Chapter 4 - Human Resource Planning, Recruitment, and Selection

To fit organizations requirements you must assess

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Unformatted text preview: needs of a company • Fee is charged to the employer for services that are tailored to the employer • Law: job seekers cannot be charged for helping in finding work • • • • • • • • • Specialize in serving a specific occupational area such as office staff or technical Private agencies usually focus on clerical, technical, and junior- middle management Executive search firms focus on senior and executive management Charge employer 25 to 30% of annual salary if they find a candidate who gets hired Job seekers should find recruiter who is knowledgeable, experienced, and professional When talking with potential recruiters, individuals should discuss openly their philosophies and practices with regard to recruiting strategies (including advertising, in- house recruiting, screening procedures, and cost) Executive search firms (“headhunters”) tend to be very focused to specific employer o Employer pays fee of 30- 40 % of annual salary for position filled o Used by large companies to fill their top positions Agencies that provide temporary employees is one of fastest- growing recruitment sources o “temps” when managers can’t justify hiring full- time (vacation fill- ins, peak) o Use of temps helps maintain proper staffing levels – less cost o Employment cost is lower– dismissed without need to file employment insurance claims Contract employees and commitment to company is lower than full- time o May take confidential info to next employer, possibly a competitor Educational Institutions • Source of young applicants with formal training but relatively little full- time work experience • High school = clerical and blue- collar jobs • Community colleges = technical job candidates o Some white- collar jobs including sales and retail, management- trainee • University = technical and managerial positions Open Houses and Job Fairs • Usually if organization is expanding or looking for particular jobs of skills • Ex. Shortage of skilled trades = job fair at educational institution that graduates tradespeople Employee Referrals • Recommendations made by current employees • Quality of employee- referred applicants is normally high • Effectiveness of this recruitment effort can be increased by paying commissions to employees when they make a successful “recruitment sale” • Organizations needs to ensure in utilizing employee referrals...
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