Human Resources Chapter 06 Homework Recruitment Activities The Role Recruiters The Recruitment

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Bauer, Human Resource Management

SAGE Publishing, 2020

Lecture Notes

Chapter 6: Workforce Planning and Recruitment

Learning Objectives

6.2 Identify what recruiting is and its key components.

6.3 Describe the three stages of recruitment and what takes place in them.

Chapter Summary

This chapter aims to give readers the knowledge and tools to engage in effective recruitment. The

chapter begins with an overview of the workplace planning and forecasting process, including

succession planning, leadership development, labor market conditions, and talent analysis. Then, the

Annotated Chapter Outline

I. Understanding the Labor Landscape: Workforce Planning and Forecasting: planning and

forecasting can help organizations navigate and avoid challenging times

A. Workforce Planning

i. Determining needs and strategizing to fulfill them

ii. Future Mobility Corp’s acquisition of BMW’s electric vehicle development team

B. Succession Planning and Leadership Development

i. Recruitment and retention are tied to employee perception of developmental

opportunities

Bauer, Human Resource Management

SAGE Publishing, 2020

C. Labor Market Conditions

i. Fundamental aspect of workforce planning and recruitment strategies

ii. Labor market conditions: number of jobs available compared to the number of

individuals available with the required KSAOs

D. Workforce Labor Shortages

i. Refers to labor market conditions where there are more jobs than workers

E. Workforce Labor Surpluses

i. Slack: labor market conditions where there is more available labor than

organizations can use

F. Talent Analysis

i. Gathering data to determine potential talent gaps

ii. Talent pool: group of individuals who possess the KSAOs to fill a particular role

II. The Recruitment Process: identify and attract individuals capable of filling organizational

roles

A. Why Recruitment Matters

i. Innovation, firm performance, organizational culture

ii. Definition of HRM

B. Recruitment Strategy

i. Recruitment objectives

Bauer, Human Resource Management

SAGE Publishing, 2020

b. Placement: two aspects of strategy development

iii. Recruitment activities

C. The Role of Recruiters in the Recruitment Process

i. Hiring manager: person who asked for the role to be filled and/or who the new

hire will be reporting to as their manager

III. Stages of Recruitment: critical concept of the recruitment funnel and three fundamental

stages of recruitment

A. Generating Applicants

i. Applicant quantity and quality

B. Recruitment Sources

i. See Table 6.1

a. Applicant Tracking System: centralized way to house employee and

applicant data in a single repository

vi. Internal job boards

ix. Employee referrals

a. Example: Google referral bonus

b. SHRM recommendations

x. Search firms

a. Example: Time Warner, Inc. usage of search firms

xi. University relationships

a. Example: RightNow Technologies, Inc.

Bauer, Human Resource Management

SAGE Publishing, 2020

b. How would you discuss these ethical issues with the decision makers in

xiv. Social networking sites

a. Example: PepsiCo, Innovis Health, Marriot

xv. Employment agencies

a. Flexible workers

IV. Recruiting for Diversity: laws to protect against discrimination, positive effects of diversity,

attracting and retaining a diverse workforce

A. Gender Diversity

i. Industry challenges for recruiting and maintaining women

a. Key activities to attract and retain women

B. Racial Diversity

i. Importance of strategic ad placement

C. Age Diversity

i. Demographic changes and implications for recruitment

D. Veterans

i. Challenge of matching KSAOs of military positions to civilian ones

E. Differently Abled Individuals

i. Americans with Disabilities Act (ADA)

a. Full force during recruitment and selection

V. A Broader View of Workforce Planning and Recruitment: considerations of how to evaluate

the effectiveness of recruitment efforts, keep applicants interested and motivated, and

choose the right job for the right applicant

A. Recruitment Results: Evaluating Effectiveness and Metrics

Bauer, Human Resource Management

SAGE Publishing, 2020

B. Maintaining Applicant Interest and Participation

i. Treatment during recruitment

a. Recruiter behaviors

b. Timing and communication

ii. Interviews

iii. Site Visits

a. Serves important functions

b. Applicant feedback

C. Influencing Job Choice

i. Organizational image, brand, and reputation

a. Example: Google’s brand recognition and hiring process