Why use a private employment agency no hr department

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.
•
“Try it before you Buy it”
16
Lussier and Hendon, Fundamentals of Human Resource Management. © 2017, SAGE Publications.

Ten Test Rule for Contractors
DO NOT:
1.Train your contingent workers. Ask their staffing agency to handle training.
2.Negotiate the pay rate of your contingent workers. The agency should set pay.
3.Coach or counsel a contingent worker on his/her job performance. Instead, call
the person’s agency and request that it do so.
4.Negotiate a contingent worker’s vacations or personal time off. Direct the
worker to his or her agency.
5.Routinely include contingent workers in your company’s employee functions.
6.Allow contingent workers to utilize facilities intended for employees.
7.Let managers issue company business cards, nameplates, or employee
badges to contingent workers without HR and legal approval.
8.Let managers discuss harassment or discrimination issues with contingent
workers.
9.Discuss job opportunities and the contingent worker’s suitability for them
directly. Instead, refer the worker to publicly available job postings.
10. Terminate a contingent worker directly. Contact the agency to do so.
17
Lussier and Hendon, Fundamentals of Human Resource Management. © 2017, SAGE Publications.

External Recruiting: Advantages
•
Avoids creating or perpetuating
resistance to change
•
Finds individuals with complex skill sets
who are not available internally
•
Lowers training costs by hiring
someone with the requisite skills
•
Increases organizational diversity
18
Lussier and Hendon, Fundamentals of Human Resource Management. © 2017, SAGE Publications.

External Recruiting: Disadvantages
•
Disruption of introducing different ways of
operating
•
Takes more time and training costs
•
May adversely affect current employees’
motivation and satisfaction due to a
perceived inability to move up in the
organization
•
External hires have no history with the
firm
19
Lussier and Hendon, Fundamentals of Human Resource Management. © 2017, SAGE Publications.

Challenges and Constraints
in Recruiting
•
Budgetary Constraints
•
Policy Constraints and Organizational
Image
•
Job Characteristics and Realistic Job
Previews (RJP)
•
The Recruiter – Candidate Interaction
20
Lussier and Hendon, Fundamentals of Human Resource Management. © 2017, SAGE Publications.

Exhibit 5-2: Evaluation of Recruiting Programs
21
Lussier and
Hendon,
Fundamentals of
Human Resource
Management. ©
2017, SAGE
Publications.