RECRUITMENT

• Recruitment


  A form of business contest that is fiercely competitive, where corporations strategize to identify, attract, and hire the most qualified people
• Recruitment demands serious attention to management because any business strategy will falter without the talent to execute it
• Fok de Jong: 'Finding the right people is the biggest limitation to our growth'
• Labor market


  A geographical area within which the forces of supply interact with the forces of demand, and thereby determine the price of labor
• Tight labor market


  • Demand by employers exceeds the available supply of workers, which tend to exert upward pressure of wages
• Loose labor market


  • The reverse of a tight labor market is true
• Recruitment policies


  • Passive non-discrimination
  • Pure diversity-based recruitment
  • Diversity-based recruitment with preferential hiring
  • Hard quotas
• In 1968, Allen-Bradley Company of Milwaukee failed to comply with US Executive Order 11246
• Staffing decisions must be made on a case-by-case basis; race or sex maybe taken into account as one factor in an applicant's favor, but the overall decision to select or reject must be made on the basis of a combination of factors, such as entrance test scores or previous performance
• Job posting by Po family-owned Potato Corner


  • Unique requirements the company is seeking in its store crew

  
• Internal recruitment


  Organizational culture is important, while employer brand and reputation becomes less important
• Advantages of internal recruitment

  • Less transition time moving into new jobs
  • Greater likelihood of filling position successfully
  • Cheaper than filling from outside
  • Assuming those promoted from within are seen as deserving
• Job posting


  An established practice in many organizations, especially for filing jobs up to lower-executives levels
• Employee referrals


  Referral of job candidates by current employees, a major source of new hires at many levels
• Employee referrals


  • Rate of employee participation seems to remain unaffected by efforts like higher cash bonuses, cars, or expense-paid trips
  • Referrals result in consistently lower quit rates than other resources
• Temporary worker pools


  Unlike workers supplied from temporary agencies, in house "temporaries" work directly for the hiring organization and may receive benefits
• Temporary worker pools


  • Help meet fluctuating labor demands
  • Companies save on commissions to outside agencies
• External recruitment


  To meet demands for talent brought about by business growth, a desire for fresh ideas, or to replace employees who leave
• Recruitment practices of large and small firms differs considerably. Larger firms tend to be more formal and bureaucratic than smaller firms
• University relations


  What used to be known as "college recruiting" is now considerably broader in many companies
• University relations activities


  • Gifts and grants to the institutions
  • Summer employment and consulting projects for faculty
  • Invitations to placement officers to visit company plants and offices
• Virtual career fairs


  Driven in part by technology, VCF now have the ability to use video, voice and text to connect job seekers with recruiters and to span time zones and continents
• Executive search firms


  Typically retained to recruit for senior-level positions that command salaries that exceed $150,000
• Executive search firms


  • Need time and commitment from the hiring organization to become a company "insider" and develop knowledge and familiarity
  • More expensive than other recruitment sources, companies spend more than $10 Billion on search fees each year
• Employment agencies


  Find people to fill all kind of jobs, from temporary to full-time, in a number of different career fields
• Recruitment advertising


  Companies use their website, online social tools, and collection of profile consumers, followers, and prospective candidates to find talent
• Special inducements for newly recruited managers

  • Relocation assistance
  • Incidental expenses
  • Hotels and meals expenses
  • Car allocation
• Process of recruitment


  1. Notifying/inviting applicants

  2. Examination

  3. Announcement of the examination

  4. Interview

  5. Announcement of the interview

  6. Requirements checking

  7. Pre-deployment (issuance of locker and uniform)

  8. Orientation and endorsement

  9. Security check

  
• Social media


  Facilitate the social relationships that we have with other people, and the use of internet technologies make those relationships easier to develop and maintain
• Types of social media

  • Social networking sites
  • Blogs and micro-blogs
  • Virtual worlds
  • Video-sharing websites
• Perils of social media

  • Malware
  • Brand hijacking
  • Lack of content control
  • Non-compliance with rules over recordkeeping
  • Unrealistic expectations of internet performance
• If organizations can find ways to manage the perils, the promise of social media will play out
• Employment application forms


  Ask only information that is valid and fair with respect to the nature of the job
• Types of interviews


  • Telephone screening
  • In-person screening
  • Selection
  • Behavioral
  • Work sample
  • Peer group
  • Group or panel
  • Luncheon
  • Stress
  • Video conference
• Recommendations, references and background checks

  Used by 98% of employers to screen outside job applicants, can provide information about education, employment history, character, ability to perform the job, and willingness of past/future employer to rehire
• Assessment methods in selection

  As the complexity of work increases, organizations use more selection methods and use methods that capture the applicants capability to do the work
• Types of assessment methods

  • Drug screening
  • Integrity tests
  • Mental-ability tests
  • Validity generalization
  • Personality measures
  • Emotional intelligence
  • Personal-history data
  • Employment interviews
  • Work-sample tests
  • Leaderless group discussion