qualified candidates • The more qualified the pool the better the success rate in selection • Can help the organization meet affirmative action goals • Can increase organizational effectiveness Internal Sources and Methods • Sources – Promotion from within – Transfer – Job rotation – Rehires and recall • Methods – Job posting – Skills inventory External Sources • Employee referrals • Walk-ins • Employment agencies • Other companies • Temporary help • Trade associations & unions • Schools • Hiring fairs • Aliens External methods • Radio & TV • Newspapers and trade journals • Computerized services Increasing the Pool • Conveying the information – Job interview • The usual interview • The realistic interview – Job matching – Early entry: High school programs Increasing the Pool, Cont. • Expanding Job opportunities – Examine entry position qualifications – Provide training, career paths, mentoring • Alternative work arrangement – Flextime – Compressed work week – Telecommuting – Job sharing Increasing the Pool, Cont. • Security – Core of full time employees – Mantle of free lancers, contract workers, temps, and part-timers Job Search from the Applicant’s Perspective • Sources – Referrals – Direct application – Advertisements – Employment agencies Job Search, cont. • Intensity of search – financial need – self-esteem – training • Evaluation of choices – Occupational choice – Organizational choice Employee Socialization • Pre-entry • Entry • Orientation & mentoring Issues • Work force diversity • Evaluation of recruitment process • Contract recruiting • Rejection • International comparisons Backwards & Forwards • Summing up: We’ve considered the importance of recruitment to the organization, internal & external sources for recruiting, ways to increase the pool of qualified applicant job searching, and some current issues. • Looking ahead: Next time we begin examining staffing & selection