Recruitment and Retention
Not sure where to put retention
Belongs with selection, performance
appraisal, compensation, training and
orientation, diversity, and strategic HRM
Belongs with Recruitment
• If good retention then reduces need for
recruitment both directly and indirectly.
General Importance of Retention
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List of reasons is numerous.
Employee productivity. Accidents.
Surrogate measure of morale
Positive group dynamic
Person Org fit and PG fit take time to
develop. Less critical with PJ fit.
HR management is a central
retention issue.
• Which specific HR practices (selection,
etc. include diversity mangement)
influence retention and how do they
influence it.
Other sources are numerous too
• But HR is very important for organizational
based turnover. Indeed organizational
turnover and total labor cost per unit sold
are two significant indicators of
organizational effectiveness. Turnover is
directly related to HR. The second is more
managerial.
Psychological Contract and
Turnover
• Psychological contract concern
expectations regarding working conditions,
job duties/requirements, performance
expectations, work style (such as pace,
autonomy, amount of change).
Written contract and Inferred
contract See p. 276
• How does one develop expectations.
• Recruitment, selection, orientation,
performance appraisal, treatment of
others, reward systems.
• Becomes a big issue in recruitment as we
will mention shortly.
• Are the expectations met or unmet.
Recruitment
• Two issues Building a good qualified
applicant pool (HR concern).
• Getting desired applicants to accept job
offers (Supervisor concern).
• Strategic issues (HR and higher
management).
Building a qualified applicant pool
• Two Broad ways to attract
• Internally or Externally.
Advantages and Disadvantages of
each.
Strategic Choice.
• Types of fit and Internal vs external
recruitment. Why?
How to recruit internally
• Informally is far most common.
• Chain reaction and unplanned.
• Not the best. Manpower replacement
charts. Provides better guidance. If two
are similarly equal then pick one who has
someone ready to takeover their job.
• Also psychological contract if shared.
Sometimes linked to Career
ladders
• Job posting is an employee centered
approach. Let current employees apply.
Similar approach as external. Interviews,
tests, but open competition. Needs to
really be open.
Second option is employee
centered
Recruiting Externally
• All firms need to do so. Entry level
positions, growth, turnover rates.
Options
• Hot issue is internet recruiting.
• How to recruit effectively
• Article.
In reality
• Referrals is most commonly used.
• Why so popular?
Others
• Just to mention some.
Intriguing issues
Special populations--Video
Temps and PTimers.
Special promotion tactics. Spring Break.
Recruiting for diversity—No single method.
Securing job applicants.
• What influences the ability to get people to
accept job offers?
• Generate a list.
Firm based
Managing the application process
Interaction Based
Recruitment Benchmarking
Realistic vs Traditional Job
previews
• The information you tell applicant.
• Think about Financial services rep for an
insurance company. Plusses and minuses
• Traditional job preview. Purpose is to
engage in standard marketing.
Emphasize the opportunities (even
inflated)
Realistic job preview
• Present commonly occurring negative and
positive attributes.
Advantages of Traditional Job
Previews
Advantages of Realistic job
previews.
Job choice is a two way street
• Whose choice is this in the HR triad.
Two different cases. Split the
class.
• Detassel corn
• Fast food.
• Both minimum wage jobs—always highest
turnover.
Problem Putting it all together
• You are responsible for putting together corn
detassel teams. Long hours, travel, to different
sites. Overtime pay, 10-20 hours a week.
Minimum wage, no benefits. Pay for
transportation to fields.
• You have some choices over scheduling and
some flexibility to offer lower cost benefits.
• Need to hire 10 teams 4 people. One crew chief
on team gets a 90 cent per hour pay increase.
Four weeks only. How are you going to do it.
Keep in mind only 75% will be around by week
2.
What would be
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Modes of recruitment
What is the population you would target.
Special promotions?
How do you make the job attractive to get
people to accept job offers. Assume
unemployment is 4.8%
Working at your favorite fast food
joint.
• You are the head. Three full time shift
managers. Three full time assistant managers.
30 part time employees. Working 10-20 hours a
week. Experience 120% turnover annually.
Expect to hire approximately 38 part time
employees and 3 full time employees next year.
• Typically short staff 1.5 days per week. No
shows, sick, quits, etc.
• Pay is low, benefits are available for FT only.
• 50% food discounts for all employees (at cost).
• What can be done to reduce turnover
rates. What is your strategy for
strengthening recruitment efforts.
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Modes of recruitment
What is the population you would target.
Special promotions?
How do you make the job attractive to get
people to accept job offers. Assume
unemployment is 4.8%
Next class
• Read when a new manager stumbles.
• What did the organization do to make the
manager stumble?
• You are either in HR or you are his
supervisor (pick one and tell me). What
would you do to avoid this in the future
(identify two things).
• Less than one page.
• Who is presenting next.