses recruiting job candidates. It describes the recruiting process as matching employees to jobs and creating a pool of qualified candidates. External factors like the labor market, competitors, and laws can impact recruiting efforts. Organizations must consider recruiting policies, timing, alternatives, reach, and using social media. Internal recruiting through promotions or referrals has advantages like commitment and knowledge but a smaller pool. External recruiting finds diverse skills but costs more. Recruiting faces challenges like budgets, policies, realistic job previews, and interacting with candidates. Trends include global competition for talent and more contingent knowledge workers.
BSAD 310 Spring 2017 - CH 5
- 2. The Recruiting Process • Matches employees with jobs and creates a reasonable pool of qualified candidates for a job opening. • Process should be efficient because costs of recruiting, selecting, and training are often more than 100% of employees’ annual salaries. • Thumb rule: 15 to 25 qualified candidates for each job opening. 2Lussier and Hendon, Fundamentals of Human Resource Management. © 2017, SAGE Publications.
- 3. External Forces Acting On Recruiting Efforts • Labor Market – The external pool of candidates from which recruits are drawn. • Supply and Demand and the Unemployment Rate – If unemployment is high, the job of recruiting is generally easier. • Competitors – A high number of competitors means a more difficult recruiting environment. • Social and Legal Environments – The social environment affects the ability to recruit new people. – The legal environment requires abiding by all EEO laws. 3Lussier and Hendon, Fundamentals of Human Resource Management. © 2017, SAGE Publications.
- 4. Organizational Recruiting Considerations • What Policies to Set: The policies will determine the actions on the four other recruiting considerations. • When to Recruit: We recruit when we need someone to fill a job. • Alternatives to Recruitment: Do we have a viable and financially feasible way to solve our shortage other than recruitment? 4Lussier and Hendon, Fundamentals of Human Resource Management. © 2017, SAGE Publications.
- 5. Organizational Recruiting Considerations • Reach of the Recruiting Effort: We need to identify our effective labor market. • Social Media Recruiting: Social media can provide recruiters with much more reach. 5Lussier and Hendon, Fundamentals of Human Resource Management. © 2017, SAGE Publications.
- 6. Internal Recruiting • Internal Recruiting: Filling job openings with current employees or individuals known by current employees • Internal Recruiting Sources – Promotions or lateral moves from within – Promotions leave vacancies that may need to be recruited externally – Employee referrals 6Lussier and Hendon, Fundamentals of Human Resource Management. © 2017, SAGE Publications.
- 7. Internal Recruiting: Advantages • Promotions and requested lateral moves increase organizational commitment and job satisfaction • Recruits know the “back channels” of the organization. • Recruit has interest in organization, knowledge of operations and processes, and comfort continuing to work in the company. 7Lussier and Hendon, Fundamentals of Human Resource Management. © 2017, SAGE Publications.
- 8. Internal Recruiting: Advantages • Organization has existing knowledge of internal employees. • Internal is usually quicker than external recruiting and saves money. 8Lussier and Hendon, Fundamentals of Human Resource Management. © 2017, SAGE Publications.
- 9. Internal Recruiting: Disadvantages • Applicant pool is significantly smaller. • Hiring from within opens another position to fill. • Success in one job doesn’t mean success in a different job. • External candidates may have better qualifications. 9Lussier and Hendon, Fundamentals of Human Resource Management. © 2017, SAGE Publications.
- 10. Internal Recruiting: Disadvantages • Internal employees may feel entitled to the job. • It may create or perpetuate resistance to change. • It may stifle creativity and innovation if the individual is already immersed in the organization’s culture. 10Lussier and Hendon, Fundamentals of Human Resource Management. © 2017, SAGE Publications.
- 11. External Recruiting • External Recruiting: Engaging individuals from labor market outside the firm to apply for a job. • It can be accomplished in an open or targeted manner. 11Lussier and Hendon, Fundamentals of Human Resource Management. © 2017, SAGE Publications.
- 12. External Recruiting Sources • Walk-ins • Educational institutions • Employment agencies – Temporary agencies – Public (state employment) agencies – Private agencies • General • Contingency and retained agencies • Retained search firms/executive recruiters • Advertising 12Lussier and Hendon, Fundamentals of Human Resource Management. © 2017, SAGE Publications.
- 13. Exhibit 5-2 Major Recruiting Sources 13 Lussier and Hendon, Fundamentals of Human Resource Management. © 2017, SAGE Publications.
- 14. External Recruiting: Advantages • Avoids creating or perpetuating resistance to change • Finds individuals with complex skill sets who are not available internally • Lowers training costs by hiring someone with the requisite skills • Increases organizational diversity 14Lussier and Hendon, Fundamentals of Human Resource Management. © 2017, SAGE Publications.
- 15. External Recruiting: Disadvantages • Disruption of introducing different ways of operating • Takes more time and training costs • May adversely affect current employees’ motivation and satisfaction due to a perceived inability to move up in the organization • External hires have no history with the firm 15Lussier and Hendon, Fundamentals of Human Resource Management. © 2017, SAGE Publications.
- 16. Challenges and Constraints in Recruiting • Budgetary Constraints • Policy Constraints and Organizational Image • Job Characteristics and Realistic Job Previews (RJP) • The Recruiter – Candidate Interaction 16Lussier and Hendon, Fundamentals of Human Resource Management. © 2017, SAGE Publications.
- 17. Exhibit 5-2: Evaluation of Recruiting Programs 17 Lussier and Hendon, Fundamentals of Human Resource Management. © 2017, SAGE Publications.
- 18. Trends and Issues in HRM • Talent Wars – A global war for talent has become a reality. • Global Knowledge Workers – We will increasingly see a much larger number of contingent workers as a segment of the overall workforce. 18Lussier and Hendon, Fundamentals of Human Resource Management. © 2017, SAGE Publications.