Markets
AHMAD AZMY, S.E, M.M
TANRI ABENG UNIVERSITY
OBJECTIVES
■
■
■
■
■
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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
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