Reduced training expenses by hiring people with

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Reduced training expenses by hiring people with appropriate KSAs o May still have to provide cultural/firm specific training - Enable the organization to more easily meet EEO goals Cons - Organizations will make mistakes in hiring even when they use the best selection devices - Increased recruitment costs - Takes longer to fill positions - Possible resentment from current employees – due to perceived inequity External Recruitment strategy - What type of individual should be targeted? - Where can these people be found? - How can they be reached? - What should be the nature of a site visit? Open vs. Targeted External Recruiting Strategy - Open o Cast wide net o Passive technique o Generate more diverse applicant pool o Could generate large applicant pool (possibly too large) - Targeted
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o Target segments of labor market o Based on KSAO requirements Some recruiting sources : - Faster or cheaper - Better at generating large number of hires - Better for long-term needs - Better for finding diver applicants - Etc. Choice of Source is determined by: - Labor market conditions** - Type of job and job requirements (varies by job) - Availability of sources o Restaurant and retail businesses like to go out and “steal” employees from other businesses - Past experience - Budget constraints - Unionization Current unemployment rate – 7.8% External Recruitment methods - Employee referrals - Internet recruiting o Company website o General/specialty job boards - College and school recruiting o Internships - Advertisements - Employment agencies and * search firms o Head hunters” have database of people in different companies o You are only as good as your database - Job fairs - Professional associations Types of Job Seekers* - Active people who need a job and are actively looking for information about job openings - Semi-Passive people who are interested in a new position but only occasionally actively look - Passive Currently employed and are not actively seeking another job, but could be tempted by the right opportunity o Many high-quality candidates are usually in this group, although it may be difficult to find them and interest them in your job opportunity o To find them use radio ads, employee referrals, direct emails, contact former employers, social networking sites Legal Issues: - Any ads should be screened to make sure it doesn’t reference a protected class
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- Organizations with affirmative action plans are likely to seek out recruitment sources that produce the most diverse applicant pool Realistic Job Previews - Used during selection process so that applicants may opt out if they feel the job is not right - Portrays a realistic picture of the job … positives and negatives - Videotape, on-site visit, description - Helps applicants select-out prior to starting - Make applicants more committed to their choice - Reduces turnover in the first few months - Helps new employees adjust, by giving them more information about the job before they begin Signaling Recruiter behaviors affect applicant attraction indirectly through influences
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  • Fall '12
  • STAFF
  • SELECTION DEVICES, applicant pool

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