HRM2-Chapter 2 Pre-recruitment

• Pre-recruitment - is the process by which the human resource manager of the company tries to identify the need for the recruitment and the facilities available for the recruitment.
• Budget recruitment - is an essential aspect of building and planning for growth. Creating a budget for this initiative can help you tract it's progress and provide the resources to attract the most talented candidate.
• Quick result recruiting sources - when employee decide to leave with a little or no notice. Being prepared is your best defense you can immediately turn to existing staff as an immediate resources, even if it is an interim replacement until you have hired someone permanently.
• Broad-base recruiting - To improve the chances of a job match, you’ll want to reach as many applicants as possible. Also, if uncertain as to the type of individual being sought, you’ll want to interview as many applicants as possible
• Exemption status - Exempt employees as workers who are legally exempted from receiving overtime compensation that is, employers do not have to pay professionals for overtime. The term nonexempt literally means ‘‘not exempt from overtime compensation,’’ or, stated another way, entitled to receive overtime pay.
• Proactive recruitment - happens when you look for job candidates before you have a vacancy. You’re building a candidate pool before you need them to be proactive in your hiring process. Your recruiters are constantly looking for prospective employees and helping them discover your organization
• Reactive recruitment - happens when you wait until you need a new employee to start looking for candidates. It’s the traditional recruiting model that many businesses follow. You’re reacting to your hiring needs in the moment instead of planning ahead and creating a talent pool before you have an opening. If an employee quits or retires, you react at that time by looking for a replacement
• Targeting special groups - Taking a shotgun approach to recruitment in terms of who will be drawn in by whatever source you’re using may result in a qualified applicant pool; however, certain special interest groups may need to be targeted directly in order to minimize invader-tent violations of certain equal employment opportunity laws.
• Older workers - refers to an employed person as age 65 or older. Older workers have a wealth of knowledge and experience that can be invaluable to business
• Youth - can bring fresh perspective and a different way of thinking to your business
• Women - Joyce Gioia, coauthor of How to Become an Employer of Choice, maintains, ‘‘Women will lead the corporations of the future, and if you don’t have women leaders you might not be in business in the future.’’ She goes on to say that women bring creativity and innovation to businesses and, thus, are assets
• Minorities - here intended to encompass a broad spectrum of ethnic groups including, but not limited to, African-Americans, Hispanics
• Applicants with disabilities - Recruiting people with disabilities requires a proactive approach, beginning with establishing relationships with agencies that represent or train people with disabilities before openings occur
• Immigrants - In hiring immigrant workers first, employers must be certain to hire only those who have the legal right to work in a particular country. That means carefully checking documents and dealing with periodic government intervention.
• Gay, Lesbian and Bisexual - Companies that are involved in these recruitment campaigns are not so much seeking to hire gays, lesbians, and bisexuals; rather, they don’t want to overlook qualified applicants who just happen not to be heterosexual. In other words, sexual orientation is not the issue; qualifications are what matters.
• Unemployed Workers - Recruiters are starting to see this group of unemployed workers as a viable recruitment source. By partnering with similar businesses that are undergoing a major reorganization, a growing number of employers are creating win-win scenarios
• Interns - Interns are often viewed as contingency or temporary workers, retained for a limited period of time or specific assignment, instead of as members of a special interest group available for full-time hire.
• Former employees - Employers used to adhere to strict ‘‘no rehire’’ policies; however, in an erratic economy, former employees are rapidly becoming a viable recruitment source as employers increasingly strive to convert former hires into new hires.
• Traditional Recruitment Sources - Traditional recruitment sources are methods for finding employees that are easily recognized, conventional in nature, acceptable to most types of organizations, and appropriate for filling a wide range of positions.
• Advertising - Advertising, whether in newspapers or professional publications, remains one of the most popular and effective means for soliciting applications. Careful planning in terms of content, timing, and location is likely to generate a large response and often results in hiring.

  To increase your chances of finding top-notch applicants via advertising, apply these ad placement strategies
• Campus recruitment - To gains students’ attention, many employers are replacing traditional company recruitment brochures with technological tools that provide more than the standard company history and answers to typical questions about products, services, customers, work environment, and culture.
• Contingency Workers - Contingency workers are individuals working less than a full forty-hour week with- out comprehensive benefits, carrying portable skills from job-to-job
• Direct mail - target specific individuals. The first step is determining whom to contact.

  The letter should contain a clear, brief, easy-to-read message. The first sentence should inform the reader of your purpose and interest. Include information about the requirements of the job, its duties and responsibilities, and its benefits
• Employee referrals - One of the most expeditious, cost-effective, and morale-boosting recruitment sources is a company’s own employee referral program. This method entails ‘‘spreading the word’’ as soon as a position becomes available.

  Employee referral programs generally work well for all concerned. Employees respond favorably to the incentives offered, and employers usually spend considerably less time and money than they would for other recruitment sources, such as advertising or search firms and employment agencies.
• Employment Agencies and Search Firm - while search firms typically handle only professional openings, based on a minimum dollar figure. Employment agencies and search firms are popular with employers primarily for two reasons. First, these recruitment sources have access to a large labor pool and can readily scout the market for qualified applicants—which includes seeking out people who are seemingly content with their current jobs
• Five guidelines before agreeing to register an opening with either an employment agency or a search firm:
• Former Applicants - These applicants understand your business and probably have a sense of the culture of your company.

  Upon contacting former applicants, be sure to update their records. What have they done since applying for work with your company? Have they added to their bank of marketable skills? Do they have any additional, applicable educational credentials? Whom can you contact for an update on their work? A new round of interviews will be necessary, even if you were part of the initial interviewing process.
• Government Agencies - Government agencies are valuable recruitment sources for entry-level and other non-exempt openings. Welfare-to-work agencies and local non-profits, such as those serving individuals with disabilities, provide basic life skills and job training to their clients.
• Job fairs - allow recruiters to interview several applicants over a short period of time, usually one to two days. The fairs are often for a specialized field (e.g., engineering) or may focus on placing members of specific groups, like women, minorities, or people with disabilities.
• Job posting - is a process of internal recruitment whereby available positions are offered to existing staff before exploring outside sources. A simplified job description, citing the department, location, exemption status, salary grade and range, work schedule, requirements, primary duties and responsibilities, and working conditions, is posted on the company intranet and in central locations.
• Military - frequently have a great deal of hands-on experience in a variety of tasks. They tend to have a strong work ethic and understand organizational structure
• Newspaper inserts - can easily be slipped out of newspapers. The higher quality of the paper used for. might appeal to job seekers. In addition, newspaper inserts may use multiple colors and are generally larger than standard newspaper or magazine ads, making them stand out visually.
• Open Houses - Organizations hosting an open house generally run ads across numerous geographic markets, as well as post notices on their company websites. These ads announce a recruitment drive for specific dates. Unless the company is well known, a detailed description of the company’s product and reputation are included, along with details of the benefits package.
• Outplacement Firms - are generally retained by companies to help higher-level managers and executives find new employment following termination. Lower-level management and nonexempt workers who have lost their jobs through plant closings or other major workforce reductions may be provided with partial or group outplacement services
• Professional associations - Most employers agree that a primary benefit of joining a professional association is the opportunity to network with colleagues from other organizations. For HR specialists, this can mean exchanging information about the market in general and specific job openings in particular.
• Radio and Television - There are two main advantages to using radio or television advertising to fill an opening. First, you will appeal to a large audience in a short period of time. Second, you can reach and tempt prospects not actually looking for a job. This can be a real plus when you have hard-to-fill positions.
• Research firms - heir primary function is to provide organizations with information about potential high-level professional employees; the interview and evaluation is then up to the employer. it is very useful for company for a cost-effective way to recruit top-level professionals or when more hands-on involvement in the interviewing process is desired.
• Voice Ads - Employers can prerecord a weekly message listing all available openings and include it on the company’s automated phone system. Interested applicants leave their names and phone numbers, and the employer takes it from there.
• Innovative Recruitment Sources -  leveraging the information that you collect about your candidates in a way that allows you to send very targeted communications over the short, mid and long term.
• Airplane banner - air ads, or skywriting. Aerial advertising can be an effective way to reach a large audience, as it can be seen from a great distance