1. Recruiting OS352 HRM Fisher Oct. 5, 2004

2. 2 Agenda SAP update Discuss approaches to recruiting Examine employment ads Review web sites

3. 3 SAP Update Exercise 2 (due Oct 14) requires the use of SAP – Exercise will be distributed Oct 7 – Optional lab will be held on Sunday Oct 10 We are using client 951 You will need your User ID and password – User ID will be OS352-3-xx (see sheet) – Password is CLARKSON – Will change your password first time you log in Links to SAP user guides are posted on my webpage

4. 4 Discussion Review the ads you selected for Exercise 1 – 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?

5. 5 Three aspects of recruiting Policies Recruitment sources Recruiter traits and behaviors – Signaling theory - used to examine recruitment

6. 6 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

7. 7 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

8. 8 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?

9. 9 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

10. 10 Recruiter effects Any experience with offensive recruiters? Timing of recruiting process is key Realistic job preview – Extends goal of recruitment beyond just hiring

11. 11 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