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Chapter 6 Recruiting
CHAPTER 6
RECRUITING
CHAPTER OVERVIEW
The opening vignette for Chapter 6 is about the Container Stores recruiting approach.
The company combines an employee referral and customer contact strategy with a
focus on retention. Turnover is low and the company does not need to use traditional
recruiting often, such as advertisements. This vignette complements the chapters
overview of recruitment methods used for internal, external and international
recruitment. This includes some non-traditional sources of workers, such as temporary
employees and employee leasing. Finally, students are given guidance on how to
apply for a job.
Additional Features of This Chapter
Did You Know: Something for Everyone discusses what members of different
generations look for in the job search.
Diversity and HRM discusses the importance of assuring that job ads are not
discriminatory.
Exhibit 6-1 is a general job advertisement for an HR Generalist-Recruiter.
Exhibit 6-2 is a more specific advertisement.
A Workplace Issues segment provides a listing of EEOC recognized best
practices in recruitment and hiring.
The Technology Corner provides information on sources of software to help
prepare a resume.
Exhibit 6-4 is a sample resume.
ADDITIONAL LECTURE OR ACTIVITY SUGGESTIONS
Recruitment/Selection examples: Have students share their own experiences with
recruitment and selection. Try to place their experiences along a continuum of HR
sophistication; e.g., some employers put out a sign, while others may have an
elaborate process to attract and screen employees. Discuss the costs, benefits and
effectiveness of the different approaches. Discuss student examples of bad hiring
decisions and why they may have occurred.
Assign students to research jobs they are interested in on the Internet. They should
bring copies of postings that interest them to class where they can share what theyve
found in small groups. Encourage them to compare what they found to the texts
coverage of recruitment marketing, job advertisements, etc. You can adapt this activity
by focusing the search on open HR jobs.
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Invite a representative from the campus career center to provide an overview of the
resources and lead a mini-workshop on resumes.
CHAPTER OUTLINE AND LECTURE SUGGESTIONS
1.
Introduction
A. Once an organization identifies its human resource needs through employment
planning, it can begin the process of recruiting potential candidates for actual or
anticipated organizational vacancies.
B. Recruiting brings together those with jobs to fill and those seeking jobs.
2.
Recruiting Goals
A. Goals: To provide information that will attract a significant pool of qualified
candidates and discourage unqualified ones from applying.
B. Factors that affect recruiting efforts
1. Organizational size
2. Employment conditions in the area
3. Working conditions, salary and benefits offered
4. Organizational growth or decline
C. Constraints on recruiting efforts are factors that limit managers freedom to
recruit and select candidates of their choice. These include:
1. Organization image
2. Job attractiveness
3. Internal organizational policies, such as those encouraging promotion from
within
4. Government influence, such as discrimination laws
5. Recruiting costs
6. Did You Know: Something for Everyone discusses how generational
differences affect recruiting.
3.
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Chapter 6 Recruiting
countries, laws control how many expatriates a corporation can send. HCNs
minimize potential problems with language, family adjustment and hostile
political environments.
D. Expatriates live and work in a country of which he/she is not a citizen.
E. International recruiting for executives, regardless of nationality, may develop
an executive cadre with a truly global perspective.
4.
Recruiting Sources
A. Sources should match the position to be filled.
B. Additionally, the Internet is providing many new opportunities to recruit and
causing companies to revisit past recruiting practices.
C. Internal searches
1. Organizations that promote from within identify current employees for job
openings by having individuals bid for jobs, by using their HR management
system or by utilizing employee referrals.
2. Advantages of promoting from within include good public relations, morale
building, encouragement of ambitious employees and members of protected
groups, availability of information on existing employee performance, costsavings, internal candidates knowledge of the organization, and the
opportunity to develop mid- and top-level managers.
3. Disadvantages include possible inferiority of internal candidates, infighting
and morale problems, and potential inbreeding.
D. Employee referrals/recommendations: Current employees can be asked to
recommend recruits.
1. Advantages include the employees motivation to make a good
recommendation and the availability of accurate job information for the
recruit. Employee referrals tend to be more acceptable applicants, to be
more likely to accept an offer and to have a higher survival rate.
2. Disadvantages include the possibility of friendship being confused with job
performance, the potential for nepotism, and the potential for adverse impact.
3. Refer to opening vignette the Container Store.
E. External searches
1. Advertisements:
a. Must decide type and location of ad, depending on job; decide whether to
focus on job (job description) or on applicant (job specification).
b. Three factors influence the response rate: identification of the
organization, labor market conditions, and the degree to which specific
requirements are listed.
c. The job analysis is the basic source of information for the ad.
d. Blind box ads dont identify the organization.
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2.
3.
4.
5.
6.
7.
5.
Chapter 6 Recruiting
Meeting the Organization: View getting a job as your job at the moment.
A. Preparing Your Resume
1. Use quality paper and easy to read type.
2. Proofread carefully.
3. Include volunteer experience.
4. Use typical job description phraseology.
5. Use a cover letter to highlight your greatest strengths.
6. Dont forget about networking as an excellent way of gaining access to an
organization.
7. Exhibit 6-4 is a sample resume.
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2.
3.
4.
5.
What are the pros and cons of using employee referrals for recruiting
workers?
Pros. Employee referrals have several advantages. The candidate probably
already has a realistic sense of the organization from the employee and he or
she probably will accept the job. The employee can serve as a reference, thus
somewhat potentially simplifying security and background investigation
measures.
Cons. Disadvantages are tied to the nature of the employee who recommended
the applicant. If that employee is not a good employee, chances are that he or
she has not recruited a good employee. The applicant pool is restricted to
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The
7.
1.
2.
Do you
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Chapter 6 Recruiting
When you go looking for a job after graduation, what sources do you
expect to use? Why?
The discussion will vary depending on the institution, its location, career goals
and the experience levels of the students. A good way to manage the discussion
is to start a chart on the blackboard with rows identified as
Placement Center
Want Ads
Professional Organizations
Private Employment Agencies
Public Employment Agencies
Parents, friends
Company Web sites
Internet recruiting firms
and to let the students relate positive and negative anecdotes about such
resources.
Another approach is to identify a particular job, "HR Generalist for a small firm,"
"Compensation analyst," or "Anything entry level in HR." Then, build a specific
list for that job. Finally, summarize an approach to using these resources
effectively. Students will enjoy this activity if you let them identify the job you will
explore, especially if the focus is their target job post-graduation.
4.
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Chapter 6 Recruiting
What role does a temporary staffing agency like Priority Staffing Solutions
play in the recruiting efforts of an organization?
This particular agency provides staffing support for unique positions that require
multilingual employees. Since the requirements for the positions vary based on
the current need, the HR department can rely upon Priority Staffing Solutions to
do the work when needed and to supply much needed help in niche
positions.
2.
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Chapter 6 Recruiting
4.
CASE SUMMARY
Kenny and Norton, the owners, have decided to open a new store. They expect
to hire 20-30 new people and feel Tony, the HRM director, should be able to do it
by September, three months away. From Kenny and Nortons remarks, they
think the hiring process hasnt changes from when they were a small company of
25. You are Tonys intern.
1.
Make a recruiting plan for TEAM FUN! Identify at least four principal
recruiting sources for the new store. Be sure to discuss the pros and cons
of each of your suggestions.
You have been told the company needs to hire 20-30 people from the Fort Myers
area to staff the new store. The first thing this information does is identify the
relevant labor market. This helps in selecting what recruiting methods to use.
Additionally, since the store is new, internal searches and employee
referrals/recommendations are not options.
Newspaper ads in the local paper will probably be one of the most effective
recruiting tools. How successful it will be in attracting qualified applicants who
will fit well in the TEAM FUN! environment will depend on how well the ads
describe the individual qualifications needed and the work environment.
Local public and private employment agencies are also a recruiting resource and
can provide some effective pre-screening, particularly since this is a new store
location. Local schools, colleges, and universities may have recent graduates
who are interested in employment or current students who might want to work.
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Lastly, but not least, TEAM FUN! could put information about the new store on its
web site and encourage individuals to apply for the new positions. The web
offers an opportunity to put expanded information about the store, the work
environment, employee benefits, etc.
2.
Recommend to Tony which of the four sources should get top priority.
Defend your decision.
Newspaper ads in the local papers will probably be most effective and reach the
largest pool of potential applicants. Homemakers, students, the currently
unemployed, those wanting to make a job change, usually check the
employment opportunities in the paper. The companys web site could be listed
in the ad and could provide more information about the company, benefits,
working conditions, etc.
WORKING WITH A TEAM: A QUESTION OF EFFECTIVE RECRUITING
OVERVIEW
A description is given of an entrepreneur, Tommy Ford, who wants employees
who are aggressive, highly creative, skilled, focused team players, flexible,
change driven, informed, cutting-edge professionals, and diverse who are
extremely committed and willing to work long hours.
Ask students whether or not they would be interested in working for the
company. Have them compare answers with their work teams and discuss why
they were or were not interested. Directions for this exercise are also in the
text.
QUESTIONS/ANSWERS
1. What web sites would you use if you were interested in an international job?
You could try the following:
Search for sites of universities and technical schools abroad.
Find the sites for international professional associations; e.g., those
representing software engineers and other technical specialties.
Check out consulting and recruitment firms that specialize in international
recruitment, for example:
International Career Information, Inc www.intercareer.com .
This firm
specializes in identifying bilingual international business professionals for
positions in the U.S., Japan, and other Asian countries. Their services include a
Pan-Asian Job Fair.
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