1. PROBLEM OF INBREEDING

2. WHAT IS INBREEEDING?
Faculty inbreeding, that is, the practice of selecting former students of an institution as members of its faculty, has long been considered one of the fundamental problems of college and university

3. There is need, therefore, for an intensive study of academic inbreeding as found today
An individual is considered inbred who is a teaching member of the faculty and who has received one or more of his earned degrees from the institution in which he is giving instruction.

4. Number of Percentage of Degrees Inbreeding More than 15 Doctors' Degrees
SCHOOL
Total Number of Doctorate
Inbreeding %
Chicago
186 59
Ohio State 68 49
Stanford
Columbia
184
Iowa 53 42
Notre Dame 70 4

5. Recruiting: A Global Perspective
For some positions, the whole world is a relevant labor market.
Home-country nationals are recruited when an organization is searching for someone with extensive company experience to launch a very technical product in a country where it has never sold before.
Host-country nationals are targeted as recruits when companies want each foreign subsidiary to have its own distinct national identity.

6. Recruiting: A Global Perspective
HOST COUNTRY NATIONAL OR EXPATRIATE?
DEPENDS ON…
Culture
Technology, skill
Legal restrictions
Terrorism
International executive

7. Recruiting Sources External searches
Unsolicited applicants (Walk-ins): May provide a stockpile of prospective applicants if there are no current openings.
Cyberspace Recruiting: Nearly four out of five companies use the Internet to recruit employees. Commercial job-posting services continue to grow.
Websumes: sites to self-promote
skills

8. Recruiting Sources The internal search Disadvantages include:
possible inferiority of internal candidates
miss good outside talent
have to train for technology, skill upgrades
infighting and morale problems
potential inbreeding

9. Recruiting Sources Employee referrals/recommendations
Current employees can be asked to recommend recruits.
Advantages include:
the employee’s motivation to make a good recommendation (reputation)
the availability of accurate job information for the recruit (realistic job preview!)
Employee referrals tend to
be more acceptable applicants
be more likely to accept an offer
have a higher survival rate (i.e., stay longer)

10. Recruiting Sources Employee referrals/recommendations
Disadvantages include:
the possibility of friendship being confused with job performance
the potential for nepotism
the potential for adverse impact
overall, social, economic & friendship needs