11

Strategic RecruitingStrategic Recruiting Benefits of a Strategic ApproachBenefits of a Strategic Approach

Matches recruiting activity with organizational and human Matches recruiting activity with organizational and human resource plans.resource plans.

To acquire the Right Human Capital:To acquire the Right Human Capital:

Know the business and industry Know the business and industry

Identify keys to success in the labor marketIdentify keys to success in the labor market

Cultivate networks and relationships Cultivate networks and relationships

Promote the company brandPromote the company brand

Create recruiting metricsCreate recruiting metrics

22

Strategic Recruiting Stages

33

Recruiting and Labor MarketsRecruiting and Labor Markets

RecruitingRecruiting Attracting a pool of qualified applicants for organizational jobsAttracting a pool of qualified applicants for organizational jobs

Labor MarketLabor Market External supply pool from which organizations attract External supply pool from which organizations attract

applicantsapplicants

Tight vs. Loose Labor MarketTight vs. Loose Labor Market Low unemployment creates competition for employees, Low unemployment creates competition for employees,

raising labor costs.raising labor costs.

High unemployment results in availability of more applicants High unemployment results in availability of more applicants and more qualified applicants.and more qualified applicants.

44

FIGURE 7-2 Labor Market Components

55

Reaching the Applicant Reaching the Applicant PopulationPopulation

Recruiting

Decisions

MethodMessag

e

Applicant Qualificatio

ns

Procedures,

Policies, Laws

66

Different Labor Markets and Different Labor Markets and RecruitingRecruiting

Labor Markets

Geographic Labor Markets

Global Labor Markets

Educational and Technical Labor Markets

Industry and Occupational

Labor Markets

77

Sample

Sample

Sample

SampleSample

Sample

SampleSample

In-house vs. Outsourced

Company Image

Training Recruiters

Regular vs. Flexible Staffing

Recruiting and

Diversity

Recruiting Nontradition

al Workers

Internal vs. External

Strategic Recruiting Decisions

88

Typical Division of Recruiting Responsibilities

99

Recruiting and Diversity Considerations

1010

1111

Internal RecruitingInternal Recruiting

Employee Databases

Job Postings

Promotions and

Transfers

Former Employees

and Applicants

Employee Referrals

Internal Recruiting Sources

1212

External RecruitingExternal Recruiting

Colleges and Universities

High Schools,

Vocational/ Technical Schools

Labor and Trade Unions

Competitors, Media

Sources, Job Fairs

Employment Agencies

and Headhunters

External Recruiting Sources

1313

Effective Recruiting Ad

1414

E-RecruitingE-Recruiting

E-Recruiting Venues

Internet Job

Boards

Professional/

Career Websites

Employer Web Sites

1515

Internet RecruitingInternet Recruiting

Advantages Disadvantages

•Time and cost savings

•Global pool of applicants

•Potentially better targeting of specific audiences

•Ease of applying

•More unqualified applicants

•More work for HR staff

•Many applicants are not seriously looking

•Unavailable to some applicants

•Privacy of information and discrimination issues

1616

Internet RecruitingInternet Recruiting

Screening software

Potential exclusion of protected classes

Collecting federally required applicant information

Identifying “real” applicants

Information Security

Legal Issues in Internet Recruiting

1717

Recruiting Source Value Index for Employers

Source: “Recruiting Source Value Index,” Workforce Recruiting, workforcerecruiting@email.workforceonline.com, November 9, 2006, 3.

1818

Evaluating

Recruiting Efforts

Quality and Quantity of Applicants

Time Required to Fill

Openings

Recruiting Satisfaction

Costs and Benefits (e.g., Cost per hire)

1919

Operationalizing HR Operationalizing HR StrategyStrategy

General Recruiting

Process Metrics

Yield Ratios

Selection

Rate

Acceptance

Rate

Success BaseRate

2020

Sample Recruiting Evaluation Pyramid: Yield Ratios

2121

Increasing Recruiting Increasing Recruiting EffectivenessEffectiveness

Technical Approaches

Non-Technical Approaches

•Resume mining software

•Applicant tracking

•Employer career websites

• Internal mobility tracking system

• Personable recruiters

• Emphasizing positives about the job and employer within a realistic job preview

• Fair and considerate treatment in the recruiting process

• Enhancing applicants’ perceived fit with the organization