Competencies for Recruitment and Selection Procedures 1. Describe how supervisors work with the human resources department to recruit new employees. 2. Explain how supervisors can make open positions easier to fill. 3. Identify the advantages and disadvantages of internal recruiting.
Job Descriptions/Job Specifications Recruitment Tools Job Description: For a specific job, a written summary of: • Duties • Responsibilities • Working conditions • Activities
Alternative Schedules • Flex-time—allowing employees to vary their times of arrival and departure • Job Sharing—allowing two or more part-time employees to assume responsibilities of one full- time job • Compressed Scheduling—allowing employees to work the equivalent of a standard workweek in less than the usual five days
Internal Recruiting—Advantages • Improves morale of promoted employee • Improves morale of other staff members • Managers can better assess the abilities of internal recruits • Successions help reinforce a company’s internal career ladder • Lower costs than external recruiting • Reduces training costs
Internal Recruiting—Disadvantages • Promotes inbreeding • Lower morale for those skipped over for promotions • Skipped over staff may feel favoritism exists • Filling a gap in one department may create a more critical gap in another
External Recruiting—Advantages • Brings new talent, new ideas into a company • Enables recruiter to find out about competing companies • Reinforces positive aspects of a company • Avoids “politics” of internal recruiting • Serves as a form of advertising
External Recruiting—Disadvantages • Difficult to find a good fit with company’s culture • May create morale problems if no opportunities for current staff • Orientation takes longer • Lowers productivity in the short run • Conflicts with internal and external recruits