1. Chapter 7 The Recruiting Process

2. Internal Versus External Staffing
3-2

3. Recruitment Planning: Administrative Issues
In-house vs. external recruitment agency
Many companies do recruiting in-house
Recommended approach for large companies
Smaller companies may rely on external recruitment agencies

4. Recruitment Planning: Administrative Issues
Requisitions
Number of contacts
Yield ratio - Relationship of applicant inputs to outputs at various decision points
Types of contacts
Qualifications to perform job must be clearly established
Consideration must be given to job search and choice process used by applicants

5. Example Recruitment Budget

6. Recruitment Planning: Administrative Issues (continued)
Process flow and record keeping
Recruiters
Selecting recruiters
Training recruiters

7. Recruitment Planning: Administrative Issues (continued)
Definition of job applicant - EEOC
In order for an individual to be an applicant in the context of the Internet and related electronic data processing technologies, the following must have occurred:
the employer has acted to fill a particular position;
the individual has followed the employer's standard procedures for submitting applications; and
the individual has indicated an interest in the particular position.

8. Recruitment Planning: Administrative Issues (continued)
Definition of job applicant - OFCCP
The individual submits an expression of interest in employment through the Internet or related electronic data technologies;
The contractor considers the individual for employment in a particular position;
The individual's expression of interest indicates the individual possesses the basic qualifications for the position; and,
The individual at no point in the contractor's selection process prior to receiving an offer of employment from the contractor, removes himself or herself from further consideration or otherwise indicates that he or she is no longer interested in the position.

9. Strategy Development Open vs. targeted recruitment Recruitment sources
Choosing an audience
Recruitment sources
Choosing ways to get the message out
Recruiting metrics
Assessing the effectiveness of recruiting methods

10. Making the Choice Between Open and Targeted Recruiting

11. Recruitment Sources Applicant initiated Employee referrals
Employee networks
Advertisements
Employment websites
Colleges and placement offices
Employment agencies
Executive search firms
Professional associations and meetings
Social service agencies
Outplacement services
Job fairs
Internships

12. Features of High-Impact Organizational Websites
Easily navigated
Résumé builders
Detailed information on career opportunities
Clear graphics
Allow applicants to create profiles
Self-assessment inventories

13. Employment Brand Appealing message to potential applicants
Closely related to product market image
Goal is to general interest in pursuing job with that organization
Could be based on reputation, values, culture, or other factor
Having established brand can help with employee retention for employees motived to work there due to branding

14. Comparing Choice of Messages
5-14

15. Searching: Communication Medium
Recruitment brochures
Videos and videoconferencing
Advertisements
Classified advertisements
Online advertisements (banner ads)
Radio and television advertisements
Organizational websites
Direct contact (telephone or )

16. Applicant Reactions Reactions to recruiters
Influence of recruiter on attitudes and behavior
Influential recruiter behaviors
Warmth and knowledge of the job
Reactions to recruitment process
Relationship of screening devices to job
Delay times in recruitment process
Credibility of recruiter during recruitment process

17. Transition to Selection
Involves making applicants aware of
Next steps in hiring process
Selection methods used and instructions
Expectations and requirements

18. Strategy Development: Internal Recruitment Sources
Job posting
Intranet
Talent management system
Nominations
Replacement and succession plans
Career development centers

19. Applicant Reactions
Minimal research regarding reactions of applicants to internal recruitment process
Perceived fairness
Distributive justice - Perceived fairness of actual decision
Procedural justice - Perceived fairness of process (policies and procedures)

20. Transition to Selection
Involves making applicants aware of
Next steps in hiring process
Selection methods used and instructions
Expectations and requirements

21. Metrics for Evaluating Recruiting Methods – Internal and External
Quantity
Quality
Cost
Impact on HR Outcomes
Employee satisfaction
Job performance
Diversity
Retention