Recruiting Yield Pyramid
HRM and Competitive Advantage
HR Planning Job Analysis
Recruitment Selection
Competence Motivation Work Attitudes Output Retention Legal Compliance Company Image Cost Leadership
District attracts top candidates, with 95% of new
hires in the past year being highly qualified Through the use of automated services, the district saves about $10 million per year
Training/Develop. Performance App. Compensation Productivity Imp.
Product Differentiation
Workplace Justice Unions Safety & Health International
Linking Recruitment Practices to Competitive Advantage
Older workers
Qualified workers with disabilities
Recruitment Planning Steps
1. 2. 3. 4. 5. Identify the job opening. Decide how to fill the job opening. Identify the target population. Notify the target population. Meet with the candidates.
Recruitment
The process of attracting individuals on a timely basis, in sufficient numbers, and with appropriate qualifications, and encouraging them to apply for jobs with an organization
Selection
The
process of choosing from a group of applicants the individual best suited for a particular position and an organization.
The Recruitment and Selection Process
When to Use Contingent Personnel
When
hard-to-find expertise required When staffing new offices in geographic areas far from main headquarters When projects have high risk factors
Opening Case: Gaining Competitive Advantage at the Los Angeles United School District Problem: A poor recruiting system resulting in low-quality hires Solution: Using an online system and rolling out the red carpet How the new recruitment process enhanced competitive advantage
Achieve Legal Compliance

Recruit underutilized groups.
Create a More Culturally Diverse Workforce

Extend recruitment efforts to disadvantaged groups.
Achieve Cost Efficiency

Limit recruitment costs without lowering productivity
Attract Highly Qualified Applicants
Capture
candidates’ attention. Stimulate candidates’ interest.
Step 1: Identify the Job Opening
Are any new budgeted positions opening soon? Is a contract under negotiation that may result in the need for additional hires? What is the amount of expected turnover in the next several months?
Internal Recruitment



Advantages Increases morale of all employees Knowledge of personnel records Chain effect of promotion Need to hire only at entry level Usually faster, less expensive Less orientation and training required
Productive Employees Increase Overall Productivity Improved Chances Of Selecting Best Qualified Competitive Advantage
Recruit HighQuality Applicants
Training Needs And Costs Are Minimized
Steps in Recruitment and Selection Process
The recruitment and selection process is a series of hurdles aimed at selecting the best candidate for the job.

Alternatives to Filling Job Openings
Outsourcing
Overtime
Job
elimination Job redesign
Step 2: Decide How to Fill the Job Opening
e
vs. contingency personnel? Internal vs. external recruiting?
Recruitment
Locate
applicants Attract applicants
Recruiting Program Goals
•
• • • •
Achieve cost efficiency Attract highly qualified candidates Help ensure employee retention Comply with nondiscrimination laws Create a more diverse workforce
Realistic Job Preview
Positive benefits of RJP Improved employee job satisfaction Reduced voluntary turnover Enhanced communication through honesty and openness Realistic job expectations
Disadvantages of Using Contingent Personnel
Contingent
personnel may need considerable orientation and training on company procedures. Contingent employees may be less committed to “host organization.”
Advantages of Using Contingent Personnel
Flexibility
to control fixed employee costs Relieves company of many of its HRM burdens Cost savings “Job tryout” for permanent positions
Factors Influencing Applicant Decisions
Alternative Job Opportunities
Recruitment Activities
Attractiveness of Company
Attractiveness of the Job
Realistic Job Preview
1.
2.
3.
4.
5.
Decide what positions you’ll have to fill through personnel planning and forecasting. Build a pool of candidates for these jobs by recruiting internal or external candidates. Have candidates complete application forms and perhaps undergo an initial screening interview. Use selection techniques like tests, background investigations, and physical exams to identify viable candidates. Decide who to make an offer to, by having the supervisor and perhaps others on the team interview the candidates.