Recruitment___Careers_Study_Note

Recruitment___Careers_Study_Note - RECRUITMENT AND CAREERS...

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RECRUITMENT AND CAREERS STUDY NOTE STUDY NOTE I. RECRUITING TALENT EXTERNALLY Recruiting is the HR function concerned with locating and encouraging potential applicants to apply for existing or future job openings. Recruiting can basically be done internally or externally (or in combination). However, it’s not a question about whether or not candidates will be recruited from outside of the organization. They definitely will be. The question is at what level they will be brought in—entry level or higher-rank levels. A. Outside Sources for Recruitment The type of recruitment often depends upon the positions being filled. Some firms keep detailed statistics by job type on the sources from which their employees are hired, which can be quite helpful. The ease with which employers can recruit external candidates will depend on whether the labor market is tight or loose. A tight labor market is one with low unemployment, while a loose labor market is one with high unemployment. Identify different occupations for which the labor market is currently tight or loose. Research suggests that recruitment sources affect job tenure and work performance. For example, employees who acquired their jobs through employee referrals or “walk-ins” tend to stay on the job longer and have better performance than employees who received their jobs by advertisements or employment agencies. 1. Advertisements. There appears to be a correlation between how accurately job advertisements are written and the success of an organization’s recruiting activities. Professional journals can be used to achieve a greater degree of selectively when it comes to attracting qualified versus unqualified candidates. 2. Unsolicited Applications and Resumes. Unsolicited applications can actually be a good source of applicants because it’s believed that people who seek out their employers versus the other way around actually make better employees. Because applicants are also oftentimes customers, the firm needs to treat unsolicited applications promptly and courteously. 3. Internet Recruiting. According to an SHRM study, the most common tactic used by job seekers is to search the Internet. Moreover, nine out of ten recruiters users the Internet to get the word out about job openings. Monster.com is the largest search site, with more than 25 million applications online. However, specialty internet sites like AttorneyJobs.com and AMFM Jobs (for radio personnel) are becoming more popular. 4. Employee Referrals. Employee referrals are the primary way most job positions are filled. Some potential negative factors associated with employee referrals include inbreeding and the violation of EEO regulations. 5. Executive Search Firms.
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Recruitment___Careers_Study_Note - RECRUITMENT AND CAREERS...

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