Recruiting
MANA 3320
Dr. Jeanne Michalski
michalski@uta.edu
Process Inputs and Outputs
HR Planning:
Number of jobs
to be filled
Recruitment:
Selection:
Pool of qualified and
interested applicants
Job Offers
Job Analysis:
Job Descriptions
and Minimum KSA’s
What is Career Development?
Career development is an organized approach
used to match employee goals with the
business needs of the organization.
The purpose of career development is to:
Enhance each employee's current job performance.
Enable individuals to take advantage of future job
opportunities.
Fulfill organization’s goals for a dynamic and effective
workforce
Can play a role in recruitment as well as retention of
key employees
Challenges in Career Development
Most organizations expect the employee to play
an increasing role in career development
Ownership is with the employee
Organization provides assistance through resources
and supervisory feedback
Essential Steps of Effective Career Development
Where are you now?
Where do you want to be?
Values
Skills/Capabilities
Life Balance
Organizational Information gathered through
organizational charts, informational interviews, job
posting, career path information, etc.
How do you get there?
Set goals
Take training/develop skills
Network/mentors
Are you improving skills or seeking advancement
Where are you now?
Self-Assessment
Skills assessment
“Ideal Job”
Interest Inventory
Clarifying Values
Where do you want to be?
Take advantage of company
offered career counseling
Information Services
Job-posting systems
Skills inventories
Career paths
Career resource center
Career Paths
What information would be useful for
career path planning?
Career Paths
What information would be useful for
career path planning?
Career progression information
Skills and knowledge needed/
learned in various roles
Training that would help in
performance of role
BNSF Railway Company
Career Path for Marketing Employees
BNSF Railway Company
Career Path for Marketing Employees
Marketing Career Path Tool
Features:
Logical career progression map
Marketing experiences available at your current
level
Learning experiences specific to your current level
Listing of positions at your current career level by
department
Benefits:
Provides employees with a guide or road map to
manage their career progression
Enriches performance and development feedback
discussions
Enhances employee retention through
transparency or broader view of the organization
Marketing Career Path
As you manage your career path, remember:
Expect to stay in your current role for 18-24
months
You are responsible for your own development
Try not to think of the career path a straight linear
path
Think in terms of experiences and learning, not
salary bands and positions
Never forget that performance is the cornerstone
You will be competing for the position so consider
different options
Marketing Career Path Guide
Getting Started
http://bnsfwebtr.bnsf.com/departments/hr/lu/careerPath/path.html
$3,589
Industrial
Products
Marketing Career Path Guide
Career Level Selection
$3,589
Industrial
Products
Marketing Career Path Guide
Career Level Details
$3,589
Industrial
Products
Marketing Career Path Guide
Career Level Details
$3,589
Industrial
Products
Marketing Career Path Guide
Testimonials
Performance is the cornerstone…
VP Domestic Intermodal Marketing
Think in terms of experience and learning…
VP Industrial Products Sales
$3,589
Industrial
Products
How Do You Get There?
Setting Goals and taking actions to create and
increase skills
Principles of good Goal setting?
Common development programs can be
formal or informal:
Mentoring
Coaching
Job Shadowing
Tuition Assistance
Recruitment and Development of
Women
The “Glass Ceiling”
Artificial barriers based on attitudinal or
organizational bias that prevent qualified women
from advancing upward in their organizations into
management level positions.
Eliminating Women’s Barriers to Advancement
Development of women’s networks
Online e-mentoring for women
Diminishing stereotyping of women
Presence of women in significant managerial
positions
Accommodating families
Recruitment and Development of
Women
The “Glass Ceiling”
Artificial barriers based on attitudinal or
organizational bias that prevent qualified women
from advancing upward in their organizations into
management level positions.
Eliminating Women’s Barriers to Advancement
Development of women’s networks
Online e-mentoring for women
Diminishing stereotyping of women
Presence of women in significant managerial
positions
Accommodating families
Recruiting and Developing of
Minorities
Career development for minorities is advanced
by:
Organizational support for the advancement of
minorities to significant management positions
Provision of internships to attract minorities to
management careers
Organization of training courses to foster the
development of minority’s managerial skills and
knowledge.
Recruiting Talent Externally
Labor Market
Area from which applicants are to be recruited.
Tight market: high employment, few available workers
Loose market: low employment, many available
workers
Factors determining the relevant labor market:
Skills and knowledge required for a job
Level of compensation offered for a job
Reluctance of job seekers to relocate
Ease of commuting to workplace
Location of job (urban or nonurban)
External Recruiting Sources
Who Should Recruit
Sources of Organizational Recruiters
Professional HR recruiters
HR generalists
Work team members
Requirements for Effective Recruiters
Knowledge of the recruited job’s requirements and of
the organization
Training as an interviewer
Personable and competent to represent the
organization
Choosing A Message
What is Most Important For You?
Interesting work
Wage / Salary
Incentive Pay
Benefits
Growth / Development Opportunities
Job Security
Location
Choosing A Message
Messages can be tailored for individual groups:
Amount of contingent pay
Team vs. individual work and appraisals
Promotion opportunities
Details about the company
“Promotes from within” top consideration for MBA’s
Retailing jobs – Wal Mart, Home Depot, Target
“Fun place to work”
Environmentally friendly
“Affirmative Action Employer”
Choosing A Message
Messages should be both attractive and accurate:
Beware of the specificity and accuracy of information
“Unlimited growth potential”
Amount of travel required
Nature of the work
Salary included? Benefits described?
Selling the job vs. Realistic job preview
Self-selection
Higher commitment and less turnover
Recruiting Costs
Average cost per hire:
$10,000 for exempt employees
$1000 for non-exempt
Administrative costs
Interview costs
Relocation expenses
Lost productivity or overtime associated
with vacant position.
Deciding on a Source
Quantity of applicants
Quality of applicants
Specialized skills vs. general skills
Types of people that the media reaches
Large headcount vs. single jobs
Print ads vs. internet ads
Location and Relocation
Budget
Lead times
Legal issues and diversity
Improving the Effectiveness of External
Recruitment
Calculate Yield Ratios
Training Recruiters
External
Recruitment
Realistic Job Previews
External Recruitment Considerations
Yield Ratio
Percentage of applicants from a recruitment source
that make it to the next stage of the selection
process.
100 resumes received, 50 found acceptable = 50%
yield.
Cost of Recruitment (per employee hired)
SC AC AF RB NC
H
H
SC
AC
AF
RB
NC
H
= source cost
= advertising costs, total monthly expenditure (example: $32,000)
= agency fees, total for the month (example: $21,000)
= referral bonuses, total paid (example: $2,600)
= no-cost hires, walk-ins, nonprofit agencies, etc. (example: $0)
= total hires (example: 119)
Cost to hire one employee = $467.23
Improving the Effectiveness of External
Recruitment (cont’d)
Realistic Job Previews (RJP)
Informing applicants about all aspects of the job,
including both its desirable and undesirable facets.
Positive benefits of RJP
Improved employee job satisfaction
Reduced voluntary turnover
Enhanced communication through honesty and openness
Realistic job expectations
Effectiveness of Recruitment Sources
Source: David E. Terpstra, “The Search for Effective Methods.” Reprinted from HRFocus, May 1996.
© 1996 American Management Association International. Reprinted by permission of American
Management Association International, New York, NY. All rights reserved. http://www.amanet.org/.
Getting the most from LinkedIn
Complete a detailed professional profile loaded
with relevant keywords, even if you’ve got a
job.
Use a professional e-mail address and picture.
Invite others to join your network.
Join groups to expand your connections
Spell-check
Request recommendations
Post questions, and answer others’ questions
String out planned changes to your profile
over several days, not just one, to keep your
name at the top of connections’
Source: Star-Telegram
