Recruiting OS652 September 23, 2004 S. Fisher

Agenda What is the organization ’ s image? Where will we find applicants? Who will perform the recruiting activities? Online recruiting

Organizational Image Some recruiting efforts devoted to building image –General advertising often directed at potential applicants, not just consumers Negative press or word of mouth can have devastating effects –Imagine you are the head of MCI, formerly WorldCom. How do you attract people to your organization? Can have similar issues with internal image of different departments or workgroups

Recruiting sources Internal –Use of internal labor market associated with satisfaction, lower turnover, cost savings External –Ads –Referrals –Employment agencies –Exec. Search Firms (Headhunters) –Universities –Internet Former employees as a source of candidates

How effective is our recruiting? What is the ultimate goal of recruiting? Metrics for determining effectiveness of different sources, processes –Yield: percentage of candidates moving on to next step in the process. –Cost per hire –Utility analysis considers value of employee to the organization Other valuable metrics to consider?

Does recruiting end upon job acceptance? Maintaining people through the “ post-acceptance, pre-start ” period (Wellner, 2004, Workforce.com) Aramark was experiencing significant “ fallout ” –Counteroffers, offers from other firms Solution: communicating with new hire during this period –Package of trinkets –Welcoming letter –Calling at home –Lunch with manager Costs $55 per new hire; fallout and turnover have decreased

Recruiter and process effects Offensive or unskilled recruiters can turn off applicants –Applicants make inferences about organizational characteristics based on recruiting or selection processes (signaling theory) –Examples? Timing of recruiting process is key Realistic job preview

Honolulu Police Example HR Planning issues –8% of officers eligible for retirement, significant voluntary turnover rates –Crime increasing, so need for officers on the street also increasing Needed to attract more people without sacrificing quality –Created a recruiting campaign around their distinctive factor – a family-style culture –Emphasized public service aspect over crime fighting –Acknowledged high cost of living Have decreased net vacancies from 350 to 82

Internet Recruiting Generally low cost Yields are typically low –Can get flooded with applicants Lack of on-line recruiting can be a negative signal to applicants Could result in greater adverse impact – digital divide

Vinnie Boombotz Experiment What did this experiment demonstrate? What suggestions did the authors have for improving the on-line recruitment process?

Midterm Exam (20 points) Covers all class readings, discussion, and lecture from 8/24 through 9/23 Format –Must complete 2 of 3 short questions (5 points each), 1 of 2 long questions (10 points). Expectations –Clearly explain your recommendations, opinions, or position. –Provide support for your assertions (facts, examples, sources). External research may be needed. Due date –Friday October 8 at noon –Must be submitted on Turnitin.com

For next class No class on Tuesday 9/28 – Fall Break On 9/30, will start discussing selection Read chapter 7, pages