1. Copyright © 2014 Pearson Education Chapter 5 Recruitment 5-1 Dr. Mahnmood AsadMGT430 University of Bahrain College of Business Administration MGT 430 Human Resource Management Global Edition

2. Copyright © 2014 Pearson Education Learning Objectives Describe the possibility of contingent workers replacing full-time employees. Define recruitment and explain alternatives to recruitment. Explain the external environment of recruitment and describe how promotion policies influence recruitment. Describe the recruitment process and explain internal recruitment methods. Identify external recruitment sources. 5-2 Dr. Mahnmood AsadMGT430

3. Copyright © 2014 Pearson Education Learning Objectives (Cont.) Explain the impact of mobile HR recruiting. Describe online recruitment methods and discuss the possibility of job search scams. Identify traditional external recruitment methods. Describe how recruitment methods and sources are tailored to each other. Define reshoring and explain why some firms are rejecting outsourcing and returning the lost jobs to the United States. 5-3 Dr. Mahnmood AsadMGT430

4. Copyright © 2014 Pearson Education HRM In Action: Will Contingent Workers Replace Full-time Employees? Disposable American workforce Work as part-timers, temporaries, or independent contractors Human equivalents of just-in-time inventory Organizations have increased their use of contingent workers 5-4 Dr. Mahnmood AsadMGT430

5. Copyright © 2014 Pearson Education Recruitment Process of attracting individuals: – On a timely basis – In sufficient numbers – With appropriate qualifications Encouraging them to apply for jobs 5-5 Dr. Mahnmood AsadMGT430

6. Copyright © 2014 Pearson Education Alternatives to Recruitment Outsourcing and Offshoring Contingent workers Professional employer organizations (employee leasing) Overtime 5-6 Dr. Mahnmood AsadMGT430

7. Copyright © 2014 Pearson Education Outsourcing and Offshoring Outsourcing: Transfers responsibility to external provider Offshoring: Migration of all or a significant part of development, maintenance and delivery of services to vendor located in another country 5-7 Dr. Mahnmood AsadMGT430

8. Copyright © 2014 Pearson Education Onshoring Moving jobs not to another country but to lower cost American cities Government may require onshore handling of certain financial, health, and defense data 5-8 Dr. Mahnmood AsadMGT430

9. Copyright © 2014 Pearson Education Overtime Most commonly used method of meeting short-term fluctuations in work volume Avoids recruitment, selection, and training costs Employees benefit from increased income Potential problems 5-9

10. Copyright © 2014 Pearson Education External Environment of Recruitment Labor market conditions Active or passive job seekers Legal considerations Corporate image 5-10 Dr. Mahnmood AsadMGT430

11. Copyright © 2014 Pearson Education Labor Market Conditions Demand for and supply of specific skills Labor market for many professional and technical positions is global 5-11

12. Copyright © 2014 Pearson Education Labor Market Conditions (Cont.) Possessing a college degree used to be passport to securing a good job Skills to perform crafts such as welders, pipe fitters, painters, and machinists are needed New technology may require that workers have a specialized degree 5-12 Dr. Mahnmood AsadMGT430

13. Copyright © 2014 Pearson Education Active or Passive Job Seekers Active job seekers: Committed to finding another job Passive candidates: Typically employed, satisfied with their employer, and content in their current role Recruitment methods often differ 5-13 Dr. Mahnmood AsadMGT430

14. Copyright © 2014 Pearson Education Legal Considerations Candidate and employer first make contact during recruitment Essential to emphasize nondiscriminatory practices Labor Department has issued guidelines concerning online recruiting policies 5-14 Dr. Mahnmood AsadMGT430

15. Copyright © 2014 Pearson Education Labor Department Guidelines Keep detailed records Identify criteria used Be able to explain why a person with protected status was not hired Companies with more than 100 employees keep records for a minimum of 2 years 50 employees if dealing with the OFCCP 5-15 Dr. Mahnmood AsadMGT430

16. Copyright © 2014 Pearson Education Labor Department Guidelines (Cont.) Threshold coverage is 50 employees if dealing with OFCCP Enables compilation of demographic data Employers must keep records of any and all expressions of interest through the Internet 5-16 Dr. Mahnmood AsadMGT430

17. Copyright © 2014 Pearson Education OFCCP Criteria to Determine Whether an Individual Is an Internet Applicant Job seeker expressed interest through Internet Employer considers job seeker for employment Job seeker has indicated he or she meets position’s qualifications Applicant has not indicated he or she is no longer interested in position 5-17 Dr. Mahnmood AsadMGT430

18. Copyright © 2014 Pearson Education Promotion From Within Filling vacancies above entry-level positions with current employees Incentive to strive for advancement Organization usually aware of employees’ capabilities Good goal: 80% 5-18 Dr. Mahnmood AsadMGT430

19. Copyright © 2014 Pearson Education Trends & Innovations: Social Media Recruiting If you are not using social media to get recruits, your competitors likely are Sites such as Twitter, Facebook, and LinkedIn, Google+, YouTube and blogging are available to utilize social media recruiting 5-19 Dr. Mahnmood AsadMGT430

20. Copyright © 2014 Pearson Education Employee Requisition Recruitment begins with employee requisition. Document specifies: – Job title – Department – Date employee is needed – Other details 5-20 Dr. Mahnmood AsadMGT430

21. Copyright © 2014 Pearson Education RECRUITMENT PROCESS External Environment Internal Environment 5-21 Human Resource Planning Alternatives to Recruitment Employee Requisition Internal Sources Internal Methods External Sources External Methods Recruited Individuals Dr. Mahnmood AsadMGT430

22. Copyright © 2014 Pearson Education Recruitment Sources and Methods Recruitment sources: Places where qualified individuals are found Recruitment methods: Means by which potential employees can be attracted to firm 5-22 Dr. Mahnmood AsadMGT430

23. Copyright © 2014 Pearson Education Internal Recruitment Methods Human resource databases Job posting Job bidding Internet Intranet Employee referral 5-23 Dr. Mahnmood AsadMGT430

24. Copyright © 2014 Pearson Education Job Posting and Job Bidding Job posting: Procedure to inform employees of existing job openings Job bidding: Procedure that permits individuals in organization to apply for posted job 5-24 Dr. Mahnmood AsadMGT430

25. Copyright © 2014 Pearson Education Employee Referrals Number-one way workers find a job Referrals better qualified and stay on job longer Recruit new hires through employee- referral incentive programs Employee enlistment 5-25 Dr. Mahnmood AsadMGT430

26. Copyright © 2014 Pearson Education Why External Recruitment Is Needed Fill entry-level jobs Acquire skills not possessed by current employees Obtain employees with different backgrounds to provide diversity of ideas 5-26 Dr. Mahnmood AsadMGT430

27. Copyright © 2014 Pearson Education External Recruitment Sources High schools and vocational schools Community colleges Colleges and universities Competitors in the labor market Former employees Unemployed workers Military personnel Self-employed workers Ex-offenders 5-27 Dr. Mahnmood AsadMGT430

28. Copyright © 2014 Pearson Education High Schools and Vocational Schools Clerical and other entry-level employees Some companies work with schools Companies may loan employees to schools 5-28

29. Copyright © 2014 Pearson Education Community Colleges Sensitive to specific employment needs in local labor market Graduate highly sought-after students with marketable skills 5-29 Dr. Mahnmood AsadMGT430

30. Copyright © 2014 Pearson Education Colleges and Universities Professional, technical, and management employees Placement directors, faculty, and administrators 5-30

31. Copyright © 2014 Pearson Education Competitors in the Labor Market Used when relevant experience is needed Smaller firms look for employees trained by larger organizations Poaching: Actively recruiting employees from competitors 5-31 Dr. Mahnmood AsadMGT430

32. Copyright © 2014 Pearson Education Former Employees In past, punished with no-return policies Smart employers try to get their best ex- employees to come back Also called boomeranging 5-32

33. Copyright © 2014 Pearson Education Unemployed Workers Qualified applicants become unemployed every day Companies: – Go out of business – Cut back operations – Merge with other firms Employees are laid off 5-33 Dr. Mahnmood AsadMGT430

34. Copyright © 2014 Pearson Education Military Personnel Proven work history Flexible, motivated, drug free Goal and team oriented 5-34

35. Copyright © 2014 Pearson Education Self-Employed Workers Technical Professional Administrative Entrepreneurial 5-35 Dr. Mahnmood AsadMGT430

36. Copyright © 2014 Pearson Education Ex-Offenders Ex-offenders are a viable labor pool for restaurants Often work third shift Some organizations actively support hiring of ex-offenders 5-36 Dr. Mahnmood AsadMGT430

37. Copyright © 2014 Pearson Education Mobile Recruiting Recruiting via mobile technology is moving at light-speed Mobile recruiting has generated blogs, webinars, seminars, e-newsletters and online groups committed to learning more 5-37 Dr. Mahnmood AsadMGT430

38. Copyright © 2014 Pearson Education Online Recruitment Biggest change in way that organizations recruit Revolutionized the way companies recruit and job- seekers find jobs 5-38

39. Copyright © 2014 Pearson Education Internet Recruiter Also called cyber recruiter The more a company recruits on Internet, the greater the need for Internet recruiters. High-tech firms have greatest needs 5-39 Dr. Mahnmood AsadMGT430

40. Copyright © 2014 Pearson Education Virtual Job Fair Online recruiting method to attract large number of applicants Attracts wider range of applicants than might attend live fair 5-40 Dr. Mahnmood AsadMGT430

41. Copyright © 2014 Pearson Education Corporate Career Website Accessible from company homepage Lists company positions available Provides way for applicants to apply for specific jobs Major resource for job seekers and companies Should be used as a selling device 5-41 Dr. Mahnmood AsadMGT430

42. Copyright © 2014 Pearson Education Weblogs (Blogs) Use Google or a blog search engine Type in a key phrase, like “marketing jobs” Can be used for stealthy background checks 5-42 Dr. Mahnmood AsadMGT430

43. Copyright © 2014 Pearson Education General-Purpose Job Boards Job seekers can search for jobs by: – Category – Experience – Education – Location – Any combination of categories Monster.com CareerBuilder.com 5-43 Dr. Mahnmood AsadMGT430

44. Copyright © 2014 Pearson Education NACElink Network Alliance among National Association of Colleges and Employers, DirectEmployers Association, and Symplicity Corporation National recruiting network Suite of web-based recruiting and career services 5-44 Dr. Mahnmood AsadMGT430

45. Copyright © 2014 Pearson Education.Jobs Network of employment Web sites where any company can list job openings for free Backed by nearly 600 hundred industrial companies Examples: Nurse.jobs, Attorney.Jobs, HR.Jobs, and Sales.Jobs 5-45 Dr. Mahnmood AsadMGT430

46. Copyright © 2014 Pearson Education AllianceQ Certain large companies have begun pooling job candidates Those passed over by one company are invited to submit their résumés to the AllianceQ database 5-46 Dr. Mahnmood AsadMGT430

47. Copyright © 2014 Pearson Education Niche Sites Websites that cater to a specific profession A site for virtually everyone 5-47 Dr. Mahnmood AsadMGT430

48. Copyright © 2014 Pearson Education Contract Workers’ Sites Sites are available to assist contract workers These let workers advertise skills, set their price, and pick employers Freelance.com Guru.com 5-48 Dr. Mahnmood AsadMGT430

49. Copyright © 2014 Pearson Education Hourly Workers’ Job Sites Attract blue-collar and service workers Most pursue jobs by filling out applications Allow job-seekers to build applications Often have bilingual call center 5-49 Dr. Mahnmood AsadMGT430

50. Copyright © 2014 Pearson Education Job Search Scams Attempt to steal personal information and set up fraudulent credit-card accounts Often crooks search for potential victims through posting high paying job on popular job-search Web sites 5-50 Dr. Mahnmood AsadMGT430

51. Copyright © 2014 Pearson Education Traditional External Recruitment Methods Media advertising Employment agencies— private and public Recruiters Job fairs Internships Executive search firms Professional associations Unsolicited applicants Open houses Event recruiting Sign-on bonuses Competitive games 5-51 Dr. Mahnmood AsadMGT430

52. Copyright © 2014 Pearson Education Media Advertising Media such as: – Radio – Newspaper – Television – Industry publications Previous experiences suggest the best approach Newspaper advertising has declined because of online recruiting 5-52 Dr. Mahnmood AsadMGT430

53. Copyright © 2014 Pearson Education Private Employment Agencies Often called headhunters Best known for recruiting white-collar employees Used for virtually every kind of position Not paid until a person is placed 5-53 Dr. Mahnmood AsadMGT430

54. Copyright © 2014 Pearson Education Public Employment Agencies Operated by each state Receive policy direction from U.S. Employment Service Increasingly involved in matching people with technical, professional, and managerial positions 5-54 Dr. Mahnmood AsadMGT430

55. Copyright © 2014 Pearson Education Recruiters Used with: Technical Vocational Community colleges Colleges and universities 5-55

56. Copyright © 2014 Pearson Education Job Fairs Attract large number of applicants to one location Opportunity to meet large number of candidates in short time 5-56 Dr. Mahnmood AsadMGT430

57. Copyright © 2014 Pearson Education Internships Places student in a temporary job No obligation Temporary job for summer Part-time job during school year Students bridge gap from theory to practice 5-57 Dr. Mahnmood AsadMGT430

58. Copyright © 2014 Pearson Education Executive Search Firms Locate experienced professionals and executives Target ideal candidates Find those not actively looking for a job 5-58 Dr. Mahnmood AsadMGT430

59. Copyright © 2014 Pearson Education Professional Organizations Recruitment and placement services Society for Human Resource Management operates job referral service 5-59

60. Copyright © 2014 Pearson Education Unsolicited Applicants Organization that has reputation of being a good place to work, may be able to attract qualified prospects even without extensive recruitment efforts Go to the firm’s Web site and walk in by making an application online 5-60 Dr. Mahnmood AsadMGT430

61. Copyright © 2014 Pearson Education Open Houses Pair potential hires and managers in warm, casual environment Encourage on-the-spot job offers Cheaper and faster than agencies May attract more unqualified candidates 5-61 Dr. Mahnmood AsadMGT430

62. Copyright © 2014 Pearson Education Event Recruiting Opportunity to promote image of company Recruiters go to events that the people firm is seeking attend 5-62 Dr. Mahnmood AsadMGT430

63. Copyright © 2014 Pearson Education Sign-On Bonuses Used where severe shortages of highly skilled workers exist Amounts vary dramatically 5-63

64. Copyright © 2014 Pearson Education Competitive Games Unique way to get individuals interested in applying for technical positions Google makes use of recruiting games TopCoder creates software coding competitions 5-64

65. Copyright © 2014 Pearson Education Tailoring Recruitment Methods to Sources Tailored to each firm’s needs Sources and methods vary according to position being filled 5-65 Dr. Mahnmood AsadMGT430

66. Copyright © 2014 Pearson Education Methods and Sources of Recruitment for an Information Technology Manager 5-66 Dr. Mahnmood AsadMGT430

67. Copyright © 2014 Pearson Education A Global Perspective: Reshoring Reverse of offshoring and involves bringing work back to the United States Need to calculate the real impact of offshoring because there are often hidden expenses 5-67 Dr. Mahnmood AsadMGT430