Chapter 7
The Recruiting Process
Internal Versus External Staffing
5-2
3-2
Recruitment Planning:
Administrative Issues

In-house vs. external recruitment agency

Many companies do recruiting in-house


Recommended approach for large companies
Smaller companies may rely on external
recruitment agencies
5-3
Recruitment Planning:
Administrative Issues

Requisitions
 Number of contacts


Yield ratio - Relationship of applicant inputs to
outputs at various decision points
Types of contacts


Qualifications to perform job must be clearly
established
Consideration must be given to job search and
choice process used by applicants
5-4
Example Recruitment Budget

Should recruitment
expenses be charged to
HR or to the business
unit using HR services?


Most organizations
charge the HR
department, possibly to
encourage each
business unit to use the
recruitment services of
the HR group
May result in the
business unit users not
being concerned about
minimizing costs.
5-5
Recruitment Planning:
Administrative Issues (continued)
Process flow and record keeping
 Recruiters

Selecting recruiters
 Training recruiters

5-6
Recruitment Planning:
Administrative Issues (continued)

Definition of job applicant - EEOC

In order for an individual to be an applicant in the
context of the Internet and related electronic data
processing technologies, the following must have
occurred:



the employer has acted to fill a particular position;
the individual has followed the employer's standard
procedures for submitting applications; and
the individual has indicated an interest in the particular
position.
5-7
Recruitment Planning:
Administrative Issues (continued)

Definition of job applicant - OFCCP




The individual submits an expression of interest in
employment through the Internet or related electronic data
technologies;
The contractor considers the individual for employment in a
particular position;
The individual's expression of interest indicates the individual
possesses the basic qualifications for the position; and,
The individual at no point in the contractor's selection process
prior to receiving an offer of employment from the contractor,
removes himself or herself from further consideration or
otherwise indicates that he or she is no longer interested in
the position.
5-8
Discussion question

What administrative issues need to be
addressed in the planning stage of
external recruiting?
5-9
Strategy Development

Open vs. targeted recruitment


Recruitment sources


Choosing an audience
Choosing ways to get the message out
Recruiting metrics

Assessing the effectiveness of recruiting
methods
5-10
Making the Choice Between Open
and Targeted Recruiting
5-11
Recruitment Sources

Applicant initiated
 Employee referrals
 Employee networks
 Advertisements
 Employment websites
 Colleges and placement
offices
 Employment agencies






Executive search firms
Professional
associations and
meetings
Social service agencies
Outplacement services
Job fairs
Internships
5-12
Features of High-Impact
Organizational Websites
Easily navigated
 Résumé builders
 Detailed information on career
opportunities
 Clear graphics
 Allow applicants to create profiles
 Self-assessment inventories

5-13
Employment Branding
Appealing message to potential
applicants, match person to organization
 Closely related to product market image
 Goal is to general interest in pursuing job
with that organization
 Could be based on reputation, values,
culture, or other factor
 Having established brand can help with
employee retention for employees
motived to work there due to branding

5-14
Employment Branding

Microsoft - Brand slogan
Your potential. Our passion.


Employer brand – How far can your
potential take you?
Johnson & Johnson – Brand slogan
Family of companies.

Employer brand – Small-company
environment. Big-company impact.
5-15
Employment Branding

AT&T - Brand slogan
Your world. Delivered.


Employer brand – Exciting Positions.
Energizing Environment. Cutting-Edge
Technology.
Charles Schwab – Brand slogan
Talk to Chuck.

Employer brand – We’re looking for a
different kind of employee.
5-16
Employment Branding

Nike - Brand slogan
Just do it.


Employer brand – We’re all about sports.
And then some.
Johnson & Johnson – Brand slogan
Family of companies.

Employer brand –
5-17
Comparing Choice of Messages
5-18
Searching: Communication Medium
Recruitment brochures
 Videos and videoconferencing
 Advertisements

Classified advertisements
 Online advertisements (banner ads)
 Radio and television advertisements

Organizational websites
 Direct contact (telephone or e-mail)

5-19
Searching: Communication Medium
5-20
Searching: Communication Medium
5-21
Applicant Reactions

Reactions to recruiters


Influence of recruiter on attitudes and behavior
Influential recruiter behaviors


Warmth and knowledge of the job
Reactions to recruitment process



Relationship of screening devices to job
Delay times in recruitment process
Credibility of recruiter during recruitment process
5-22
Transition to Selection

Involves making applicants aware of
Next steps in hiring process
 Selection methods used and instructions
 Expectations and requirements

5-23
Strategy Development:
Internal Recruitment Sources
Job posting
 Intranet
 Talent management system
 Nominations
 Replacement and succession plans
 Career development centers

6-24
Applicant Reactions
Minimal research regarding reactions of
applicants to internal recruitment process
 Perceived fairness

Distributive justice - Perceived fairness of
actual decision
 Procedural justice - Perceived fairness
of process (policies and procedures)

6-25
Transition to Selection

Involves making applicants aware of

Next steps in hiring process


Selection methods used and instructions
Expectations and requirements
6-26
Metrics for Evaluating Recruiting
Methods – Internal and External

Quantity
 Quality
 Cost
 Impact on HR Outcomes




Employee satisfaction
Job performance
Diversity
Retention
6-27