1.3-External Recruiting

1.3-External Recruiting - Unit 2, Lecture 1: External...

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RECRUITING EMPLOYEES Prof. John Kammeyer-Mueller MGT 4301 Unit 2, Lecture 1: External Recruiting
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Plan Where we are Discussed the primary goals of internal and external recruiting systems Discussed some metrics used in evaluating recruiting Where we want to be today Learn about external recruiting processes How we’ll know how we’re doing What is the importance of matching in the recruiting process? How do companies and employees learn about one another during recruiting? What are the outcomes of various recruiting strategies? Unit 2, Lecture 1: External Recruiting
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Nature of Staffing Definition “Staffing is the process of acquiring, deploying, and retaining a workforce of sufficient quantity and quality to create positive impacts on the organization’s effectiveness.” Implications of definition Acquire, deploy, retain Staffing as a process or system Quantity and quality issues Organization effectiveness Unit 2, Lecture 1: External Recruiting
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Why Is Recruiting So Important? Watson Wyatt estimated that if a company has an excellent recruiting function, is associated with 10% higher total market value All of the other staffing functions are contingent on recruiting the right people You can only select qualified candidates if they apply in the first place Good candidates could get more out of proper training and development opportunities Individuals who are in high demand will be especially able to pick companies that do a good job of recruiting Unit 2, Lecture 1: External Recruiting
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A Summary Model of Job Choice Decisions Unit 2, Lecture 1: External Recruiting Sources of information  Signals •Social information •Recruiting methods Reactions to  the Job  Attributes •Attitudes Recruiting outcomes  Job acceptance •Post-hire attitudes •Post-hire performance Moderators Credibility Richness
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Defining Effective Recruiting Salience The message reaches enough people The message reaches the right people (e.g., people who are qualified and likely to fit in well with the organization) Credibility The message being delivered is accepted by those hearing it Information is considered unbiased and objective Richness The message contains enough information for the candidate to appraise the position The message is sufficiently detailed Respondents can solicit more information if needed Unit 2, Lecture 1: External Recruiting
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Finding out About Jobs Signaling Factors that indirectly influence your image of what the company is likely to be Social information Discussions, rumors, and gossip Recruitment methods Overt efforts by the organization to produce a reaction in job seekers Unit 2, Lecture 1: External Recruiting
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Signaling Theory and Job Choice Signals Salient pieces of information that shape choices under uncertainty The attributes of any company are not known with certainty, and people are skeptical of company information Requires employees to look for signals of what the
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This note was uploaded on 07/18/2011 for the course MAN 4301 taught by Professor Kammeyer during the Fall '10 term at University of Florida.

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1.3-External Recruiting - Unit 2, Lecture 1: External...

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