1. Strategic Recruiting Benefits of a Strategic Approach
Matches recruiting activity with organizational and human resource plans.
To acquire the Right Human Capital:
Know the business and industry
Identify keys to success in the labor market
Cultivate networks and relationships
Promote the company brand
Create recruiting metrics

2. Strategic Recruiting Stages

3. Recruiting and Labor Markets
Attracting a pool of qualified applicants for organizational jobs
Labor Market
External supply pool from which organizations attract applicants
Tight vs. Loose Labor Market
Low unemployment creates competition for employees, raising labor costs.
High unemployment results in availability of more applicants and more qualified applicants.

4. FIGURE 7-2 Labor Market Components

5. Reaching the Applicant Population
Recruiting Decisions
Method
Message
Applicant Qualifications
Procedures,
Policies, Laws

6. Different Labor Markets and Recruiting
Geographic Labor Markets
Global Labor Markets
Educational and Technical Labor Markets
Industry and Occupational Labor Markets

7. Strategic Recruiting Decisions
Sample
In-house vs. Outsourced
Company Image
Training Recruiters
Regular vs. Flexible Staffing
Recruiting and Diversity
Recruiting Nontraditional Workers
Internal vs. External
Strategic Recruiting Decisions

8. Typical Division of Recruiting Responsibilities

9. Recruiting and Diversity Considerations

11. Internal Recruiting Employee Databases Job Postings
Promotions and Transfers
Former Employees and Applicants
Employee Referrals
Internal Recruiting Sources

12. External Recruiting External Recruiting Sources Labor and Trade Unions
Colleges and Universities
High Schools, Vocational/ Technical Schools
Labor and Trade Unions
Competitors, Media Sources, Job Fairs
Employment Agencies and Headhunters
External Recruiting Sources

13. Effective Recruiting Ad

14. Professional/ Career Websites
E-Recruiting
E-Recruiting Venues
Internet Job Boards
Professional/ Career Websites
Employer Web Sites

15. Internet Recruiting Advantages Disadvantages Time and cost savings
Global pool of applicants
Potentially better targeting of specific audiences
Ease of applying
More unqualified applicants
More work for HR staff
Many applicants are not seriously looking
Unavailable to some applicants
Privacy of information and discrimination issues

16. Internet Recruiting Legal Issues in Internet Recruiting
Screening software
Potential exclusion of protected classes
Collecting federally required applicant information
Identifying “real” applicants
Information Security
Legal Issues in Internet Recruiting

17. Recruiting Source Value Index for Employers
Source: “Recruiting Source Value Index,” Workforce Recruiting, November 9, 2006, 3.

18. Quality and Quantity of Applicants Time Required to Fill Openings
Evaluating Recruiting Efforts
Quality and Quantity of Applicants
Time Required to Fill Openings
Recruiting Satisfaction
Costs and Benefits (e.g., Cost per hire)

19. Operationalizing HR Strategy
General Recruiting Process Metrics
Yield Ratios
Selection Rate
Acceptance Rate
Success Base Rate

20. Sample Recruiting Evaluation Pyramid: Yield Ratios

21. Increasing Recruiting Effectiveness
Technical Approaches
Non-Technical Approaches
Resume mining software
Applicant tracking
Employer career websites
Internal mobility tracking system
Personable recruiters
Emphasizing positives about the job and employer within a realistic job preview
Fair and considerate treatment in the recruiting process
Enhancing applicants’ perceived fit with the organization