module 6 internal and external recruiting mana 4328 dennis c. veit [email protected]
TRANSCRIPT
RECRUITING PROCESS
Job analysis identifies the duties and human requirements for each of the company’s jobs.
The next step was to decide how many of these jobs you need to fill, and to recruit and select employees for them
FIVE STEPS IN THE RECRUITING PROCESS
1) Decide what position to fill, through personnel planning and forecasting
2) Build a pool of candidates for these jobs, by recruiting internal or external candidates
3) Have candidates completed application forms (legal consideration)
4) Use selection tools to identify viable candidates
5) Decide who to make an offer to
RECRUITMENT
Process of identifying and attracting potential job applicants who are qualified for job openings and interested in working for your organization.
THE NEED FOR EFFECTIVE RECRUITING
Step One:Once your position is approved you will build up a recruiting applicant pool.
Finding this pool is the trick so that you insure you have “Qualified” candidates
WHY RECRUITING IS IMPORTANT
It is hard to over emphasize the importance of effective recruiting:
If only two candidates apply for two openings, you may have little choice but to hire one
If 10 or 20 applicants appear, you must use your techniques in interviewing, or other means to screen our all but the best
WHY RECRUITING IS IMPORTANT
Even high unemployment doesn’t necessarily mean that it is easy to find good candidates.
A survey during an earlier slowdown found that About half of respondents said they had “difficulty”
finding qualified applicants. About 405 said it was “hard to find” good candidates
ORGANIZING YOUR RECRUITMENT EFFORTS
More firms are centralizing the recruiting function for four reasons:
1) Doing so makes it easier to apply the company’s strategic priorities company wide
2) Centralized reduces duplication (having several offices for recruitment)
3) Centralized recruiting makes it easier to ensure that recruitment experts actually know the EEO Laws
4) Widening use of the trumps these. Easier to recruit centrally**** Supervisor’s role
RECRUITING YIELD PYRAMID
Selection:Selection:Job OffersJob Offers
Recruitment:Recruitment:Pool of qualified and Pool of qualified and interested applicantsinterested applicants
HR PlanningHR Planning::Number of jobsNumber of jobs
to be filledto be filled
Job AnalysisJob Analysis::Job Descriptions Job Descriptions
and Minimum KSA’sand Minimum KSA’s
Process Inputs and OutputsProcess Inputs and Outputs
Internal Recruiting
Why recruit internally?
Recruiting typically brings to mind:
Monster .com Employment agencies classified ads
Using Internal Sources: Pros & Cons
Internal Recruiting
Advantages:
No substitute for knowing a candidate's strengths and weaknesses
Current ee’s more committed to company
Morale rises when they see promotions and movement
Internal Recruiting
Dis - Advantages:
EE’s who post for jobs and don’t get may become dis-engaged.
Can be a waste of time – (Mgr. has candidate in mind)
Inbreeding
Succession Planning
The on-going process of systematically identifying, assessing, and developing organizational leadership to enhance performance
About 36% of employers have a formal succession planning programs
Entails three steps: Identifying key needs Creating and assessing candidates Selection those who will fill the key positions
External Sources of Candidates
Firms can’t (or don’t want) to get their all of their new hires from within
Types of recruiting available: Via the Internet
Social networking Job boards
TOP TEN SITES: Yahoo Hotjobs JobCentral.com College Recruiter CareerBuilder Monster.com Hound Career .com Indeed.com Simply Hired Net-Temps
*** Problem??
Offshoring and Outsourcing
Outsourcing and offshoring are perhaps the most extreme examples of alternative staffing. Rather than bring applicants to your office these send the jobs
out!
OUTSOURCING – means having outside vendors supply services
OFFSHORING – means having outside vendors abroad supply services that the company’s own employees did before
MOST EFFECTIVE SOURCES
FIRST TEIR: SECOND TEIR:National job boards Contingency recruitersEmployee referral programs temp to permNiche/regional job boards JMOs/militaryProfessional/trade job boards Print mediaProfessional associations College recruitingContingency recruiters Cooperative educationRetained recruiters Radio/tv
Direct sourcing
(Source 55,433 Employer Participants)
FUTURE HIRING – DIVERSE WORKFORCE
Companies need to hunt for talent continuously to capture people who fit into diverse categories, such as:
Single parents – About 2/3rds of all single parents are in the workforce today.
Flexible work schedules Child care benefits Train supervisors on positive attitude Excused days off for sick children
Older Workers – The fasts growing work force segment will be those in the 45 – 64 year olds.
- Those age 25 to 34 will decline by almost 3 million
FUTURE HIRING – DIVERSE WORKFORCE
Companies will need to address this age differential. Suggestions would include:
Train managers to address age bias in the workplace Phased retirement that allows workers to ease out of the workforce Portable jobs for “snowbirds” Part-time projects for retirees Full benefits for part-timers.
Opportunistic Hiring
Companies need to hunt for talent continuously to capture people when they are ready to make a move.
Identify ideal candidates and court that person. Hire them for a specific position even if the slot is not currently
open. While they are waiting for that position they can be doing special
projects and getting to know the organization.
GE brings in 100 people a year
Within 18 months they are hired from the “bullpen” into line jobs within the different divisions.
External Recruiting Sources
Walk-insBroad
Internet Print advertisements Colleges & Universities Job Fairs Employment agencies Temporary agencies Referrals from current employees Former employees Headhunters Narrow
Internet Recruiting General Sites
http://careers.yahoo.com http://www.careerbuilder.comhttp://www.monster.comhttp://www.headhunter.nethttp://www.brassring.com http://www.hotjobs.comhttp://www.flipdog.com http://www.jobs.com
Government Affiliatedhttp://www.vetjobs.comhttp://www.ajb.org
Georgraphic Locationhttp://www.dfwjobs.com
Industry Specifichttp://jobs.aviationnow.com http://www.ejobs.orghttp://www.jobs4hr.com http://www.lawenforcementjobs.comhttp://www.streetjobs.com http://www.ministryjobs.com
Applicant Specifichttp://www.bilingual-jobs.com http://www.jobsformoms.com
And many many more…..
Deciding on a Source
Quantity of applicantsLarge headcount vs. single jobs
Quality of applicantsSpecialized skills vs. general skills
Types of people that the media reachesPrint ads vs. internet ads
Location and Relocation Budget Lead times Legal issues and diversity
Effectiveness of Recruitment Sources
Source: David E. Terpstra, “The Search for Effective Methods.” Reprinted from HRFocus, May 1996. © 1996 American Management Association International. Reprinted by permission of American Management Association International, New York, NY. All rights reserved. http://www.amanet.org/.
Choosing A Message
What is Most Important For You?
Interesting work Wage / Salary Incentive Pay Benefits Growth / Development Opportunities Job Security Location
Factors That Attract Top Talent
Source: E. G. Chambers, H. Hanafield-Jones, S. M. Hankin, and E. G. Michaels, III, “Win the War for Top Talent,” Workforce 77, no. 12 (December 1998): 50–56. Used with permission of McKinsey & Co.
Choosing A Message
Messages can be tailored for individual groups: Amount of contingent pay Team vs. individual work and appraisals Promotion opportunities
“Promotes from within” top consideration for MBA’s Retailing jobs – Wal Mart, Home Depot, Target
Details about the company “Fun place to work” Environmentally friendly
“Affirmative Action Employer”
Choosing A Message
Messages should be both attractive and accurate: Beware of the specificity and accuracy of information
“Unlimited growth potential” Amount of travel required Nature of the work
Salary included? Benefits described? Selling the job vs. Realistic job preview
Self-selection Higher commitment and less turnover
“An Army of One”
The new slogan drew sharp criticism from some veterans and analysts who said it emphasized individualism over collective action.
"I keep telling the old guys like me who are a little concerned about the nontraditional message that we're not recruiting you. Go ask your grandson or granddaughter what turns them on, and that's where you're going to find the Army.” Army Recruiter
Teens surveyed said they didn't feel that the Army was "made up of people." They thought joining the Army meant disappearing as a small cog in a large machine.
Realistic Job Preview
Is the Army Stretched Too Thin? Time Aug. 24, 2003
“Peacekeeping is not what the U.S. troops were trained to do. Soldiers whose combat edge has been honed inside an M-1 tank are not well equipped to provide a war's victims with food and water.”
"The worst thing you can do, in terms of retention, is to have square pegs stuck in round holes," says David Chu, the Pentagon's personnel chief. "The guy or gal who doesn't get to do what he or she signed up to do is the most dissatisfied soldier."