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1 RECRUITING AND SELECTING EMPLOYEES Professor Bruce Fortado MAN 4301/6305 University of North Florida Recruitment = generating applicants Selection = choosing a person from the pool of applicants Considerations = (1) where to recruit, (2) whom to recruit, (3) how to recruit, (4) when to recruit, (5) who does the recruiting, and (6) what information to communicate to recruits (Breaugh, 1992: 39) What sources of applicants are available? Are some sources better than others? You should have some idea of the strong and weak points of the various sources. Employee Referrals (word of mouth recruitment) It is often assumed that good employees tend to refer similar applicants/friends (birds of a feather flock together). Further, the referral reflects upon the employee, so he/she will be careful . The employee normally has far more knowledge than could be obtained in a one hour job interview . The one-year survival rate of employees from this source is the highest of the external sources we will examine. Is this because: (a) these applicants have a more realistic feel for the good and bad points of the job and the company or (b) are referrals treated differently due to their inside contacts ? They have a friend that helps them fit in. It is probably some of (a) and (b). Bonuses and bounties may be offered to encourage referrals. One may only receive the reward if the person sticks for one year. Only a limited number of applicants can be expected from employee referrals. If you have few women and/or members of minority groups, this may be a problem (Dessler, 2011: 77). Employee referrals under these conditions may fail to provide greater diversification. When a referral is not hired, the internal contact may become disgruntled . Rehires (Former Employees) These candidates will have a realistic view , but their loyalty is often in doubt . This source was not normally relied upon. Car lots and restaurants/bars utilize this source on a regular basis. Recently, some of the people who went to dot-com firms have been returning to former employers. Promotions The is promotions from within. In some firms, this is the only real way to attain pay raises. Trade-offs can be identified here. Promotions from within foster greater commitment and enhance continuity , but can also result in a lack of new ideas (inbreeding, stagnation, groupthink, etc.). In the academic sphere, unlike most companies, people are sought from as many other institutions as possible. There are two basic different systems: (a) managerial nominations (don't call us, we will call you, or "pre-selection"), and (b) job posting = this is open to all, so motivation should be enhanced . You may find a diamond in the rough (better quality candidates should result from an open competition). A known time line should be specified (this is slower than managerial nominations ). The numerous interviews are more costly . People may also get their hopes up, and
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This note was uploaded on 07/09/2011 for the course MAN 4401 taught by Professor Fortado during the Spring '11 term at UNF.

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