Strategic recruiting
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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 l.jpg
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



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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.


Figure 7 2 labor market components l.jpg
FIGURE 7-2Labor Market Components


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Recruiting Decisions

Procedures,

Policies, Laws

Applicant Qualifications

Method

Message

Reaching the Applicant Population


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Geographic Labor Markets

Global Labor Markets

Labor Markets

Educational and Technical Labor Markets

Industry and Occupational Labor Markets

Different Labor Markets and Recruiting


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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




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Employee Databases

Job Postings

Internal Recruiting Sources

Promotions and Transfers

Former Employees and Applicants

Employee Referrals

Internal Recruiting


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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



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E-Recruiting Venues

Professional/Career Websites

Internet Job Boards

Employer Web Sites

E-Recruiting


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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


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Screening software

Potential exclusion of protected classes

Legal Issues in Internet Recruiting

Collecting federally required applicant information

Identifying “real” applicants

Information Security

Internet Recruiting


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Recruiting Source Value Index for Employers

Source: “Recruiting Source Value Index,” Workforce Recruiting, [email protected], November 9, 2006, 3.


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Quality and Quantity of Applicants

Time Required to Fill Openings

Evaluating Recruiting Efforts

Costs and Benefits (e.g., Cost per hire)

Recruiting Satisfaction


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General Recruiting Process Metrics

Success BaseRate

Selection Rate

Yield Ratios

Acceptance Rate

Operationalizing HR Strategy



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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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