Human Resource Management ESSENTIAL PERSPECTIVES © 2005 Southwestern College Publishing. All rights reserved. PowerPoint Presentation by Truong Thi Lan Anh Staffing the organization Section 3 Robert L. Mathis  John H. Jackson © 2005 Southwestern College Publishing. All rights reserved. Lan Anh 8–2 Learning Objectives After you have studied this section, you should be able to: – Discuss the advantages and disadvantages of internal and external recruiting. – Explain why Internet recruiting has grown and how employers are conducting it. – Discuss three factors to consider when evaluating recruiting efforts. – Describe why selection and placement must consider both person-job and person-organization fit. – Discuss several types of selection interviews and some key considerations when conducting these interviews. © 2005 Southwestern College Publishing. All rights reserved. Lan Anh 8–3 Strategic Recruiting Stages Figure 7–1 © 2005 Southwestern College Publishing. All rights reserved. Lan Anh 8–4 Recruiting and Labor Markets  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  Tight versus Loose Labor Markets – Low unemployment creates competition for employees, raising labor costs. – High unemployment results the availability of more applicants and more qualified applicants. © 2005 Southwestern College Publishing. All rights reserved. Lan Anh 8–5 Recruiting Decisions  Recruiting method – Advertising medium chosen, including use of employment agencies  Recruiting message – What is said about the job and how it is said  Applicant qualifications required – Education level and amount of experience necessary, for example  Administrative procedures – When recruiting is done, applicant follow-up, and use of previous applicant files © 2005 Southwestern College Publishing. All rights reserved. Lan Anh 8–6 Labor Markets and Recruiting Labor Market Characteristics Industry and Occupational Markets KSAs Geographic Markets Local, Regional National International Global Educational and Technical Markets Qualifications © 2005 Southwestern College Publishing. All rights reserved. Lan Anh 8–7 Strategic Recruiting Decisions  Organization-Based vs. Outsourced Recruiting – HR knows organization best – Outsourcing frees up time and decreases HR Staff  Professional Employer Organizations (PEOs) and Employee Leasing – Saves HR costs but increases total payroll costs – Increases compliance with government regulations and requirements. – Benefits may be more available © 2005 Southwestern College Publishing. All rights reserved. Lan Anh 8–8 Typical Division of HR Responsibilities: Recruiting Figure 7–3 © 2005 Southwestern College Publishing. All rights reserved. Lan Anh 8–9 Effective Recruiting Recruiting Presence and Image Training of Recruiters Regular vs. Flexible Staffing Effective Recruiting © 2005 Southwestern College Publishing. All rights reserved. Lan Anh 8–10 Regular vs. Flexible Staffing  Flexible Staffing – The use of workers who are not traditional employees. – Temporary workers • Hiring temporary staff members or contracting with agencies supplying temporary workers on a rate-per- day or rate-per-week basis. – Independent contractors • Workers who perform specific services on a contract basis. [...]... that are job content-related to the jobs for which the individuals are being screened © 2005 Southwestern College Publishing All rights reserved Lan Anh 8–35 Types of Pre-Employment Testing Used Source: Human Resource Executive, January 2001, 37 Used with permission © 2005 Southwestern College Publishing All rights reserved Lan Anh Figure 8–7 8–36 . Human Resource Management ESSENTIAL PERSPECTIVES © 2005 Southwestern College Publishing. All rights. organization Section 3 Robert L. Mathis  John H. Jackson © 2005 Southwestern College Publishing. All rights reserved. Lan Anh 8–2 Learning Objectives After you have studied this section, you