RECRUITMENT
Recruiting within the Organization
Benefits of a promotion-from-within policy:
- Capitalizes on past investments (recruiting, selecting, training, and developing) in current employees.
- Rewards past performance and encourages continued commitment to the organization.
- Signals to employees that similar efforts by them will lead to promotion.
- Fosters advancement of members of protected classes within an organization.
Limitations of a promotion-from-within policy:
- Current employees may lack the knowledge, experience or skills needed for placement in the vacant/new position.
- The hazards of inbreeding of ideas and attitudes (“employee cloning”) increase when no outsiders are considered for hiring.
- The organization has exhausted its supply of viable internal candidates and must seek additional employees in the external job market.
Internal Methods of Locating Qualified Job Candidates
- Human Resources Information Systems (HRIS)
Database systems containing the records and qualifications of each employee that can be accessed to identify and screen candidates for an internal job opening.
- Job Posting and Bidding
Posting vacancy notices and maintaining lists of employees looking for upgraded positions.
Recruiting Outside the Organization
- Labor Market
>Area from which applicants are to be recruited.
a.Tight market: high employment, few available workers
b. Loose market: low employment, many available workers
- Factors determining the relevant labor market:
> Skills and knowledge required for a job
> Level of compensation offered for a job
> Reluctance of job seekers to relocate
> Ease of commuting to workplace
> Location of job (urban or nonurban)
Outside Sources of Recruitment
Advertisements
- Unsolicited applications and resumes
- Internet recruiting
- Employee referrals
- Executive search firms
- Educational institutions
- Professional organizations
- Labor unions
- Public employment agencies
- Private employment agencies
- Temporary help agencies
- Employee leasing
Increasing the Effectiveness of Employee Referrals
- Up the ante.
- Pay for performance.
- Tailor the program.
- Increase visibility.
- Keep the data.
- Rethink your taboos.
- Widen the program.
- Measure the results.
External Recruitment Considerations
- Sources of Organizational Recruiters
Professional HR recruiters
HR generalists
Work team members
- Requirements for Effective Recruiters
Knowledge of the recruited job’s requirements and of the organization
Training as an interviewer
Personable and competent to represent the organization
- Realistic Job Previews (RJP)
Informing applicants about all aspects of the job, including both its desirable and undesirable facets.
Positive benefits of RJP
Improved employee job satisfaction
Reduced voluntary turnover
Enhanced communication through honesty and openness
Realistic job expectations
Issues in Recruiting Protected Classes
- Recruitment of Women
Growth of women in the workplace
Increase in females in management roles
Stereotyping and gender conflicts
- Recruitment of Minorities
Educational and societal disadvantages
Retention in organizations
Affirmative action
Issues in Recruiting Protected Classes
- Recruitment of the Disabled
Increasing numbers of disabled in the workforce
Stereotyping of the disabled versus their superior records for dependability, attendance, motivation and performance
Accommodations for physical and mental disabilities
- Recruitment of Older People
Increasingly returning to the workplace
Have valued knowledge, experience, flexibility and reliability as employees
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