Chapter 5 - Sourcing and Recruiting

Internal Recruiting Sources

Locates talent currently working for the company that would be a good fit with another position.

Realistic job previews (RJPs)

Presenting both positive and potentially negative information about a job in an objective way.

Job Fairs

A place where multiple employers and recruits meet to discuss employment opportunities.

Sourcing

Sourcing and recruiting are related but distinct activities. Sourcing - Identifying qualified individuals and labor markets from which to recruit. Sourcing uses analytical skills to generate recruiting leads.

Recruitment spillover effects .

The positive or negative unintended consequences of recruiting activities

internal job posting systems

communicate information about internal job openings to employees

sometimes a(n) _________ sourcing campaign is only useful for a few months or is copied by competitors and stops being a competitive advantage.

creative

Which type of recruiting source targets people outside the organization?

external recruiting

Creative sourcing

includes speed hiring, chat rooms, blogs, talent competitions, virtual job fairs, tours...etc.

Types of Job Seekers

(1) Active job seekers; (2) Semi-passive job seekers; (3) passive job seekers

Careers Sites

A careers site is the area of an organization's website devoted to jobs and careers with the company.

Employee Referrals

A method of external recruitment in which firms ask their employees to solicit applications from qualified friends and associates.

Résumé Databases

A searchable database of prescreened résumés.

brand

A symbolic picture of all the information connected to a company or a product, including its image. Brands are often represented by symbols such as logos, slogans, and designs.

Talent Inventories

A talent inventory is a manual or computerized record of employees' relevant characteristics, experiences, and competencies.

Recruiting

Activities that affect either the number or the type of people willing to apply for and accept job offers. Recruiting relies on interpersonal and communication skills that convert those leads into applicants and new hires.

Internet Data Exchange (IDX) policy

Allows all MLS members to have equal rights to display MLS data, while also respecting the rights of the property owner and real estate broker who represents the property owner to market the property as they wish

Online Job Boards

An Internet site that helps job seekers and employers find one another.

Previous Employees

An employee who voluntarily leaves may find that the new job is not what he or she expected, the new venture may not work out, or the person may decide that they miss working at your company.

Search Firms (Headhunters)

An independent company that specializes in the recruitment of particular types of talent.

What is an internal recruiting source?

An internal recruiting source locates current employees who would be a good fit in another position. Internal recruiting sources include: succession management talent inventories internal job postings

employer image

An organization's reputation as an employer.

An organization's image can:

Be positive or negative Be weak or strong Be clear or vague Vary from person to person Change over time

Commonly Used External Recruiting Sources

Careers sites Employee referrals Creative sourcing Internet data mining Job fairs Military transition services Non-U.S. citizens Observation Online job boards Previous employees Résumé databases Schools Search firms State employment agencies Walk-ins Written advertisements

Schools

Colleges and universities are a common recruiting source for both internships and full-time positions. Internships give employers a good look at potential hires, and they give interns the opportunity to evaluate whether the company is a place they would like to work.

The following is a list of strategic recruiting metrics one HR expert recommends tracking:

Manager satisfaction: Are the managers of employees in key jobs satisfied with the hiring process and the candidates sent to them? New hire satisfaction: Are applicants and new hires in key jobs satisfied with the hiring process? Training success: How well do new hires perform in training? Time to productivity: How long does it take for new hires to meet the firm's minimum output standards? Job performance: How well do new hires perform the job six to 12 months after hire? Failure rate: How many new hires in key jobs are terminated or asked to leave? Voluntary turnover: How many employees voluntarily quit within their first year?

Written Advertisements

One of the oldest methods of recruiting external applicants is through written advertisements in newspapers, magazines, trade journals, or anything job seekers are likely to read.

Offshoring and outsourcing

Opening a location in another country or outsourcing work to an existing company abroad.

Organizational image

People's general impression of an organization based on both feelings and facts.

Internet Data Mining

Proactively searching the Internet to locate semipassive and passive job seekers with the characteristics and the qualifications needed for a position.

internet data mining

Proactively searching the Internet to locate semipassive and passive job seekers with the characteristics and the qualifications needed for a position.

To improve their recruiting efforts, research suggests that organizations:

Provide applicants with sufficient information about the job and the organization to allow them to assess their fit. Hire personable and trustworthy recruiters. Make initial recruiting activities (job postings or on-campus recruiting efforts) attractive to candidates. Provide clear, specific, and complete information in recruitment materials and messages to help candidates make accurate inferences. Create a positive organizational image in the minds of applicants, both before and during recruitment. Respond quickly to applications and inquiries. Treat candidates fairly and respectfully throughout the recruiting process. Train recruiters to explain the company's selection procedures, keep candidates informed, and avoid communication delays to enhance perceptions of fairness.

strategic recruiting metrics

Recruiting metrics that track recruiting processes and outcomes that influence the organization's performance, competitive advantage, or strategic execution.

What is recruiting?

Recruiting refers to activities that affect either the number or the type of people willing to apply for and accept job offers.

Three functions served by an RJP are:

Self-selection: Providing a more balanced picture of the job and the organization allows applicants to drop out if the opportunity is not a good match for them.86 Vaccination: RJPs may "vaccinate" employees' expectations and allow them to develop coping mechanisms to deal with unpleasant features of the job. The employee is then better prepared and less negatively affected by the features. Commitment to the choice: Learning about potential negative aspects of a job before accepting a job offer may increase job commitment because the employee knowingly accepted the offer.

Applicant Tracking System (ATS)

Software that helps manage the recruiting process.Applicant tracking systems can be scaled to fit any size organization, and they are used to process job applications, manage résumé data, track where applicants are in the hiring process, and even automate the recruitment process.

active job seekers

Someone actively looking for information about job opportunities.

semipassive job seeker

Someone at least somewhat interested in finding a new job, but who inconsistently looks for one.

passive job seeker

Someone not actively looking for a new job but who could be tempted by the right opportunity.

Chapter 5 take away points

Sourcing and recruiting are related but distinct activities. Sourcing is more analytical and identifies qualified individuals and labor markets from which to recruit. Recruiting is more interpersonal. Recruiting activities influence the number or type of people willing to apply for and accept job offers. An active job seeker is actively on the job market and can be reached through traditional job advertising methods. A semipassive job seeker is somewhat interested in finding a new job but is not constantly looking for one. More proactive and strategic recruiting efforts are required to reach semipassive than active job seekers because they are not regularly looking at traditional recruiting channels. A passive job seeker is not actively seeking another job but could be tempted by the right opportunity. Because they are happy in their current positions, it often takes more time and information to persuade passive job seekers to pursue a different job opportunity. Recruitment spillover effects are the positive or negative unintended consequences of recruiting activities. Viewing every hiring prospect as a potential customer or lost customer and treating all applicants with respect promotes positive spillover effects. Realistic job previews present both positive and potentially negative information about a job in as objective a way as possible to allow prospective applicants to self-select into or out of consideration. People who would have been poor fits can self-select themselves out of consideration or not apply, and those who accept job offers are more likely to stay because they do not feel misled about the job and better know what to expect. An employer image is an organization's reputation as an employer. An employer brand is a summary of what a company offers to employees. Employer images are created and held by individuals, whereas organizations proactively create their brands. By increasing outsiders' understanding of what the company offers as an employer, employer brands increase a company's attractiveness as an employer.

What is sourcing?

Sourcing means identifying qualified individuals and labor markets from which to recruit, and it uses analytical skills to generate recruiting leads.

Some of the criteria companies use to evaluate recruiting source effectiveness are:

Speed Cost Applicant diversity Applicant quality Applicant quantity Identifying people who fit the company's culture Job offer acceptance rates

State Employment Agencies

State employment agencies serve both job seekers and employers. State employment agencies often provide interviewing, counseling, testing, and training services to better prepare job seekers for employment. They often offer specialized employment services for veterans, people with disabilities, and older workers.

External Recruiting Sources

Targets people outside the organization.

based on the information on the previous page about realistic job previews, why do you think the RJP has been effective in reducing turnover at sheetz's retail stores?

To give potential applicants a better understanding of the job requirements, personal appearance expectations, and pre-employment screening processes, they decided to develop an interactive web-based realistic job preview to help potential applicants assess if the job is right for them before applying.

Walk-Ins/Direct Applicants

Walk-ins - People who apply for a job based on a sign on company property.

Observation

Watching people working in similar jobs for other companies to evaluate their potential fit with your organization.

What type of job seeker is one who checks online job postings , send out resumes, and reaches out to connections on LinkedIn about job prospects?

active job seeker

sam is sending out resumes and talking to everyone he meets about his job hunting techniques. this is an example of a(n)

active job seeker

if a manufacturing company learns that its best employees tend to like NASCAR, and so the company sponsors a recruiting tent at NASCAR events, then this would be an example of_______

creative sourcing

What is an external recruiting source?

external recruiting source targets people outside the organization. External recruiting sources include: career sites creative sourcing employee referrals internet data mining job fairs

_________ systems are used to communicate information about an internal job opening to employees

internal job posting

If a company wants to communicate job openings to those who already work there, what can they use?

internal job posting systems

locating talent currently working for the company that would be a good candidate for another position is called_______

internal recruiting

Many firms, particularly those with a philosophy of promoting from within, first try to fill positions using __________ sources.

internal recruiting sources

relying exclusively on ________ to fill higher-level positions can limit new insights available to the organization

internal sourcing

someone who is not actively looking for a new job, but could be tempted by the right opportunity is known as a(n)

passive job seeker

_______are often of high quality but difficult to attract through conventional recruiting methods

passive job seekers

activities that affect either the number or type of people willing to apply for and accept job offers is referred to as

recruiting

Non-US Citizens

recruiting globally can dramatically increase the talent available to a company, hiring foreign workers to work in the United States requires sponsoring an immigration visa for them. The most popular employment-based immigration program, the H-1B visa, requires that the visa application process be repeated if the employee wishes to leave the sponsoring organization

someone at least somewhat interested in finding a new job, but who inconsistently looks for one, is known as a(n)

semi-passive job seeker

suzy spends time each morning identifying qualified individuals to recruit for her department. this is an example of

sourcing

each quarter Lisa's company asks her to name three people in her department who would make good managers in the future. this is an example of_______

succession management

Military transition services

such as the Army Career and Alumni Program, help to place separating professional and semi-professional military members, veterans and their family members

employer brands

summary of what an employer offers to employees,manage internal and external perceptions of what it is like to work there

The manual or computerized record of an employees' relevant characteristics, experiences, and competencies is called_______

talent inventory

succession management

the ongoing process of recruiting, evaluating, developing, and preparing employees to assume other positions in the firm in the future.The ongoing process of preparing employees to assume other positions in the organization.

efficiency oriented recruiting metrics

track how efficiently a firm is hiring