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// 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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- Spring '08