1. Staffing Involves getting people in, or out, of a company We’ll concentrate on the “getting people in part” – getting them out is part of the “Transitions” later on.

2. Staffing has 2 main purposes “Get the best talent” for the firm at the price we can offer Conform to national, state and local regulations concerning staffing practice, or in short “keep it legal”

3. How to Staff? Derive “demand for labor” Update job requirement information Identify knowledge, skills and abilities required for success on job Develop measures of job-related KSA’s Recruit from relevant labor markets Screen using “valid” tests Make offer, provide orientation to accepts

4. Who are we recruiting? Best talent we can –Mental abilities –Physical abilities –Personality –Motivation* –Team work* –Integrity –Reliability, discipline –Sobriety

5. Where will we find these people? The “Relevant Labor Market” –Different for each job –Qualified, and interested candidates –Not necessarily a place … –It is where ever an employer and candidate agree to employment terms –Many ways to reach that relevant labor market

6. Overview of the Recruitment Process — Organization

7. Strategic Issues in Recruiting Recruitment Goals Recruitment Philosophy Internal of External Sources? Countercyclical Hiring

8. Advantages and Disadvantages of Internal Sources Ability of candidate is known Internal promotion motivated employees Training and socialization time is less Internal sources may be insufficient for growth Ripple effect, cumbersome procedures Inbreeding, loss of flexibility

9. Advantages and Disadvantages of External Sources Import new ideas and skills Avoid ripple effect May be necessary in turnaround situation Expensive –Time consuming –More difficult to evaluate candidates

10. Source: Based on a survey of 303 HR Professionals, from HR Magazine, December 1996, p. 53. Data on Internet recruiting is from HR Focus,May 2000, p. 8 Figure 6.5 Recruiting Sources Used by HR Professionals

11. Table 6.8 Example of Recruiting Source Evaluation Data

12. Realistic Job Preview Reduces early turnover and dissatisfaction via: –Self-Selection out if the job doesn’t fit –Increased Commitment to an Informed Decision –Lowered Expectations, less gap with reality –Improved Coping with job difficulties

13. Figure 6.8 Factors Affecting Job Choice