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TENTH EDITON
Chapter 5
PowerPoint Presentation
© 2003 Southwestern College Publishing. All rights reserved. by Charlie Cook
© 2002 Southwestern College Publishing. All rights reserved. 1
Chapter 3 - HR Journal
Recruiting
– it is defined as a process that provides the
organization with a pool of qualified job candidates
from which to choose.
Labor Markets
– The external supply pool from which organizations
attract their employees
Labor Force Population
– All individuals who are available for selection if all
possible recruitment strategies are used.
Applicant Population
– A subset of the labor force that is available for
selection using a particular recruiting approach.
Applicant Pool
– All persons who are actually evaluated for selection
Figure 7–1
© 2002 Southwestern College Publishing. All rights reserved. 7
Labor Markets and Recruiting Issues
Geographic Labor Markets
– markets can be local, area or regional. Local and area labor
markets vary significantly in terms of workforce availability.
Educational and Technical Labor Markets
– employers many need individuals with specific licenses,
certifications, or educational backgrounds.
Industry and Occupational Labor Markets
– labor markets can be classified both industry and
occupation. e.g nursing graduates, BPO, IT
Labor Markets
Internal
Recruitment
Internet
Methods
External
Figure 7–5
© 2002 Southwestern College Publishing. All rights reserved. 11
Internet Recruiting Methods
Job Boards
Internet
Professional/
Recruiting
Career Web Sites
Methods
Advantages Disadvantages
– Recruiting cost savings – More unqualified applicants
– Recruiting time savings – Additional work for HR staff
– Expanded pool of applicants members
– Morale building for current – Many applicants are not
employees seriously seeking
employment
– Access limited or
unavailable to some
applicants
Media Sources
–newspapers, magazines, television, radio, and
billboards
Employment Agencies (Private and Public
–An organization that specializes in finding jobs
for applicants and finding applicants for
organization looking for employees
Yield ratios
– A comparison of the number of applicants at one stage of
the recruiting process to the number at the next stage
Selection rate
– Percentage hired from a given group of candidates
Acceptance Rate
– Percentage of rejected job offers
Success Base Rate
– Comparing percentage rate of past applicants who were
good employees to that of current employees.
© 2002 Southwestern College Publishing. All rights reserved. 16
Recruiting Evaluation Pyramid
Figure 7–9
© 2002 Southwestern College Publishing. All rights reserved. 17
Job Analysis
Job Analysis
–is a formal system developed to determine
what tasks people actually perform in their
jobs.
Job Design
–Refers to how a job can be modified or
changed to be more effective—for example,
changing tasks as new technology becomes
available.
Job Description
–A list of tasks, duties, and responsibilities of a
job.
Job Specifications
–The skills and abilities the person must have
to perform the job.