MANA 3320 1st Edition Lecture 9 Outline of Last Lecture I 13 Methods of Recruiting Externally Outline of Current Lecture I 13 Methods of Recruiting Externally II Recruiting Metrics III Improving the Effectiveness of Recruiting IV Recognizing Different Career Paths Current Lecture 13 methods of Recruiting Externally o o 4 Job fairs Companies combining together for regional job fairs Advertised in newspapers radio billboards 5 Employee referrals o o o 6 Re recruiting Calling people who are laid off back to work Common in unionized companies 7 Executive search firms Hired by a company to find or hire a big executive Don t advertise openings Sometimes called headhunters 8 Educational institutions o Nepotism hiring family Colleges universities 9 Professional associations Recruit via job openings through published journals These notes represent a detailed interpretation of the professor s lecture GradeBuddy is best used as a supplement to your own notes not as a substitute o 10 Labor unions o o o 11 Public employment agencies All run by state gov t and each state has one Texas Workforce Commission unemployment agency in TX 12 Private employment and Temporary Agencies Commonly referred to as temp agencies For profit groups that work like public employment agencies aren t run by gov t 13 Employee leasing Recruiting metrics o o Yield ratio The percentage of applicants from a recruitment source that make it to the next stage of the selection process The higher the yield ratio the better the source of recruiting will be Cost of recruitment o Cost per hire Helps to determine which method of recruitment to use Improving the effectiveness of recruiting o Realistic job preview Usually through craft unions skill trade unions like construction Informing all job applicants about all aspects of the job opening including the desirable and undesirable facets o Surveys o Recruiting metrics Career Growth Promotions o Merit o Seniority o Reward for good behavior Length of time of service Potential Recognize different career paths o Promotions o A change of assignment to a job at a higher level in the organization Transfer Promote so they get better for the company Placement of an individual in another job for which the duties responsibilities status and remuneration are approximately equal to those of the previous job o Dual career paths for employees o Boundary less career o Help employees progress beyond career plateaus Other important talent concerns o Recruiting the disabled o Employing the older workforce o Employing dual career couples
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