Professional Documents
Culture Documents
Staffing the
Management Organization
TENTH EDITON
Chapter 7
PowerPoint Presentation
© 2003 Southwestern College Publishing. All rights reserved.
by Charlie Cook
Learning Objectives
▪ Recruiting
– The process of generating a pool of qualified
applicants for organizational jobs
▪ Labor Markets
– The external supply pool from which organizations
attract their employees
▪ Labor Force Population
– All individuals who are available for selection if all
possible recruitment strategies are used.
▪ Applicant Population
▪ Labor Markets
– The external supply pool from which organizations
attract their employees
▪ Labor Force Population
– All individuals who are available for selection if all
possible recruitment strategies are used.
▪ Applicant Population
– A subset of the labor force that is available for
selection using a particular recruiting approach.
▪ Applicant Pool
– All persons who are actually evaluated for selection
Figure 7–1
© 2002 Southwestern College Publishing. All rights reserved. 7–6
Labor Markets and Recruiting Issues
Labor Markets
Figure 7–2
© 2002 Southwestern College Publishing. All rights reserved. 7–8
Typical Division of HR Responsibilities
Figure 7–3
© 2002 Southwestern College Publishing. All rights reserved. 7–9
Organizational Recruiting Activities
Recruiting
Image
Recruiting Effective
Presence Recruiting
Training of
Recruiters
Organizational-Ba
sed vs.
Outsourcing
Recruiting
Source Choices: Strategic Regular vs.
Internal vs. Recruiting Flexible Staffing
External
Recruiting and
EEO/Diversity
Considerations
Figure 7–4
© 2002 Southwestern College Publishing. All rights reserved. 7–12
Advantages and Disadvantages of
Internal and External Recruiting Sources
Figure 7–5
© 2002 Southwestern College Publishing. All rights reserved. 7–13
Internal Recruiting Methods
Figure 7–6
© 2002 Southwestern College Publishing. All rights reserved. 7–14
Internet Recruiting Methods
Job Boards
Internet
Professional/
Recruiting
Career Web Sites
Methods
▪ Advantages ▪ Disadvantages
– Recruiting cost savings – More unqualified applicants
– Recruiting time savings – Additional work for HR
– Expanded pool of staff members
applicants – Many applicants are not
– Morale building for current seriously seeking
employees employment
– Access limited or
unavailable to some
applicants
Media External
Sources Labor
Recruiting Unions
and Job Fairs
Sources
Competitive Employment
Sources Agencies
and Search Firms
Figure 7–8
© 2002 Southwestern College Publishing. All rights reserved. 7–19
Evaluating Recruiting
Evaluating Recruiting
Efforts
Figure 7–9
© 2002 Southwestern College Publishing. All rights reserved. 7–22
Selection Methods
▪ Yield ratios
– A comparison of the number of applicants at one
stage of the recruiting process to the number at the
next stage
▪ Selection rate
– Percentage hired from a given group of candidates
▪ Acceptance Rate
– Percentage of rejected job offers
▪ Success Base Rate
– Comparing percentage rate of past applicants who
were good employees to that of current employees.