Topic 2: Recruiting Talent
Steps for the recruitment process
1. establish recruitment objectives 2. develop a recruitment strategy 3. carry out recruitment activities 4. evaluate recruitment results
Cost per Hire ratio
(CPH) directly measures the financial effectiveness of recruitment efforts. is determined by combining all internal and eternal costs associated with hiring during a certain time period, and then dividing that number by the total number of tries during the same time.
The information contained in a job specification typically falls into one of three categories
1. General qualification requirements such as experience, training, and specific job preparation. 2. Educational and professional requirements including high school, vocational education, university degrees, and professional certifications. 3. Knowledge, skills, and abilities.
The major items included in a job description are:
1. Identification: job title, job number, department, and location in the organizational hierarchy. This section may also include the date the analysis was performed, reporting relationships, the number of employees holding the job, exempt or nonexempt status for taxes, and pay grade. 2. Job summary: a general summary of the major responsibilities that make the job different from others. 3. Duties and responsibilities—these are the essential functions of a position. A description of duties and responsibilities includes the major tasks, duties, and responsibilities for the job. This section should also include the percentage of time devoted to each duty; relationships with other positions inside and outside the organization; machines, tools, and materials used to perform the job; working conditions; potential hazards; and supervisory responsibilities. 4. Job specification: Most job descriptions also include job specification information, such as the knowledge, skills, and abilities required to perform the job, plus the amount of education and experience needed.
An organizations should periodically evaluate its recruiting process to look of improvements and ways to cut costs. The following issues should be examined during an evaluations
1. What is the average cost per hire? 2. What is the average fill time? 3. How long do new employees stay, and what is the average turnover? 4. Are the yield ratios acceptable, and if not, can they be improved? 5. are the recruiting advertisements effective? 6. are the recruiting efforts consistent with the equal employment opportunity and affirmative action goals of the company? 7. are the procedures for collecting and storing applicant information designed to avoid unnecessary inconvenience? 8. are the criteria used for screening applicants appropriate? 9. What is the organization's image, and can it entice people to accept employment?
The yield ratio is determined by the following
1. identify the number of applicants from each source 2. identify the number of applicants from each source that made it through the 2nd round of recruitment 3. take the total number of applicants who made it to the 2nd round of recruitment and divide that number by the number of applicants from a particularly source.
Three steps to developing a competency models
1. list the kinds of knowledge, skills and abilities that seem important to successful job performance. 2. systematically survey the opinions of content experts, especially those who currently work within the target occupation. 3. conduct a validation study to demonstrate a statistical relationship between the presence of these competencies and measures of individual and organizational performance.
reasons why the recruitment process would be altered
1. the organization 2. the positions recruited 3. the economic conditions
Three important recruiting metrics
1. yield ratio 2. quality hire measurement 3. cost per hire
Which of the following is NOT necessary for a recruitment message to have an impact on prospective applicants?
A completely positive message The recruitment message should be meaningful to the targeted individuals, specific, and honestly represent the organization. If the message is completely positive, then some applicants that enter the job and find out about the negatives of the job may have a higher turnover rate than if they would have known the realities of the job in the first place.
What is a phantom applicant?
A person hired to apply for a job in order to get information about the application process Organizations may enlist the help of a "phantom applicant"; one who applied for the job solely to gain information on the application process itself.
All of the following are consequences of providing an honest recruitment message EXCEPT... Applicants are more likely to trust the organization as a whole Applicants are more likely to leave the job Applicants are more likely to enjoy the job Applicants are more likely to stay in the job
Applicants are more likely to leave the job
Which of the following is NOT a recruiting metric?
Benefit cost ratio. The three recruiting metrics are yield ratio cost per hire quality hire measurements
What is the difference between job analysis and a competency model?
Competency models work across particular industries to help the external workforce know the general competencies needed for a specific type of career.
Which of the recruitment metrics measures the financial effectiveness of recruitment efforts?
Cost per hire
Why are employee referrals so effective?
Current employees value their reputation and so will refer only those they think will make good employees
When does the first stage of talent management begin?
During recruitment Talent management is a holistic approach to managing the human capital of an organization. The first stage of talent management begins during the recruitment process. Desired applicants must be targeted in order for the latter stages of talent management to be effective.
External Sources of Recruiting
Employee Referrals Organizational websites Social Media Internet recruiting College recruiting Seeking Job Candidates in underutilized ways Public Employment Agencies Private Employment Agencies Media Temporary agencies Job fairs, open houses, and hospitality suites Resume Sharing
What is the last step you should complete according to the model of the recruitment process discussed here?
Evaluate Recruitment Results
True or false: internal recruiting usually works very well for organizations that are growing rapidly and have a large demand for high-talent professionals.
False As valuable as internal recruiting is, internal recruiting does not always produce enough qualified job applicants. This is especially true for organizations that are growing rapidly or that have a large demand for high-talent professional, skilled, and managerial employees. As a result, organizations must often recruit from external sources.
True or false: the two commonly raised concerns about hiring seniors, absenteeism and higher medical costs, have been found to be accurate.
False Seniors often exhibit lower absenteeism than their younger counterparts. Although seniors may place a priority on health care benefits, they typically are not any more expensive, in terms of health care costs, than other workers.
Which is an oft-overlooked source of new employees? Employees of competing organizations Employee referrals Former employees Current employees
Former employees
To determine turnover rates
HR professionals simply divide the number of employees who leave a positions by the total number of employees in that position.
Who should be involved in establishing recruitment objectives for an organization?
HR, managers, and job incumbents should all give input
All of the following are ways that an organization can make the site visit a better experience for the applicant EXCEPT... Be flexible to the applicant's schedule Have the applicant call on their way to the site visit to get driving/parking directions Arrange hotel and travel for out-of-town applicants Answer questions about the community as well as about the company
Have the applicant call on their way to the site visit to get driving/parking directions
How do economic conditions affect an organization's ability to attract and retain top-level employees?
In a strong economy, competition for similar employees increases.
Determining quality hire
In order to measure quality hire, many organizations will conduct a post-hire survey with managers at periodic intervals after an employee is hired. For example, the HR department may conduct post-hire surveys with the manager at periods of six months, one year, two years, and three years.
All of the following happen when specific information is included in the recruitment message EXCEPT... Increases in the pool of applicants who want specific information More realistic expectations for new hires Discouraging applicants who shouldn't be applying in the first place Increases in the pool of applicants that do not want specific information
Increases in the pool of applicants that do not want specific information Specific information can deter applicants who should not apply from applying, can increase the applicant pool if individuals desire the specific information, and can also provide realistic expectations regarding the job and what it's like to work for the company.
What is a job analysis?
It focuses on what the jobholder does and the knowledge, skills, and abilities needed to do it.
Why is it important to know the recruitment yield ratio?
It helps HR understand if their recruitment strategy is reaching the right applicants.
Which of the following is a reason that a company should not limit their application process to Internet and email only?
It may have adverse impact on minorities
Internal Sources of Recruitment
Job posting and Bidding Current and Former employees
When the unemployment rate in your location is low and you are having a hard time filling positions, what is one way you could recruit?
Look to other cities that have a soft labor market If the labor market is strong and unemployment is low in the city in which the organization is located (leading to high competition for workers), an organization may attempt to recruit workers from labor markets that are soft and unemployment is higher (thereby decreasing the competition for workers).
What is a common way to measure quality hire?
Measure new hire turnover rates
All of the following are ways smaller organizations go about becoming more visible to desired applicants EXCEPT... Attend more frequently local career fairs Target individuals with fewer job opportunities Highlight the benefits of working for a smaller company Operate in a more bureaucratic manner during the recruitment process
Operate in a more bureaucratic manner during the recruitment process
Which of the following is NOT included in the effective model for recruiting described in this section? Reaching any individual Evaluating the recruitment process Determining who should be involved in recruitment Planning interviews for potential employees
Reaching any individual
What does RJP mean?
Realistic Job Preview
What do recruitment metrics help HR do?
Track where candidates come from
True or false: the chances of referral applicants being hired has much to do with the perceived competence of the employee who made the referral.
True
True or False: A job analysis first shows what employees should do and helps organizations systematically select the right individuals for the job.
True A job analysis does important things for organizations--first, it says what employees should do.
True or false: a mistake often made by employers when recruiting is that their notices indicate hiring preferences which is illegal.
True Employers often make a variety of serious mistakes in their recruiting practices because their advertisements and notices indicate hiring preferences that are illegal. Unless there is a legitimate BFOQ, employers should avoid all forms of discriminatory recruiting practices.
True or False: job analysis and competency models are used to discipline employees.
True Job analysis information is used in human resource planning, recruiting, selection, orientation, compensation, training, discipline, safety, job redesign, and legal protection. In disciplinary matters, a job analysis is used to identify standards of acceptable performance that employees are expected to achieve.
True or false: the recruitment message can affect the retention ratio for new hires.
True The recruitment message can affect the retention ratio of new hires because if the message is honest and realistic, those that enter the job will have a realistic view of the job and those that didn't want those attributes in the job will have been deterred from applying in the first place.
True or false: even if an organization is targeting recent college graduates, it should probably refrain from stating so in a recruiting advertisement.
True This may signal an age preference, which is a protected class.
True or false: by evaluating a recruitment strategy, an organization can make changes that will increase the chances of meeting the strategy's objectives.
True To determine the effectiveness of the recruitment strategy, organizations should continually evaluate if the recruitment strategy is meeting the pre-defined, desired recruitment objectives. By doing so, organizations can be aware of necessary changes that need to be made to increase the chances that objectives are met.
What does self-insight mean?
Understanding one's own talents
What does position insight mean?
Understanding what a specific job requires Position-insight refers to one's understanding regarding the duties and responsibilities of the position for which he or she is being recruited. Organizations should strive to recruit individuals who possess excellent position-insight.
When using education institutions as a source for applicants, which type of educational institution is usually best for skilled trades and technical positions?
Vocational Schools Educational institutions are excellent sources of young applicants with varying amounts of formal training and relatively little full-time work experience. High schools are excellent sources for jobs that require very little skill such as some blue-collar jobs, clerical, and retail industry jobs. Vocational schools are good for skilled trades and technical positions and colleges and universities are good sources for supervisory, managerial, and professional positions.
Where is the first place an organization should look when it has a job opening?
Within its own organization
Functional Job Analysis
a method of work analysis that describes the content of jobs in terms of people, data, and things.
Human Capital is
an organization's most important asset.
Job Descriptions
form the foundation for many human resource functions. A job description identifies the essential functions of a job and provides information concerning a job's duties and responsibilities. Such a description should consist of accurate, concise statements that indicate what the employees do, how they do it, and the conditions under which they do it
Recruitment yield ratio
helps HR professionals understand whether their recruitment strategy is reaching the right applicants and whether the organization is recruiting from the most effective sources.
Which of the following is NOT an advantage of internal recruiting? Applicants are already familiar with the company culture. Applicants often require less training and need no orientation. Internal recruiting helps bring in new ideas and perspectives. Internal recruiting helps organizational morale.
internal recruiting helps bring in new ideas and perspectives.
Recruitment
is the process of attracting potential job applicants from the external labor force.
Competency Modeling
is the process of determining the specific competencies associated with successful, high performers in a particular occupation or industry
Job Analysis
is the process of studying the work done by employees. The information in a job analysis is vital for selection, training, and many other HR functions. A job analysis consists of analyzing the following things: the activities an employee performs; the tools, equipment, and work aids that an employee uses; and the working conditions under which the activities are performed.
Various methods of job analysis information
observations interviews questionnaires employee recordings
A competency refers to
the knowledge, skills, abilities, or behaviors that are essential for successful performance. A competency describes what people need to know and be able to do in order to execute their responsibilities effectively.
