1. OS 352 2/19/08 I. Exam I Guidance. II. Reminder for next class: Review and bring notes, text and class materials for exam review. III. Recruitment A. Sources B. Recruiters C. EEO considerations D. Monitoring and evaluation E. Managing through culture F. Discussion: Arnold article.

2. OS 352 Exam I Guidance 20 pts. - Choose 1 / 2 multi-part essays HR Strategy Recruitment (including HR planning) 20 pts. - Choose 4 / 6 identifications 30 pts. - True / False 30 pts. – Multiple choice **Any class, textbook, articles, & assignment material may be included on the exam.

3. Chapter Guidance Chapters 1-5. All content is fair game. I suggest reading the entire chapters once, and then focus on topics covered on transparencies. Be sure to review the articles we discussed in class. Be sure to review all in-class exercises and Exercise 2.

4. The Hiring Process Recruitment Selection Socialization Fig. 5-4© 1998 by Prentice Hall

5. Recruiting Sources Direct applicants Employee referrals Help-wanted ads Public employment agencies Private employment agencies Colleges/universities Electronic recruiting Company Job sites +’s-’s

6. Advantages & Disadvantages of Internal Sources of Applicants Advantages Morale of promotee Better assessment of abilities Lower cost for some jobs Motivator for good performance Have to hire only at entry level Disadvantages Inbreeding Possible morale problems of those not promoted “Political” infighting for promotions Requires strong management development program

7. Advantages & Disadvantages of External Sources of Applicants Advantages “New blood,” new perspectives Cheaper than training a professional No group of political supporters in organization already May bring competitors’ secrets, new insights Helps meet equal employment needs Disadvantages May not select someone who will “fit” May cause morale problems for those internal candidates Longer adjustment or orientation time May bring in an attitude of “This is the way we used to do it at XYZ Company.”

8. Recruiters Individual or team with whom applicants have contact during the recruitment process. Supervisors / Managers Peers HR professionals Other representatives

9. Realistic Job Previews Provide descriptive and truthful information about the job and organization Describe good points and bad points Benefits: recruiter seems more credible, influences psychological contract Does not affect future turnover.

10. Enhancing the Recruiter’s Impact Recruitment training. Timely feedback. Avoid offensive behavior (!) Recruit with teams. Equity across interviewees – give-aways, number of interviewers, interviewer attention.

11. Equal Employment Opportunity Efforts in Recruitment Jobs widely advertised Statements that employer is an equal employment opportunity employer Recruitment at a variety of colleges and universities Monitoring of applicant pools Diverse group of recruiters Support from top management

12. Monitoring and Evaluation Overall: ensure that recruitment efforts are achieving HR and organization goals. Specifically: Cost effectiveness Quality of recruits Retention of recruits Equal employment opportunity

13. Monitoring and Evaluation

14. Recruiting: A First Step Towards Managing through … Culture Driven by mission, values, culture Works where there are no specified procedures Procedures Driven by legal compliance, bureaucratic needs and tendencies Ensure consistency in processes and fair treatment of ees