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Strategic Recruiting

Strategic Recruiting. Benefits of a Strategic Approach Matches recruiting activity with organizational and human resource plans. To acquire the Right Human Capital: Know the business and industry Identify keys to success in the labor market Cultivate networks and relationships

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Strategic Recruiting

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  1. Strategic Recruiting • Benefits of a Strategic Approach • Matches recruiting activity with organizational and human resource plans. • To acquire the Right Human Capital: • Know the business and industry • Identify keys to success in the labor market • Cultivate networks and relationships • Promote the company brand • Create recruiting metrics

  2. Strategic Recruiting Stages

  3. Recruiting and Labor Markets • Recruiting • Attracting a pool of qualified applicants for organizational jobs • Labor Market • External supply pool from which organizations attract applicants • Tight vs. Loose Labor Market • Low unemployment creates competition for employees, raising labor costs. • High unemployment results in availability of more applicants and more qualified applicants.

  4. FIGURE 7-2Labor Market Components

  5. Recruiting Decisions Procedures, Policies, Laws Applicant Qualifications Method Message Reaching the Applicant Population

  6. Geographic Labor Markets Global Labor Markets Labor Markets Educational and Technical Labor Markets Industry and Occupational Labor Markets Different Labor Markets and Recruiting

  7. Sample In-house vs. Outsourced Company Image Training Recruiters Regular vs. Flexible Staffing Recruiting and Diversity Recruiting Nontraditional Workers Internal vs. External Sample Sample Strategic Recruiting Decisions Sample Sample Sample Sample

  8. Typical Division of Recruiting Responsibilities

  9. Recruiting and Diversity Considerations

  10. Employee Databases Job Postings Internal Recruiting Sources Promotions and Transfers Former Employees and Applicants Employee Referrals Internal Recruiting

  11. High Schools, Vocational/ Technical Schools Colleges and Universities External Recruiting Sources Competitors, Media Sources, Job Fairs Labor and Trade Unions Employment Agencies and Headhunters External Recruiting

  12. Effective Recruiting Ad

  13. E-Recruiting Venues Professional/Career Websites Internet Job Boards Employer Web Sites E-Recruiting

  14. Advantages Disadvantages • Time and cost savings • Global pool of applicants • Potentially better targeting of specific audiences • Ease of applying • More unqualified applicants • More work for HR staff • Many applicants are not seriously looking • Unavailable to some applicants • Privacy of information and discrimination issues Internet Recruiting

  15. Screening software Potential exclusion of protected classes Legal Issues in Internet Recruiting Collecting federally required applicant information Identifying “real” applicants Information Security Internet Recruiting

  16. Recruiting Source Value Index for Employers Source: “Recruiting Source Value Index,” Workforce Recruiting, workforcerecruiting@email.workforceonline.com, November 9, 2006, 3.

  17. Quality and Quantity of Applicants Time Required to Fill Openings Evaluating Recruiting Efforts Costs and Benefits (e.g., Cost per hire) Recruiting Satisfaction

  18. General Recruiting Process Metrics Success BaseRate Selection Rate Yield Ratios Acceptance Rate Operationalizing HR Strategy

  19. Sample Recruiting Evaluation Pyramid: Yield Ratios

  20. Technical Approaches Non-Technical Approaches • Resume mining software • Applicant tracking • Employer career websites • Internal mobility tracking system • Personable recruiters • Emphasizing positives about the job and employer within a realistic job preview • Fair and considerate treatment in the recruiting process • Enhancing applicants’ perceived fit with the organization Increasing Recruiting Effectiveness

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