Markets
AHMAD AZMY, S.E, M.M
TANRI ABENG UNIVERSITY
OBJECTIVES
■
■
■
■
■
■
Identify different ways that labor markets can be identified and approached. Discuss the advantages and disadvantages of internal and external recruiting. Specify three internal sources for recruiting and issues associated with their use.
List and briefly discuss five external recruiting sources.
Explain why Internet recruiting has grown and how employers are conducting it.
Discuss three factors to consider when evaluating recruiting efforts.
Strategic Approach to Recruiting
•
Benefits of a Strategic Approach
•
•
7–3
Matches recruiting activity with organizational and human resource plans. Acquiring the Right Human Capital Entails:
•
Knowing the business and industry
•
Identifying keys to success in the labor market
•
Cultivating networks and relationships
•
Promoting the company brand
•
Creating recruiting metrics
FIGURE 7-1
7–4
Strategic Recruiting Stages
Recruiting and Labor Markets
•
Recruiting
•
•
Labor Markets
•
•
The process of generating a pool of qualified applicants for organizational jobs The external supply pool from which organizations attract their employees
Tight versus Loose Labor Markets
Low unemployment creates competition for employees, raising labor costs.
• High unemployment results the availability of more applicants and more qualified applicants.
•
7–5
FIGURE 7-2
7–6
Labor Market Components
Reaching the Applicant Population
Recruiting
Decisions
Recruiting
Method
7–7
Recruiting
Message
Applicant
Qualifications
Administrative
Procedures
Different Labor Markets and Recruiting
Geographic Labor
Markets
Global Labor
Markets
Labor
Markets
Industry and
Occupational Labor
Markets
7–8
Educational and
Technical Labor
Markets
Strategic Recruiting Decisions
Organization-Based
vs.
Sample
Outsourced Recruiting
Recruiting Source
Choices:
Internal vs. External
Strategic
Sample
Recruiting
Decisions
Recruiting
Nontraditional
Sample
Workers
Recruiting and
Diversity
Sample
Considerations
7–9
Recruiting Presence
Sample
and
Image
Training of
Sample
Recruiters
Regular vs.
Sample
Flexible Staffing
FIGURE 7-3
7–10
Typical Division of HR Responsibilities: Recruiting
FIGURE 7-4
7–11
Recruiting and Diversity Considerations
© 2008
Thomson/SouthWestern. All rights reserved. FIGURE 7-5
7–12
Advantages and Disadvantages of Internal and External Recruiting Sources
Internal Recruiting
Employee
Databases
Job
Postings
Internal
Recruiting
Sources
Former
Employees and
Applicants
Promotions and Transfers
CurrentEmployee
Referrals
7–13
External Recruiting
High Schools,
Vocational/
Technical Schools
Colleges and
Universities
External
Recruiting
Sources
Competitors,
Media Sources, and
Job Fairs
Labor and Trade
Unions
Employment
Agencies and
Headhunters
7–14
© 2008
Thomson/SouthWestern. All rights reserved. FIGURE 7-6
7–15
What to Include in an Effective Recruiting Ad
Internet Recruiting
E-Recruiting Places
Internet Job
Boards
7–16
Professional/
Career Websites
Employer Web
Sites
Internet Recruiting (cont’d)
7–17
Advantages
Disadvantages
• Recruiting cost savings
• Recruiting time savings
• Expanded (global) pool of applicants • Better targeting of specific audiences • More unqualified applicants
• Additional work for HR staff
• Many applicants are not seriously seeking employment
• Access limited or unavailable to some applicants
• Privacy of information and discrimination issues
© 2008
Thomson/SouthWestern. All rights reserved. Internet Recruiting (cont’d)
The use (or misuse) of screening software Exclusion of protected classes from the process
Collection of federally required applicant information
Legal Issues in
Internet
Recruiting
Proper identification of
“real” applicants
Informality leads to improper discussions or information
7–18
© 2008
Thomson/SouthWestern. All rights reserved. Recruiting Evaluation and Metrics
Evaluating Recruiting
Quality and Quantity
Evaluating the Time
Required to Fill
Openings
Evaluating
Recruiting
Efforts
Evaluating Recruiting
Costs and Benefits
7–19
Evaluating Recruiting
Satisfaction
© 2008
Thomson/SouthWestern. All rights reserved. Operationalizing HR Strategy
General
Recruiting
Process Metrics
Yield
Ratios
7–20
Selection
Rate
Acceptance
Rate
Success Base
Rate
Selection Methods
•
Yield ratios
•
•
Selection rate
•
•
Percentage of rejected job offers
Success Base Rate
•
7–21
Percentage hired from a given group of candidates
Acceptance Rate
•
•
A comparison of the number of applicants at one stage of the recruiting process to the number at the next stage
Comparing percentage rate of past applicants who were good employees to that of current employees.
FIGURE 7-8
Sample Recruiting
Evaluation
Pyramid
7–22
Increasing Recruiting Effectiveness
Technical Approaches
Non-Technical Approaches
• Resume mining software
• Personable recruiters
• Applicant tracking
• Emphasizing positives about the job and employer within a realistic job preview
• Employer career websites
• Internal mobility tracking system • Fair and considerate treatment in the recruiting process
• Enhancing applicants’ perceived fit with the organization
7–23
SEE YOU NEXT WEEK
You May Also Find These Documents Helpful
-
As technology continues to advance organizations are able to implement new cost effective ways to do business. Instead of paying various employees a large salary year after year, they can spend a considerable one time amount on software. In turn, the organization can eliminate a few staff members and save on personnel cost. One way an organization can take of technology is through electronic recruiting, because it has the ability to reach a wider range of audiences. By reaching a larger audience the HR division can have access to more talented professionals seeking employment. By having access to a larger number of applicants, one has a greater chance of selecting the most competent applicant for the job position. Aside from doing organizations a favor in terms of a larger…
- 2953 Words
- 12 Pages
Better Essays -
The technique an organization employs for its recruiting practice depends on how employment opportunities come available. However, the size of an organization will have an effect on recruitment functions. Job analysis is considered to be the cornerstone of an (HRM). Therefore, internal selection of candidates can come through employee profiling (Snell and Bohlander, 2013). In most cases, larger firms may provide their own intranet websites for job opportunities that come available. There are employees that meet additional qualifications in other positions within the organization. In addition, electing to recruit internally can also cut cost for advertisement. Hiring internally allows the organization to find employees that quality for other jobs openings. On the other hand, recruiting externally is another way organizations are adopting a source for posting career opportunities. Organizations are using Facebook now as their social network. More and more people are seeking job opportunities through social networking. In addition, organizations have started to create their own facebook page as a way of promoting career opportunities as well (Snell and Bohlander, 2013). Recruiters have also taken out ads to post or attract external employment opportunities that come available. One reason for hiring externally is to avoid losing top performers of the…
- 1663 Words
- 7 Pages
Powerful Essays -
|Level 3 |Internal Moderation Before Issue Date: 20-12-10 | | |Sample IV Date: | |Student:…………………………………… |Issue Date: 10-01-11 | | |Deadline Date: 21-03-11 | |Assignment: Recruitment and Selection in Business | | | |Date Draft 1 received: | |Assessor:: MARCIA HAMILTON |Marked: | | |Date Draft 2 received: | | |Marked: | | |Date Final Submission Received & Marked: | | | | | | | | |Unit: 13 |Title: Recruitment and |Unit Code: A/502/5434 | | |Selection in Business |…
- 1047 Words
- 5 Pages
Satisfactory Essays -
M1 Compare the purposes of the different documents used in selection and recruitment process of a given organisation…
- 324 Words
- 2 Pages
Satisfactory Essays -
We also recommend performance and development training for managers as it is a key to organizational success. In addition, the most important asset for Landslide Limousines is the employees. We recommend all employees are involved…
- 2330 Words
- 8 Pages
Powerful Essays -
D1- Evaluate the usefulness of the documents used in the interview pack for a given organisation, in facilitating the interview process.…
- 3492 Words
- 8 Pages
Better Essays -
Organizations such as education, business and engineering all use diverse recruitment techniques as their operations transform and the demand for employees vary, based on the direction in which the organization is headed. This paper will study in detail business establishments and how they use their recruitment strategy to fill job vacancies. In addition, the paper will select and/or suggest which would be the best recruitment strategy to achieve the goal of drawing qualified personnel from within this industry. Finally, this paper will detail the process to be used in offering a job to an applicant.…
- 1174 Words
- 5 Pages
Best Essays -
There are four major types of legislation that affect recruitment and selection in a non-unionized workplace within Alberta. Those types of legislation being:…
- 778 Words
- 4 Pages
Good Essays -
Clement is the recruiting specialist for a catalog distribution company in a mid-sized Iowa town. He has used every type of recruiting technique available to him to fill nineteen job openings. After all his efforts have been exhausted, exactly nineteen applicants with the minimum qualifications have been found. In this case,…
- 10091 Words
- 41 Pages
Satisfactory Essays -
Over the past five weeks, work was completed on an employment compliance plan, compensation, and benefits strategies plan, performance management strategies suggested, advise given on training plans, and this week, we will provide recommendations on recruitment and selection strategies. Within these suggested strategies, the importance of implementing the following will be highlighted, the goals for Bollman Hotels, anticipated demographic changes, analysis of projected workforce needs, objectives of workforce diversity, branding of the organization, methods for recruiting, screening, and selecting candidates.…
- 2276 Words
- 10 Pages
Better Essays -
Working for the University of Phoenix, I have noticed that recruiting is one of the major areas for opportunity. Whenever there is the need to fill a position, we strongly rely on temporary agencies, and corporate internal and external job postings to seek out the best possible talent. If we hope to continue long-term success, we will have to invest the time, money, and effort into our human resources department.…
- 766 Words
- 4 Pages
Good Essays -
According to the American Nurses Association (2013), the United States is projected to have a nursing shortage that is expected to intensify as baby boomers age and the need for health care grows. Compounding the problem is the fact that nursing colleges and universities across the country are struggling to expand enrollment levels to meet the rising demand for nursing care. According to the Bureau of Labor Statistics’ Employment Projections 2010-2020 released in February 2012, the Registered Nursing workforce is the top occupation in terms of job growth through 2020. It is expected that the number of employed nurses will grow from 2.74 million in 2010 to 3.45 million in 2020, an increase of 712,000 or 26%. The projections further explain the need for 495,500 replacements in the nursing workforce bringing the total number of job opening for nurses due to growth and replacements to 1.2 million by 2020 (2).…
- 1265 Words
- 6 Pages
Better Essays -
In today’s society there is a great deal of change that is occurring. The healthcare agenda has been shaken by the need for reform and the steps that have been taken to make that happen. There has been tension amongst the medical community not knowing what to expect and attempting to keep up with the continually changing environment. Each medical professional is looking out for their well being both personally and professionally. For this reason recruiting and retaining professionals in the healthcare setting is extremely vital. There are numerous areas within the healthcare industry that need to be addressed. It is vital to maintain a continuous and smooth flow amongst all departments because each department relies the others to make quality care effective. This extends from administration to medical records to the nurses and physicians. Finding ways to recruit and retain nurses, allied health professionals and support personnel is a must as is recognizing the growing trend of hospitalist and the lack of primary care physicians and the effect that these elements have on the medical society.…
- 1147 Words
- 5 Pages
Powerful Essays -
This study regarding Grameenphone’s HRM and its process has enlightened us with the idea of how an organization operates in the real world. It have us the scope to visit the GP House and hear real experiences in person.…
- 4248 Words
- 15 Pages
Powerful Essays -
The analysis section will be divided into two parts, which are the recruitment section and selection section. The analysis is done based on the human resources theories of recruitment and selection, and the theories are supported by the application practices in Deloitte Malaysia. In recruitment section, the theories of employer branding, e-recruitment & social media, university & campus recruitment, and recruitment & executive search firms are applied. As for the selection section, the theories of application form, interview, assessment centers, internships and reference/ background check are applied.…
- 3294 Words
- 11 Pages
Good Essays