1. Recruiting in Labor Markets Exercise

2. Procedure Into 8 teams Team name (for scoring) 30 minutes to prepare
5 minutes to present
Be as engaging and CREATIVE as possible
All vote on the best team; MUST vote for a team other than your own
Top team get’s 5 extra credit points

3. Groups of 4-5 20 minutes to prepare
What is recruiting? Examples
What is strategic recruiting? Why Strategic? Examples of?
What is internal recruiting? Advantages and disadvantages
When should we outsource recruiting?
When should we use contract vs. direct employees?
What are top notch recruiting examples
What are some legal issues in recruiting and how do we manage these issues?
What are the best recruiting metrics and how should we use them to manage.

4. Recruiting
The process of generating a pool of qualified applicants for organizational jobs

5. Strategic Approach to Recruiting
Benefits of a Strategic Approach
Matches recruiting activity with organizational and human resource plans.
Acquiring the Right Human Capital Entails:
Knowing the business and industry to successfully recruit qualified employees
Identifying keys to success in the labor market, including ways to deal with competitors’ recruiting efforts (cherry picking!)
Cultivating networks and relationships with sources of prospective employees
Promoting the company brand so that the organization becomes known as a good place to work
Creating recruiting metrics in order to measure the effectiveness of recruiting efforts (offer:acceptance ratio)

6. Strategic Recruiting Decisions
Organization-Based vs. Outsourced Recruiting
HR knows organization best
Outsourcing frees up time, cost savings, often better access to markets, understands the industry better and decreases HR Staff
Professional Employer Organizations (PEOs) and Employee Leasing
Saves HR costs but increases total payroll costs
Increases compliance with government regulations and requirements.
Benefits may be more available

7. Internal Recruiting Organizational Databases Job Posting
Profiles containing background and KSA information on current employees that allow for key word searches to locate suitable candidates for open positions and career development.
Skills Management System(s)
Job Posting
A system in which the employer provides notices of job openings and employees respond by applying.
Promotions and Transfers
Upward and lateral movements of employees

8. External Recruiting College and High Schools and Technical Schools
University Recruiting
High Schools and Technical Schools
Media Sources and Job Fairs
External Recruiting Sources
Labor
Unions
Competitive
Sources
Employment Agencies and Headhunters

9. Internet Recruiting (cont’d)
Disadvantages
More unqualified applicants
Additional work for HR staff members
Many applicants are not seriously seeking employment
Access limited or unavailable to some applicants
Advantages
Recruiting cost savings
Recruiting time savings
Expanded pool of applicants
Morale building for current employees
Use technology to counter
this such as key word search.
E.g., screening software

10. Regular vs. Flexible Staffing
The use of workers who are not traditional employees.
Temporary workers
Hiring temporary staff members or contracting with agencies supplying temporary workers on a rate-per-day or rate-per-week basis.
Independent contractors
Workers who perform specific services on a contract basis.
Cost/Benefit of Flexible Staffing

11. Legal Considerations

12. General Recruiting Process Metrics
Offer:Acceptance Ratio
arguably the most important yield ratio
Yield ratios
A comparison of the number of applicants at one stage of the recruiting process to the number at the next stage.
Selection rate
The percentage hired from a given group of candidates.
Acceptance Rate
The percent of applicants who accepted a job offers divided by total number of applicants who received job offers.
Success Base Rate
Comparing the percentage rate of past applicants who were good employees to that of current employees.

13. Sample Recruiting Evaluation Pyramid