MANA 3320 16th Edition Exam 2 Study Guide Lectures 8 12 Lectures 8 12 Tuesday February 17 Tuesday March 17 CH 5 Expanding the Talent Pool Recruitment and Careers Should the company recruit internally or externally o Most managers try to follow a policy of filling job vacancies above the entry level position through promotions and transfers o By filling vacancies in this way an organization can capitalize on the investment it has made in recruiting selecting training and developing its current employees who might look for jobs elsewhere If they lack promotion opportunities o There are advantages and disadvantages to both HR Advantages of internally Increases company loyalty Advance career Increases workforce morale Capitalizes on the investment the company has already put in the employees Most used method is job posting 13 methods of Recruiting Externally o o o 1 Advertisements Oldest and cheapest technique Reaches a large audience 2 Walk ins and unsolicited applicants and resumes Usually gets non exempt workers Non exempt workers vs exempt workers Non exempt are blue collar paid hourly can get overtime Exempt workers are white collar paid salaries 3 Internet social networking and mobile recruiting o o Before 2000 less than 3 of companies used the internet for recruiting Now there s over 4000 websites but only 3 of people get a job online 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 o o Recruit via job openings through published journals 10 Labor unions o Colleges universities 9 Professional associations o Nepotism hiring family Usually through craft unions skill trade unions like construction 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 Helps to determine which method of recruitment to use Improving the effectiveness of recruiting o Realistic job preview 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 o Reward for good behavior Seniority Length of time of service Potential Cost per hire Promote so they get better for the company Recognize different career paths o Promotions o A change of assignment to a job at a higher level in the organization Transfer 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 CH 6 Employee Selection 14 Tools of Selection o 1 Cover letters and unsolicited resumes Unsolicited resumes are used for white collar jobs Cover letters must be sent with resumes o 2 Social networking o 3 Video resumes o o 4 Application forms Meant for blue collar and office jobs Arrest questions are illegal conviction questions are legal Asking when you graduated high school is illegal since it is a backhanded way of determining age 5 Background investigations o o Blue collar and office jobs Used to be for criminal background checks now it includes education and military credentials 6 Polygraph tests Lie detector test Cannot be used as a selection tool except in Pharmaceutical industry Security companies All gov t agencies 7 Integrity and honesty tests Pencil and paper tests Used a lot in retail o 8 Medical examinations and physical ability tests o 9 Drug tests o o Legalized drug testing for all job applicant Legalized drug testing for employees o Federal contractors o Any company working with the DOD o Transportation industry Urine sample is most used 10 Interviews o Drug free workplace act First 2 5 min makes huge conclusions about candidate due to primacy effect 11 Checking references 1 Verify the candidate worked for them 2 What was the job title 3 What date did they start and depart 12 Credit checks Became more relevant when checking references became harder Credit checks can only be pulled if it is job related If they pull a credit report the applicant must be informed Tell the credit agency they are asking it for a job applicant Applicant must be given a copy of the credit report the company received If the applicant is not hired then they have to give the applicant the credit agency info o 13 Biodata tests o 14 Personality and interest inventories Not very valid Business do look at these traits Introvert extravert Agreeableness disagreeableness Consistent inconsistent behavior Neuroses Open to ideas or not Film on Interviewing o o 6 things interviewers look for 1 Mature and realistic and normal 2 The ability to do the job 3 Training and experience 4 Show a willingness to do the job and positive nature 5 How well you get along with others 6 Genuine desire to meet organization s goals 4 steps to successful interviews 1 Self organization Analyzing assets achievements liabilities and goals objective in your resume 2 Interview preparation Research Questions to expect o usually based on work experiences o communication skills analytical skills leadership skills Questions to ask o Asking questions shows you have prepared for the interview and done research What to take o Current resume references list of 10 questions letters of recommendation pen paper portfolio or samples of work 3 Interview conduct Arrival Appearance Attitude Self control Conveying motivation and enthusiasm Discrimination Multiple interviews 4 Follow up Practice with peers Thank you letters 8 Interviewing methods o o o o 1 Nondirective interview Applicant determines the course of discussion while the interviewer refrains