Recruiting © Nancy Brown Johnson, 2000

HR Planning

Forecast Demand  Product demand labor derived demand past demand (stable) other leading indicators consider changes in technology or work processes

Forecast Supply  Turnover  Promotions

Reconcile Supply & Demand Shortages training counter-cyclical hiring wage increases to attract innovative recruiting

Temporary Workers  few benefits  try out employee  already trained  tension with permanent employees

Outsourcing  contract entire operation  less expensive labor  economies of scale  gain expertise  lose control

Oversupply Downsizing increased productivity decreased morale potential loss of good employees

Recruiting The process of attracting people to apply to your organization for work

Selection  The process of choosing employees for your organization.

©a Times Mirror Higher Education Group, Inc., company, 1997 IRWIN JOB CHOICE Vacancy Characteristics Vacancy Characteristics Personnel Policies Recruitment Sources Recruiter Characteristics Applicant Characteristics Applicant Characteristics Factors that Influence Job Choice

Organizational Factors  Personnel policies  Pay above market  Job security employment-at-will layoff history  Company Image

Recruiter Characteristics  Warm  Informative  Same background as applicant

Attraction-Selection-Attrition (ASA) Theory  People are attracted to organizations where they feel comfortable.  Organizations try to select people who fit within the organization.  People who do not fit will leave (attrition).

ASA Results  Organizations become more homogeneous  Unconsciously select people that fit within organization  Organizations consciously change recruiting to attract different types

Realistic Job Previews Recruiter's information is accurate. Vaccination - prevents unrealistic expectations Choice on accurate information People less likely to accept job Those that accept, stay  NPR : As Danger Increases, So Does Pay for Contractors in Iraq NPR : As Danger Increases, So Does Pay for Contractors in Iraq

Realistic Job Previews  Works best when: candidate can be selective in accepting a job offer has unrealistic job expectations would have difficulty coping with job demands without RJP

Two Ways to Staff Job Recruiting Externally - recruiting people from outside the organization Brings in fresh blood Costly New people may hinder group morale

Internal Staffing: Second Way to Staff Important for organization Affects career decisions Can be a reward  Less expensive Know more about the people Rewards past performance can enhance morale

External environment influences  Labor market - loose/tight markets affect abundance of candidates and  Legal - legal concerns salient in recruiting.

Types of Labor Markets  Local  Regional  National  International

Recruiting Sources  College  Walk-ins  Employee Referrals  Advertising  Job Fairs  Private Employment Agencies  Public Employment Agencies

Effectiveness of Methods  Two ways to judge effectiveness Does technique generate good candidates? Does technique generate good employees?

Effectiveness of Recruiting  Formal Methods: Newspapers and other advertising generates most candidates  Informal Methods: Referrals and rehires of previous employees have best attendance & performance Informal techniques appear best: employee referrals, rehires & walk-ins.

Recruiting Summary  Estimate supply and demand  Consider ways to staff Temp, outsource, overtime, hire  Recruit Change workers, new recruiting sources Provide realistic job previews