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Recruiting OS352 HRM Fisher Oct. 2, 2003
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2 Agenda Examine employment ads Review web sites Give back exams
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3 Team discussion In your teams from Exercise 1 – Review the ads you selected – Is there anything notable about the ads? – Do they demonstrate any principles discussed in the reading? What is the goal of recruiting? How do these ads help meet that goal?
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4 Three aspects of recruiting Policies Recruitment sources Recruiter traits and behaviors – Signaling theory - used to examine recruitment
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5 Organizational Image Some recruiting efforts devoted to building image General advertising often directed at potential applicants, not just consumers Negative word of mouth can have devastating effects
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6 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 Evaluating source quality
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7 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 What are the key differences between job boards (e.g., Monster) and corporate web sites?
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8 Best practices for Internet recruiting Make it easy to find job listings – Provide links on own site rather than linking to commercial site – Minimize number of clicks (2-3) Communicate clearly to potential applicants regarding process, status – Response to application – Outcomes of search process Provide information to allow potential applicants to assess fit Source: Crispin and Mehler, The Job Seeker ’ s Experience: Who Really Cares? Retrieved from http://www.careerxroads.com/2003Top25/2003Top25.pdf
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9 Recruiter effects Any experience with offensive recruiters? Timing of recruiting process is key Realistic job preview – Extends goal of recruitment beyond just hiring
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10 For next class Topic: Selection – Which laws are related to selection? Review 4/5ths rule from chapter 3, pages 83-84 – How does job analysis support selection? – Bring job application from scavenger hunt
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11 Exam 1 results Mean score = 31.8 (79%) High score = 42.5 Any appeals for how questions were scored should be submitted in writing no later than Oct. 9
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