Finding Internal Candidates Posting open job positions Rehiring former employees Hiring-from-Within Tasks Succession planning (HRIS)
Finding Internal Candidates • Job posting – publicizing the open job to employees (usually by literally posting it on company intranets or bulletin boards). • Succession Planning – Entails three steps: • Identifying and analyzing key jobs • Creating and assessing candidates • Selecting those who will fill the key positions.
Outside Sources of Candidates 1 2 3 4 5 Advertising Recruiting via the Internet Employment Agencies Temp Agencies and Alternative Staffing Offshoring/Outsourcing 6 7 8 9 On Demand Recruiting Services (ODRS) Executive Recruiters College Recruiting Referrals and Walk-ins Locating Outside Candidates
Recruiting via the Internet • Advantages • Cost-effective way to publicize job openings • More applicants attracted over a longer period • Immediate applicant responses • Online prescreening of applicants • Links to other job search sites • Automation of applicant tracking and evaluation • Disadvantages • Exclusion of older and minority workers • Unqualified applicants overload the system • Personal information privacy concerns of applicants
Advertising for Outside Candidates • The Media Choice – Selection of the best medium depends on the positions for which the firm is recruiting. • Newspapers: local and specific labor markets • Trade and professional journals: specialized employees (Sales Management) • Internet job sites: global labor markets • Constructing (Writing) Effective Ads – Create attention, interest, desire, and action (AIDA). – Create a positive impression (image) of the firm.
Employment Agencies Public agencies Private agencies Types of Employment Agencies Nonprofit agencies
Why Use a Private Employment Agency? • No HR department: firm lacks recruiting and screening capabilities to attract a pool of qualified applicants. • To fill a particular opening quickly. • To attract more minority or female applicants. • To reach currently employed individuals who are more comfortable dealing with agencies than competing companies. • To reduce internal time devoted to recruiting.
Avoiding Problems with Employment Agencies • Give agency an accurate and complete job description. • Make sure tests, application blanks, and interviews are part of the agency ’ s selection process. • Review candidates accepted or rejected by your firm or the agency for effectiveness and fairness of agency ’ s screening process. • Screen agency for effectiveness in filling positions. • Supplement the agency ’ s reference checking by checking the final candidate ’ s references yourself.
Specialized Staffing and Recruiting • Alternative Staffing – In-house contingent (casual, seasonal, or temporary) workers employed by the company, but on an explicit short-term basis. – Contract technical employees supplied for long- term projects under contract from outside technical services firms.
- Spring '18
- supervisor, Job Analysis and Talent