Staffing Organizations

External Recruitment

Chapter 5 Notes

Recruiting managers use requisition to:

Specify job and salary

Request approval to fill position

Initiate hiring procedures (internal/external)

HR managers must be concerned with:

Time to recruit

Cost of recruiting

Number of staff needed

· Need to assess the time lapse in each phase. Average time to recruit—professional time is 3 months for requisition to start.

Sources of Recruits

· Different groups of people use different sources; women and blacks use more traditional sources.

Ø Newspaper—technical sales, clerical

Ø Internal Source-best for managers

Ø Walk ins-production workers

Recruiting Approaches:

Open “cast a wide net” (broad labor market)

Closed (idiosyncratic jobs, in particular)

Targeted—attractive message in tight labor market

Relating message—a lot of applicants, turnover is a problem

Recruitment Guide: links necessary strategy to sources of equal candidate applicants.

Record Message Content: use job requirements and job rewards matrices.

· Use targeted, attractive message when recruiting in tight labor market.

· Traditional messages are vague.

· RJP – Be honest; balance really good and really bad. RJP allows individuals to self-select whether to enter the applicant pool or not. When realistic messages are used, the applicant pool increases and turnover is reduced.

· EEO/AA -- Watch education levels, health/medical information, sex tone.

· Work itself must be the focus – not individual factors

Recommendations and Reference Checks

· Education/Employment History

· Applicants character

· Applicants performance

· Written recommendations are not very discriminating (no variance.)

Stats used to measure yield ratios:

Leads/Invites 14:1

Invites/Interviews 4:1

Interviews/Offers 25.1

Offers/Hires 2.3

· 50% of technical job applicants accept and most non technical accept employment offers.