978-1119032748 Chapter 6 Lecture Note

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Chapter 6: Recruiting

Chapter 6:

Recruiting

Learning Outcomes

After reading this chapter, students should be able to:

1. Explain necessary elements for effective recruiting and the importance of employment

branding.

2. Outline challenges that affect the organization’s ability to recruit qualified employees.

3. Explain internal recruiting sources and their effectiveness.

4. Explain external recruiting sources and their effectiveness.

5. Describe the elements and effectiveness of online recruiting.

6. Explain the alternatives to recruiting full-time, permanent employees and the benefits to

the organization of using these alternatives.

7. Explain the elements of recruiting for overseas positions.

8. Identify ways to conduct an effective job search.

Chapter Overview

Do students like your class or college so much that they try to convince friends to enroll? That’s

the foundation of this chapter opener that profiles The Container Store. Recruiting involves

employee referral and customer contact strategy with a focus on retention. Turnover is low and

the company does not need to use traditional recruiting often.

The chapter discusses the recruiting goals of organizations, the internal and external sources used

for recruiting, and the global perspective of recruiting. Finally, students are given guidance on

résumé writing and applying for a job.

Additional features of this chapter:

Exhibits

6 – 1 A Sample Resume

Boxed Features

These features are located within the text and address current issues in HRM within the context

of the relevant learning objectives. They are short and thought provoking with thought questions

at the end providing a great opportunity to provide a break in class lecture to check student

understanding. Questions may be posed to students individually, in small groups, as quick

cooperative learning assignments or as large group discussions.

Tips for Success – Best Practice Ideas Applicable to Recruitment and Hiring page

128 Lots of suggestions for effective and Equal Employment friendly recruiting.

Diversity Topics – Job Advertisements and EEO page 129 Funny and shockingly

ignorant job ads are used as examples of what not to do.

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Chapter 6: Recruiting

Tips for Success – Writing Job Postings That Get Results page 131 Writing effective

job ads.

Tips For Success – Are you Recruiting Material? Page 138 Qualities that are desirable in a

recruiter.

Tips for Success – Breaking into HR page 140 Getting the first position in HR isn’t too

different from many other careers. These tips provide great advice.

Making Concepts Relevant in Your Classroom

In addition to the activities provided in the lecture notes, these suggested activities help students

apply chapter 6 concepts:

Recruitment/Selection examples: Have students share their own experiences with recruitment

and selection. Try to place their experiences along a continuum of HR sophistication; e.g.,

some employers put out a sign, while others may have an elaborate process to attract and

screen employees. Discuss the costs, benefits and effectiveness of the different approaches.

Discuss student examples of bad hiring decisions and why they may have occurred.

Assign students to research jobs they are interested in Online. They should bring copies of

postings that interest them to class where they can share what they’ve found in small groups.

Encourage them to compare what they found to the text’s coverage of recruitment marketing,

job advertisements, etc. You can adapt this activity by focusing the search on open HR jobs.

Invite a representative from the campus career center to provide an overview of the resources

and lead a “mini-workshop” on résumés.

Chapter Outline And Lecture Suggestions

Introduction Slide 3

Technology has dramatically changed recruiting and will continue to do so.

What passes for cutting edge technology and “best practices” now will be old news in a

year or two.

This chapter will cover the basics of effective recruiting. Examples of how to use them

will evolve.

Effective Recruiting Slide 4

Learning Objective 1: Explain necessary elements for effective recruiting and the

importance of employment branding.

HR planning establishes the organization’s need for talented employees. Recruiting is the

process of finding them.

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Chapter 6: Recruiting

Employment Branding Slide 5

Differentiates the employer and establishes a brand image for employees, the

prospective employee, community.

Strong employment brands:

Represent organizational culture.

Assist recruitment efforts.

Increase employee satisfaction.

Increase employee referrals.

Recruiting Challenges Slide 6

Learning Outcome 2: Outline challenges that affect the organization’s ability to recruit

qualified employees

Supply of Applicants

Too many – a poor economy and high unemployment may result in more

applicants than the employer can process in a reasonable timeframe.

Too Few – economic growth and a tight labor market result in too few applicants.

Organizational Image

Reputation may be a liability, making prospective employees reluctant to join

the organization. May result from:

Declining industry.

Poor quality products.

Producing pollution or over use of resources.

Unsafe working conditions.

Lack of flexible work environment.

Low pay or few benefits.

Job Attractiveness

Difficult, hazardous or distasteful work.

Low pay.

Dead end job.

Internal Organizational Policies

Promote from within policies may work for an employer for entry-level positions,

but candidates for upper-level positions may not think they have a chance.

Recruiting Costs

Small recruiting budget may limit search.

Inadequate Technology

Failure to use mobile job sites or social media may limit applicants.

Class Activity: Diversity Topics – Job Advertisements and EEO page 129 Ads that

subtly or blatantly discriminate are becoming less common but still exist. Students are

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Chapter 6: Recruiting

certain to have opinions on these examples. Questions at the end of this feature pose a

advertisement writing challenge to students.

Internal Recruiting Sources Slide 7

Learning Outcome 3: Explain internal recruiting sources and their effectiveness.

The Internal Search

Organizations that promote from within identify current employees for job

openings by having individuals bid for jobs, by using their HR management

system or by utilizing employee referrals.

Advantages of promoting from within include

Promotes good public relations

Builds morale

Encourages individuals who are qualified and ambitious

Improves the probability of a good selection, because information on the

individual’s performance is readily available.

Is less costly than going outside to recruit

Helps with recruiting entry level workers

Reduces orientation and training costs.

When carefully planned can also act as a training device for developing

middle and top-level managers.

Disadvantages include

Less-qualified internal candidates may receive preferred status over better

qualified external candidates.

May hinder efforts at diversity of people or ideas.

Infighting among rival candidates and decreased morale levels of those not

selected

Employee Referrals and Recommendations Slide 8

The chapter opener on The Container Store outlines how they effectively use

employee referrals.

Advantages of using employee referrals include:

Get accurate job information from the employee.

Tend to be more acceptable applicants than those without referral.

More likely to accept an offer and to have a higher survival rate.

Effective for hard-to-recruit positions.

Disadvantages include:

Possibility of friendship being confused with job performance

Potential for nepotism

Potential for adverse impact.

External Recruiting Sources Slide 9

Learning Outcome 4: Explain external recruiting sources and their effectiveness

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Chapter 6: Recruiting

Advertisements

The best media for the audience should be selected.

Broadcast and print media reach large numbers even though their market

share in shrinking.

Digital media is growing…and growing.

Job analysis should be the source of information for any ad.

Blind-box ads do not identify employer.

Employment Agencies Slide 10

Assist employers and employees find each other.

Public and State Agencies

U.S. Department of Labor sponsors CareerOneStop.org

Private Agencies

Earn fees from employers.

Largest include Manpower, Adecco and Kelly Services

Management Consulting Firms Slide 11

Also called executive recruiters or headhunters.

Specialize in middle and top level executives

Hard to fill positions like IT or international assignments.

Executive Search Firms Slide 12

They seek out highly effective executives who have the right skills.

Schools, Colleges, and Universities

May provide entry-level or experienced workers through their placement

services. May also help companies establish cooperative education

assignments and internships.

Job Fairs

Job fairs are making a comeback on or near college campuses.

Virtual job fairs allow recruiters and potential job candidates meet online,

which eliminates the need to travel and even dress up.

Professional Organizations Slide 13

Placement services for members.

May control the supply of prospective applicants.

Professional organizations also include labor unions.

Unsolicited Applicants

May provide a stockpile of prospective applicants if there are no current

openings.

Should be treated respectfully, even if no vacancies exist.

Passive Candidates

People not actively seeking employment.

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Chapter 6: Recruiting

Past applicants.

Contacted via social media, blogs, invitations to events.

Class Activity: Tips For Success – Are You Recruiting Material? Page 138 explains

that recruiting positions are common entry-level HR jobs. Students are asked how they

compare to the list of attributes that contribute to being a successful recruiter.

Online Recruiting Slide 14

Learning Outcome 5: Describe the elements and effectiveness of online recruiting

Nearly all recruiting involves some online component. Some online sites span several of

the categories below.

Employer Websites

Careers sections of company websites provide:

Notices of openings.

Support employment brand.

Promote company.

Benefits information.

Realistic Job Preview information.

Job Boards

Allow recruiting on a worldwide platform.

CareerBuilder and Monster are largest. Others include Simply Hired, LinkedIn,

Dice, The Ladders.

Employers pay roughly $400 per job posting.

Include employer tools such as applicant tracking and connecting to social media.

Include job seeker tools such as resume help, career testing, advice on job hunt.

Social Media

Second only to employee referrals in effectiveness.

Social recruiting is the use of social media to recruit job seekers.

Cost effective.

Examples include: Facebook, LinkedIn, Twitter, Blogs, YouTube, Pinterest,

Instagram and others that may evolve daily.

Specialized Job Boards

Targeted at specific career areas or skills such as sales, medical, technology or

accounting.

Others focus on type of jobs such as internships, contractors or part-time.

Which Source to Use?

The best source is probably a combination of sources.

Employee referrals and social media are most effective overall, but the right

combination depends on the job, candidates and organization characteristics.

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Recruitment Alternatives Slide 15

Learning Outcome 6: Explain the alternatives to recruiting full-time, permanent

employees and the benefits to the organization of using these alternatives.

When seeking contingent workers, recruitment strategies are similar.

Temporary Help Services Slide 16

Temporary employees help organizations meet short-term fluctuations in HRM

needs.

Older workers can also provide high quality temporary help.

Employee Leasing.

Trained workers are employed by a leasing company, which provides them to

employers when needed for a flat fee. They typically remain with an organization

for longer periods of time.

Independent Contractors

Independent contractors or consultants do specific work either on or off the

company’s premises.

Costs of regular employees (i.e. taxes and benefits costs) are not incurred.

Workers have greater flexibility in scheduling work time.

Recruiting: A Global Perspective Slide 17

Learning Outcome 7: Explain the elements of recruiting for overseas positions

For some positions, the whole world is a relevant labor market.

Staffing Options for International Positions:

Home-Country Nationals

Involves sending home country employee on an overseas assignment.

Helpful when position requires someone with extensive company

experience to launch a very technical product in a country where it has

never sold before.

Expatriates live and work in countries of which they are not citizens.

Some countries have limits on the number of expatriate or home-country

nationals.

Host-Country Nationals (HCNs)

Involve recruiting and hiring in the foreign country location of the

employer.

Helpful when companies want each foreign subsidiary to have its own

distinct national identity.

HCNs minimize potential problems with language, family adjustment and

hostile political environments.

International recruiting for executives, regardless of nationality, may develop an

executive cadre with a truly global perspective.

Your Own Job Search Slide 18

Learning Outcome 8: Identify ways to conduct an effective job search.

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Chapter 6: Recruiting

Knowledge of recruiting from an HR perspective can help with personal job searches.

Even so, applying for a job is one of the most stressful situations one will face, since the

search will not be quick and easy.

It is important not to get discouraged when receiving rejection letters, since competition

for most good jobs is fierce, especially in times of high unemployment.

Cover Letters

Still effective and expected by many employers.

CareerBuilder doesn’t consider resumes without cover letters for staff positions.

Use to create a personal “employee brand”.

Tips: Customize it with your strengths and personality. Don’t use a template.

Make it memorable. Keep it short (200 words or so). Avoid clichés and overly

formal phrases. Show what you know about the company. Proofread carefully and

proofread again.

Preparing Your Résumé Slide 19

Use quality paper and easy to read type.

Proofread carefully.

Include volunteer experience.

Use typical job description phraseology.

Don’t forget about networking as an excellent way of gaining access to an

organization.

Exhibit 6 – 1: A Sample Resume page 141 provides a bare-bones framework for a

resume. Ask students what should be added to make the candidate more interesting.

Making Social Media Work for You Slide 20

Providing employers with links to your profile on sites like LinkedIn or other

professional networking sites is an opportunity to go beyond your resume to share

professional information.

On these sites you can list accomplishments and links to your resume along with

recommendations from people in your network.

You can also ask people in your network to help you in your job search.

Be sure to check your profile often to make sure the information is accurate and

up-to-date.

Class Activity: Tips for Success – Breaking into HR page 140 The tips offered here are

good advice for any job seeker. Ask students to develop their own 30 second “elevator

pitch” and practice it in class. Have students evaluate the effectiveness of each other’s

pitch.

HRM Workshop

The HRM Workshop includes several different types of activities requiring students to apply

chapter concepts aligned with the learning objectives. Suggested answers are provided.

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