Human resources management lecture 5.ppt

HRM

1. Human Resource Management
Lecture 05
MGT 350
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2. Topic
Recruiting
Recruiting Sources
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3. Recruiting Sources
•Sources should match the position to be filled.
•The Internet /IT is providing many new
opportunities to recruit and causing companies
to revisit past recruiting practices.
•Sources:
–Internal Searches
–Employee Referrals/Recommendations
–External Searches
–Alternatives
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4. Recruiting Sources
The internal search
•Organizations that promote from within
identify current employees for job
openings:
–by having individuals bid for jobs
–by using their HR management system
–by utilizing employee referrals
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5. Recruiting Sources
The internal search
•Advantages of promoting from within include
–good public relations
–morale building
–encouragement of ambitious employees and
members of protected groups
–availability of information on existing employee
performance
–cost-savings
–internal candidates’ knowledge of the organization
–the opportunity to develop mid-and top-level
managers
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6. Recruiting Sources
The internal search
•Disadvantagesinclude:
–possible inferiority of internal candidates
(Feeling low in Rank)
–infighting and morale problems (Conflict
between members of the same organization)
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7. Recruiting Sources
Employee referrals/recommendations
•Current employees can be asked to recommend
recruits.
•Advantagesinclude:
–the employee’s motivation to make a good
recommendation
–the availability of accurate job information for the
recruit
–Employee referrals tend to be more acceptable
applicants, to be more likely to accept an offer and to
have a higher survival rate.
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8. Recruiting Sources
Employee
referrals/recommendations
•Disadvantagesinclude:
–the possibility of friendship
being confused with job
performance
–the potential for nepotism
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9. Recruiting Sources
External searches
•Advertisements:Must decide type and location
of ad, depending on job; decide whether to focus
on job (job description) or on applicant (job
specification).
•Three factors influence the response rate:
–identification of the organization
–labor market conditions
–the degree to which specific requirements are listed.
•Blind box adsdon’t identify the organization.
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10. Recruiting Sources
External searches
•Employment agencies:
–Public or state employment servicesfocus on
helping unemployed individuals with lower
skill levels to find jobs.
–Private employment agenciesprovide more
comprehensive services and are perceived to
offer positions and applicants of a higher
caliber.
•Fees may be paid by employer, employee or both.
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11. Recruiting Sources
External searches
•Employment agencies:
•Management consulting, executive search
or headhunter firms specialize in executive
placement and hard-to-fill positions.
–Charge employers up to 35% of the first year
salary
–Have nationwide contacts
–Do thorough investigations of candidates
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12. Recruiting Sources
External searches
•Schools, colleges, and
universities:
–May provide entry-level or
experienced workers through
their placement services.
–May also help companies
establish cooperative education
assignments and internships.
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13. Recruiting Sources
External searches
•Professional organizations:
–Publish rosters of vacancies
–Placement services at meetings
–Control the supply of prospective applicants
•Professional organizations also include
labor unions.
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14. Recruiting Sources
External searches
•Unsolicited applicants (Walk-ins):
May provide a stockpile of prospective
applicants if there are no current
openings.
•Cyberspace Recruiting:Nearly four
out of five companies use the Internet
to recruit employees. Commercial job-
posting services continue to grow.
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15. Recruiting Sources
Recruitment alternatives
•Temporary help services.
–Temporary employeeshelp organizations meet short-
term fluctuations in HRM needs.
–Older workers can also provide high quality temporary
help.
•Employee leasing.
–Trained workers are employed by a leasing company,
which provides them to employers when needed for a
flat fee.
–Typically remain with an organization for longer
periods of time.
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16. Recruiting Sources
Recruitment alternatives
•Independent contractors
–Do specific work either on or off the
company’s premises.
–Costs of regular employees (i.e. taxes and
benefits costs) are not incurred.
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17. Meeting the Organization
•View getting a job as your job at the moment.
•Preparing Your Resume
–Use quality paper and easy to read type.
–Proofread carefully.
–Include volunteer experience.
–Use typical job description phraseology.
–Use a cover letter to highlight your greatest strengths.
•Don’t forget about networking as an excellent
way of gaining access to an organization.
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18. Summary
•Recruiting Sources
–Internal Searches
–Employee Referrals/Recommendations
–External Searches
–Alternatives
Meeting the Organization
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