Interm Living#Leon Taufani0008 - —————”’ 2...

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Unformatted text preview: —————”’ // 2 / Acquiring Human Resource Search firm fees are high College recruiting costs are high Internships Videoconferencing Capability specifications but also organizations to maint since the search firm has in often mutually beneficial to dates and the recruiter has inside e. In addition, the partnership allows ation’s open positions are marketed timate knowledge of the company. The partnership relationship is both parties since the company receives highly qualified candi— knowledge of the “unwritten” needs of the organization. be very high, with estimates ranging from 20 to 50 percent iduals placed. The reviews on the effectiveness of search firms are mixed. According to one review, 50 percent of the fulfilled job searches ntracts to fill positions are take twice as long to fill as promised. Less than 50 percent of co ather than a percentage of ever fulfilled.Al More search firms are now charging a flat rate r salary. Says one recruiter, ble to remain objective in pre- “By charging a flat rate, we are a senting candidates to the client -priced candidates; we show . We do not show only the high the most qualified.” Many companies have begun to demand the flat—fee approach because of the tendency of percentage-based recruiters to recommend high-priced candidates .‘2 A sliding scale fee structure can be negotiated so that as th e total number of placements in— s the fee percentage decreases. iting for professional us Visits: One major source of recru 43 Numerous organizations, and, in particular, the larger organizations, ear to inform graduates and future graduates or twice a y found that 59 percent of all managers and profes— ere hired through college recruiting.44 There ful at filling vacancies. There is a question ple most likely to be successful ates in excess of 50 percent for on fit to the organization’s cultur ain control over how the organiz The fees for search firms can of the first—year salaries of the indiv crease and managerial positions is Camp the college campus. send recruiters to campuses once about career opportunities. One survey sionals with less than three years’ experience w is no question that college recruiting is success as to the extent to which the vacancies are filled with peo within the organization. Some companies report turnover r new college graduates after only one year. The cost of college recruiting can be enormous. Estimates now run as high as $6,000 per hired graduate.45 Despite this substantial cost, program evaluation is rarely done and little attention is placed on recruiting processes. When evaluation has been done, the criterion for evaluation was simply filled vacancies or number of offers accepted rather than a mea- sure of the quality of those who are recruited or retention rates. Recruiters often receive lit- tle guidance on interviewing procedures, despite evidence that the interviewing format is important for the accuracy of the predictions that are made. The recruiting process should commence long before there are any visits to the campus. Recruiters should get familiar with the university and university personnel before their visit. I ob descriptions and specifications should be mailed to the campus before the recruiter arrives. Another good strategy is to set up internship programs through the university. In general, the most effective college recruiting efforts are those that facilitate a long—term relationship with the college through a variety of co tween the school and the orga— operative programs be nization. Again, record keeping on past experience will be very helpful in planning future s recruiting. Campusmonstencom and internshipprogram.com are great sources for students locate internships by geograph , industry, and salary. deoconferencing at college campuses. This allows for interview- effective than traditional face-to—face interviewing. The extent g is an effective approach to recruiting is another empirical mpare the effects (and costs) of cam pus visits with the lnternet. Most coll campu internships. Both sites help Some companies use vi ing that is much more cost to which videoconferencin uestion. There is now a need to co q recruiting (and interviewing) through of going online and may not be adversely affecte recruiting and interviewing.46 One of the largest recruiters of college graduate the ability of the government to attract the most qual survey found only 38 percent of graduates interested in careers with the federal govern- ment. The private sector was viewed as offering more prestige and power than the public sector.47 The research also indicate uld do a much better job recruit- d that the government co ing graduates by more on—campus visits and a concerted effort at dissolving the negative 1 public image. Two other sources and computerized services. T ege graduates are now capable d by highly efficient, computerized s is the federal government. Research on ified graduates is not encouraging. One (1 be mentioned are professional associations, for recruiting that shoul or associations within he first is professional societies ...
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