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Human ResourceHuman ResourceManagementManagement
TENTH EDITONTENTH EDITON
© 2003 Southwestern College Publishing. All rights reserved. PowerPoint Presentation
by Charlie Cook
PowerPoint Presentation
by Charlie Cook
Recruiting in Labor MarketsRecruiting in Labor MarketsRecruiting in Labor MarketsRecruiting in Labor Markets
Chapter 7Chapter 7
SECTION 2Staffing the
Organization
SECTION 2Staffing the
Organization
Robert L. Mathis Robert L. Mathis John H. Jackson John H. Jackson
© 2002 Southwestern College Publishing. All rights reserved. 7–2
Learning ObjectivesLearning ObjectivesLearning ObjectivesLearning Objectives
After you have read this chapter, you should be able to:
– Identify different ways that labor markets can be identified and approached.
– Describe the phases in strategic recruiting and the decisions made in each phase.
– Discuss the advantages and disadvantages of internal versus external recruiting.
– Identify three internal sources for recruiting and issues associated with their use.
© 2002 Southwestern College Publishing. All rights reserved. 7–3
Learning Objectives (cont’d)Learning Objectives (cont’d)Learning Objectives (cont’d)Learning Objectives (cont’d)
– Discuss why Internet recruiting has grown and how employers are conducting it.
– List and briefly discuss five external recruiting sources.
– Discuss three factors to consider when evaluating recruiting efforts.
© 2002 Southwestern College Publishing. All rights reserved. 7–4
Recruiting and Labor Markets: Key TermsRecruiting and Labor Markets: Key TermsRecruiting and Labor Markets: Key TermsRecruiting and Labor Markets: Key Terms
Recruiting– The process of generating a pool of qualified
applicants for organizational jobs Labor Markets
– The external supply pool from which organizations attract their employees
Labor Force Population– All individuals who are available for selection
if all possible recruitment strategies are used.
Applicant Population
© 2002 Southwestern College Publishing. All rights reserved. 7–5
Labor Market Components: Key TermsLabor Market Components: Key TermsLabor Market Components: Key TermsLabor Market Components: Key Terms
Labor Markets– The external supply pool from which
organizations attract their employees Labor Force Population
– All individuals who are available for selection if all possible recruitment strategies are used.
Applicant Population– A subset of the labor force that is available for
selection using a particular recruiting approach. Applicant Pool
– All persons who are actually evaluated for selection
© 2002 Southwestern College Publishing. All rights reserved. 7–6
Labor Market ComponentsLabor Market ComponentsLabor Market ComponentsLabor Market Components
Figure 7–1
© 2002 Southwestern College Publishing. All rights reserved. 7–7
Labor Markets and Recruiting IssuesLabor Markets and Recruiting IssuesLabor Markets and Recruiting IssuesLabor Markets and Recruiting Issues
Labor MarketsLabor MarketsLabor MarketsLabor Markets
IndustryIndustryandand
OccupationalOccupational
KSAsKSAs
IndustryIndustryandand
OccupationalOccupational
KSAsKSAs
GeographicGeographic
LocalLocalRegionalRegionalNationalNational
InternationalInternational
GeographicGeographic
LocalLocalRegionalRegionalNationalNational
InternationalInternational
Educational Educational andand
Technical Technical QualificationsQualifications
Educational Educational andand
Technical Technical QualificationsQualifications
© 2002 Southwestern College Publishing. All rights reserved. 7–8
Strategic Strategic Recruiting Recruiting
StagesStages
Strategic Strategic Recruiting Recruiting
StagesStages
Figure 7–2
© 2002 Southwestern College Publishing. All rights reserved. 7–9
Typical Division of HR ResponsibilitiesTypical Division of HR ResponsibilitiesTypical Division of HR ResponsibilitiesTypical Division of HR Responsibilities
Figure 7–3
© 2002 Southwestern College Publishing. All rights reserved. 7–10
Organizational Recruiting ActivitiesOrganizational Recruiting ActivitiesOrganizational Recruiting ActivitiesOrganizational Recruiting Activities
RecruitingRecruitingImageImage
RecruitingRecruitingImageImage
RecruitingRecruitingPresencePresence
RecruitingRecruitingPresencePresence
Training of Training of RecruitersRecruiters
Training of Training of RecruitersRecruiters
EffectiveEffectiveRecruitingRecruiting
EffectiveEffectiveRecruitingRecruiting
© 2002 Southwestern College Publishing. All rights reserved. 7–11
Strategic Recruiting DecisionsStrategic Recruiting DecisionsStrategic Recruiting DecisionsStrategic Recruiting Decisions
RecruitingRecruitingSource Choices:Source Choices:
Internal vs. Internal vs. ExternalExternal
RecruitingRecruitingSource Choices:Source Choices:
Internal vs. Internal vs. ExternalExternal
Organizational-Organizational-Based vs. Based vs.
OutsourcingOutsourcing
Organizational-Organizational-Based vs. Based vs.
OutsourcingOutsourcing
Regular vs. Regular vs. Flexible StaffingFlexible Staffing
Regular vs. Regular vs. Flexible StaffingFlexible Staffing
Recruiting and Recruiting and EEO/Diversity EEO/Diversity
ConsiderationsConsiderations
Recruiting and Recruiting and EEO/Diversity EEO/Diversity
ConsiderationsConsiderations
StrategicStrategicRecruitingRecruiting
StrategicStrategicRecruitingRecruiting
© 2002 Southwestern College Publishing. All rights reserved. 7–12
EEO and Diversity ConsiderationsEEO and Diversity ConsiderationsEEO and Diversity ConsiderationsEEO and Diversity Considerations
Figure 7–4
© 2002 Southwestern College Publishing. All rights reserved. 7–13
Advantages and Disadvantages of Advantages and Disadvantages of Internal and External Recruiting SourcesInternal and External Recruiting Sources
Advantages and Disadvantages of Advantages and Disadvantages of Internal and External Recruiting SourcesInternal and External Recruiting Sources
Figure 7–5
© 2002 Southwestern College Publishing. All rights reserved. 7–14
Internal Recruiting MethodsInternal Recruiting MethodsInternal Recruiting MethodsInternal Recruiting Methods
Figure 7–6
© 2002 Southwestern College Publishing. All rights reserved. 7–15
Internet Recruiting MethodsInternet Recruiting MethodsInternet Recruiting MethodsInternet Recruiting Methods
Job BoardsJob BoardsJob BoardsJob Boards
Professional/Professional/Career Web SitesCareer Web Sites
Professional/Professional/Career Web SitesCareer Web Sites
Employer Web SitesEmployer Web SitesEmployer Web SitesEmployer Web Sites
Internet Internet RecruitingRecruitingMethodsMethods
Internet Internet RecruitingRecruitingMethodsMethods
© 2002 Southwestern College Publishing. All rights reserved. 7–16
Internet RecruitingInternet RecruitingInternet RecruitingInternet Recruiting
Advantages– Recruiting cost savings– Recruiting time savings– Expanded pool of
applicants– Morale building for
current employees
Disadvantages– More unqualified
applicants– Additional work for HR
staff members– Many applicants are
not seriously seeking employment
– Access limited or unavailable to some applicants
© 2002 Southwestern College Publishing. All rights reserved. 7–17
External RecruitingExternal RecruitingExternal RecruitingExternal Recruiting
Employment AgenciesEmployment Agenciesand Search Firmsand Search Firms
College and College and University University RecruitingRecruiting
High Schools and High Schools and Technical SchoolsTechnical Schools
LaborLaborUnionsUnions
External External Recruiting Recruiting SourcesSources
Media SourcesMedia Sourcesand Job Fairsand Job Fairs
CompetitiveCompetitiveSourcesSources
© 2002 Southwestern College Publishing. All rights reserved. 7–18
Internet Job SearchingInternet Job SearchingInternet Job SearchingInternet Job Searching
Figure 7–7
Source: Based on data from Greenfield Online (www.greenfieldonline.com), as presented in The Wall Street Journal, November 27, 2000, R32.
© 2002 Southwestern College Publishing. All rights reserved. 7–19
What to Include in an Effective Recruiting AdWhat to Include in an Effective Recruiting AdWhat to Include in an Effective Recruiting AdWhat to Include in an Effective Recruiting Ad
Figure 7–8
© 2002 Southwestern College Publishing. All rights reserved. 7–20
Evaluating RecruitingEvaluating RecruitingEvaluating RecruitingEvaluating Recruiting
Evaluating Recruiting Evaluating Recruiting EffortsEfforts
Evaluating Recruiting Evaluating Recruiting EffortsEfforts
Evaluating Evaluating Time Time
Required to Required to Fill OpeningsFill Openings
Evaluating Evaluating Time Time
Required to Required to Fill OpeningsFill Openings
Evaluating Evaluating Recruiting Recruiting Costs and Costs and BenefitsBenefits
Evaluating Evaluating Recruiting Recruiting Costs and Costs and BenefitsBenefits
Evaluating Evaluating Recruiting Recruiting Quality and Quality and
QuantityQuantity
Evaluating Evaluating Recruiting Recruiting Quality and Quality and
QuantityQuantity
© 2002 Southwestern College Publishing. All rights reserved. 7–21
Recruiting EvaluationRecruiting EvaluationRecruiting EvaluationRecruiting Evaluation
General Areas for Evaluating Recruiting– Quantity of applicants– EEO goals met– Quality of applicants
Yield ratios– A comparison of the number of applicants at
one stage of the recruiting process to the number at the next stage.
Selection rate– The percentage hired from a given group of
candidates
© 2002 Southwestern College Publishing. All rights reserved. 7–22
Recruiting Evaluation PyramidRecruiting Evaluation PyramidRecruiting Evaluation PyramidRecruiting Evaluation Pyramid
Figure 7–9
© 2002 Southwestern College Publishing. All rights reserved. 7–23
Selection MethodsSelection MethodsSelection MethodsSelection Methods
Yield ratios– A comparison of the number of applicants at one
stage of the recruiting process to the number at the next stage
Selection rate– Percentage hired from a given group of candidates
Acceptance Rate– Percentage of rejected job offers
Success Base Rate– Comparing percentage rate of past applicants who
were good employees to that of current employees.
