Management Chapter 6 Recruiting Highquality Talent The Calculation Most Often Used Measure Such Costs

Unlock access to all the studying documents.

View Full Document

Chapter 6: Recruiting High-Quality Talent

• The calculation most often used to measure such costs divides total recruiting expenses

for the year by the number of hires for the year:

6-7e. General Recruiting Process Metrics

• A cost–benefit analysis of recruiting efforts may include both direct costs and indirect

Teaching Tip: Use Figure 6-13 to discuss the role that yield ratios play in recruiting five

candidates from a pool of 100 applicants.

• This tool can approximate the required size of the initial applicant pool.

• The selection rate is the percentage hired from a given group of candidates.

6-7f. Improving Recruiting Effectiveness

• Recruiting effectiveness can be improved by using evaluation data to target different

Critical Thinking Challenges

1. What labor markets should be considered when recruiting to fill an opening for a

housekeeping staff at a local hospital? What labor markets should be considered for

staffing the chief surgeon for the local hospital?

2. Discuss ways a regional bank could effectively use the Internet to recruit bank tellers.

The bank could use job boards, professional/career websites, and the bank’s own website.

By using all of these three sources the bank is more likely to reach the largest number of

potential applicants. However, many employers have found their own websites to be more

effective and efficient when recruiting candidates. Some of the ways that the bank can

provide effective recruiting through the website are as follows:

• The career button should be on the home page, clearly labeled, and no more than

three clicks away.

3. Describe how a local firm might be able to utilize college/university interns to generate

future applicants for anticipated job openings within the next one to two years.

4. Assume you are going to look for a current job of interest to you. Utilize general job

websites such as Monster, Taleo, Job, Yahoo!, and Indeed to learn about job possibilities

for yourself.

5. Your small home health care service company of about 50 workers has traditionally

recruited employees using newspaper print advertisements. Applications have been

decreasing from these ads, so you are looking for alternative ways to generate more

applicant flow. The company president has requested that you, as HR manager, prepare an

overview of how educational/academic and Internet recruiting efforts might improve the

recruiting traffic. Present pros and cons of these new methods and compare them to

newspaper recruiting.

A. What will your company need to do differently to actively use educational/academic

and Internet recruiting as you compete with other employers for qualified applicants?

B. As you recruit home health care professionals, identify the niche websites that you

recommend be used for your Internet postings and the reasons for your

recommendations. Identify possible educational/academic sources in your region.

Case: General Electric Hires Marketing Expert to Build Employment Brand

Most job applicants are interested in the employment opportunities of companies that have a

strong and positive brand identity—an aspect that General Electric has identified and worked

toward, resulting in successful outcomes of its recruiting programs.

1. How would you evaluate General Electric’s decision to hire an individual with a marketing

background to lead the company’s recruiting efforts? Do you think this approach would

work in other organizations?

2. What are some ways that employers can use their brands to enhance the recruitment of

employees? What current issues could be connected to a brand in order to recruit qualified

and motivated employees?

Students’ answers will vary. Students may state that companies can share their brand’s

ideology by posting company videos, hosting blogs, and highlighting worker testimonials.

Supplemental Cases

Finding Employees in the Customer Database

This case illustrates how many organizations must ramp up their hiring during the holiday season

in order to adequately cover staffing needs. (For the case, visit MindTap® at

1. What are the advantages and disadvantages of using customer databases to recruit

employees?

2. What unique benefits might a company consider providing to seasonal workers that would

make the jobs more attractive?

Chapter 6: Recruiting High-Quality Talent

Employee discounts or advance notice on sales might interest seasonal workers.

FedEx’s Independent Contractors: Is the Company Really Recruiting Employees?

This case shows that to be able to define workers as independent contractors, an organization

must meet several legal requirements that distinguish independent contractors from employees.

1. Describe why FedEx’s delivery agreement blurs the line between being an employee of the

company and being an independent contractor for the company.

By definition, independent contractors are not covered by certain employment laws and do

not receive some benefits, but the loss of such protections is usually acceptable because the

independent contractor operates as a separate business entity. However, when a delivery

company starts to directly supervise an independent contractor’s work, the lines between

“contractor” and “employee” become blurred. The following material given in the case

clearly indicates that FedEx is directly supervising its independent contractor’s work:

• FedEx’s independent contractors must pass basic pre-employment tests

(physical/drug screenings), be good drivers with acceptable records, and possess an

2. How should the company address the interpretative problems associated with its delivery

agreement with independent contractors?

Chapter 6: Recruiting High-Quality Talent

• It should clearly specify how the deliveries are completed. The routes, hours of

operation, etc. should be clearly stated in the agreement.

• Because it is asking its independent contractor drivers to work up to 60 hours within

a typical workweek, it should see to it that the pay is sufficient.

Recruiting at Kia

This case highlights how the car manufacturer utilized an extensive recruiting process to hire

good employees at a facility located in Georgia. (For the case, visit MindTap® at

1. Describe how employing a large number of new workers requires strategic recruiting

planning and operational efforts, and discuss what aspects might be different in smaller

firms.

2. Discuss how utilizing the Internet, like Kia did and other employers do, is changing how

recruiting efforts are occurring for a variety of jobs in employers of different sizes.

Northwest State College

This case shows how recruiting policies can work against successful recruiting in a tight labor

1. List the reasons why you would not consider a position at Northwest State if you were a

potential applicant.

Chapter 6: Recruiting High-Quality Talent

Following are some of the reasons why students would not consider a position at

Northwest State:

• The salary scales and fringe benefits are considered to be slightly lower than the

compensation available at similar colleges in the region.

• The school’s policy requires that at least two candidates be invited to the campus

before any candidate can be hired so that adequate screening can take place. Often,

the result is a waiting period of two months between initial contact, application, and

campus interview for most applicants.

• Northwest State does not pay any travel expenses if the candidate is not hired; only if

the candidate is offered a position and accepts, is he or she fully reimbursed for

travel expenses.

• Usually, the payment comes about two months after the campus interview.

2. Evaluate the approval procedure for applicants.

Northwest State has a recruiting policy that requires final approval of candidates by the

3. What would be the components in a recruiting system you design?

Comments

The Northwest State College case demonstrates the need for a well-coordinated recruiting

program to meet staffing needs. It also shows a very common problem with many recruiting

programs, that of unnecessary red tape and counterproductive requirements. It is likely that this

Chapter 6: Recruiting High-Quality Talent

of competitiveness is seen in such problems as the long wait between initial contact and visits to

Enterprise Recruiting

This case highlights how a large car rental firm successfully uses a range of recruiting

1. How does having multiple recruiting means help Enterprise establish its brand?

2. Go to the Enterprise Website (www.erac.com/). Click on the various links to check out

career opportunities, information about Enterprise’s commitment to the environment and to

their employees, and other components. Click on “Apply Now” to see what positions are

available and where. Then evaluate how effective you feel the Website is as an

employment branding and recruiting resource.

Extra Teaching Video

On the Job Video: Money Desktop—Recruiting

This short video will help reinforce key points and may prompt additional discussion from the

class.