Human Resource SECTION 2

Staffing the
Management Organization

TENTH EDITON

Robert L. Mathis  John H. Jackson

Chapter
7

Recruiting in Labor Markets

PowerPoint
© 2003 Southwestern College Publishing. All rights reserved.
Presentation
by Charlie Cook
 Learning Objectives

After you have read this chapter, you

should be able to:
– Identify different ways that labor markets can
be identified and approached.
– Describe the phases in strategic recruiting
and the decisions made in each phase.
– Discuss the advantages and disadvantages of
internal versus external recruiting.
– Identify three internal sources for recruiting
and issues associated with their use.

© 2002 Southwestern College Publishing. All rights reserved. 7–2

 Learning Objectives (cont’d)

– Discuss why Internet recruiting has grown

and how employers are conducting it.
– List and briefly discuss five external
recruiting sources.
– Discuss three factors to consider when
evaluating recruiting efforts.

© 2002 Southwestern College Publishing. All rights reserved. 7–3

 Recruiting and Labor Markets: Key Terms

 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

© 2002 Southwestern College Publishing. All rights reserved. 7–4

 Labor Market Components: Key Terms
 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

© 2002 Southwestern College Publishing. All rights reserved. 7–5

 Labor Market Components

Figure 7–1
© 2002 Southwestern College Publishing. All rights reserved. 7–6
 Labor Markets and Recruiting Issues

Labor Markets

Geographic Industry Educational

Local
and and
Regional Occupational Technical
National Qualifications
KSAs
International

© 2002 Southwestern College Publishing. All rights reserved. 7–7

 Strategic
Recruiting
Stages

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

© 2002 Southwestern College Publishing. All rights reserved. 7–10

 Strategic Recruiting Decisions

Organizational-
Organizational-
Based
Basedvs.
vs.
Outsourcing
Outsourcing

Recruiting
Recruiting
Source
SourceChoices:
Choices:
Strategic
Strategic Regular
Regularvs.
vs.
Internal
Internalvs.
vs. Recruiting
Recruiting Flexible
FlexibleStaffing
Staffing
External
External

Recruiting
Recruitingand
and
EEO/Diversity
EEO/Diversity
Considerations
Considerations

© 2002 Southwestern College Publishing. All rights reserved. 7–11

 EEO and 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

Employer Web Sites

© 2002 Southwestern College Publishing. All rights reserved. 7–15

 Internet Recruiting
 Advantages  Disadvantages
– Recruiting cost savings – More unqualified
– Recruiting time savings applicants
– Expanded pool of – Additional work for HR
applicants staff members
– Morale building for – Many applicants are
current employees not seriously seeking
employment
– Access limited or
unavailable to some
applicants

© 2002 Southwestern College Publishing. All rights reserved. 7–16

 External Recruiting

College and High Schools and

University Technical Schools
Recruiting

Media Sources External

Labor
and Job Fairs Recruiting Unions
Sources

Competitive Employment Agencies

Sources and Search Firms

© 2002 Southwestern College Publishing. All rights reserved. 7–17

 Internet Job Searching

Source: Based on data from Greenfield Online

(www.greenfieldonline.com), as presented in The
Wall Street Journal, November 27, 2000, R32. Figure 7–7
© 2002 Southwestern College Publishing. All rights reserved. 7–18
 What to Include in an Effective Recruiting Ad

Figure 7–8
© 2002 Southwestern College Publishing. All rights reserved. 7–19
 Evaluating Recruiting

Evaluating Recruiting
Efforts

Evaluating Evaluating Evaluating

Recruiting Time Recruiting
Costs and Required to Quality and
Benefits Fill Openings Quantity

© 2002 Southwestern College Publishing. All rights reserved. 7–20

 Recruiting Evaluation

 General Areas for Evaluating Recruiting

– Quantity of applicants
– EEO goals met
– Quality of applicants
 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
– The percentage hired from a given group of
candidates

© 2002 Southwestern College Publishing. All rights reserved. 7–21

 Recruiting Evaluation Pyramid

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.

© 2002 Southwestern College Publishing. All rights reserved. 7–23