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Recruiting and Labor Markets

Recruiting and Labor Markets. CHAPTER 6. 14e. Recruiting. Process of generating a pool of qualified applicants for organizational jobs Considerations. Labor Markets. External supply pool from which employers attract employees. Labor Market Components. Unemployment Rates and Labor Markets.

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Recruiting and Labor Markets

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  1. Recruiting and Labor Markets CHAPTER 6 14e

  2. Recruiting • Process of generating a pool of qualified applicants for organizational jobs • Considerations

  3. Labor Markets External supply pool from which employers attract employees

  4. Labor Market Components

  5. Unemployment Rates and Labor Markets • Unemployment rates vary with business cycles • Strict hiring adopted by companies due to recessionary conditions • Decreased customer spending • Increased business competition • Decreased need for new employees due to developments in technology

  6. Labor Markets

  7. Strategic Recruiting Decisions

  8. Recruiting Presence and Image • Recruiting image can be: • Continuous - offers the advantage of keeping the employer in the recruiting market • Intensive - Vigorous recruiting campaign aimed at hiring a given number of employees in a short period

  9. Recruiting Presence and Image • Recruiting process outsourcing (RPO) - Done to: • Improve the number and quality of recruiting candidates • Reduce recruiting costs • Employment brand: Image of the organization that is held by both employees and outsiders

  10. Organization-Based versus OutsourcedRecruiting • Professional Employer Organizations (PEO) and employee leasing • Employer signs an agreement with the PEO • Staff is hired by the leasing firm and leased back to the company for a fee • Leasing firm: • Writes the paychecks • Pays taxes • Prepares and implements HR policies • Keeps all the required records for the employer

  11. Figure 6.4 - Pros and Cons of Utilizing Flexible Staffing

  12. Figure 6.5 - Recruiting and Diversity Considerations

  13. Internet Recruiting

  14. Internet Recruiting

  15. Social Networking Recruiting Advantages • Allows job seekers to connect with employees of potential employers • Allows employers to engage in social collaboration by joining and accessing social technology networks to help applicants post resumes and complete applications online Internet Recruiting

  16. Internet Recruiting

  17. Legal Issues in Internet Recruiting

  18. Internet Recruiting Advantages Disadvantages • More unqualified applicants • Additional work for HR staff • Many applicants are not seriously seeking employment • Access limited or unavailable to some applicants • Privacy of information and discrimination issues • Cost effective recruiting • Recruiting less time consuming • Broader exposure and diverse pool of applicants • Better targeting of specific audiences • Recruiters can reach passive job seekers

  19. External Recruiting Sources

  20. Figure 6.6 - Advantages and Disadvantages of External Recruiting

  21. Internal Recruiting Methods

  22. Figure 6.9 - Advantages and Disadvantages of Internal Recruiting

  23. Recruiting Evaluation and Metrics

  24. Figure 6.10 - Recruiting Measurement Areas

  25. General Recruiting Process Metrics

  26. Increasing Recruiting Effectiveness • Recruiting activities: • Résumé mining • Applicant tracking • Employer career Web site • Internal mobility • Realistic job previews

  27. Recruiting Evaluation and Metrics • Responsive recruitment • Fair and professional treatment by the recruiters • Emphasis of positive aspects about the jobs and the employer by the recruiters

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