human resource
i want you to answer the case study by reading the case study and chapter 5 . i want it to be from your own words.
Summer 2020
HRM410: Techniques of Employee Selection & Recruitment
Weekly Assignment (Turnitin) – 2 –
Coverage: Chapter 5
Name
University ID No.
Case Study Recruiting and Selecting High-level Managers through the Internet
Refer to Ch
a
p
ter
5
,
r
ead the
C
ase
Study
and answer the
following questions:
1
)
What are the advantages and disadvantages of internet recruitment for
small but
expending
company like Jackson Hotels. How would you minimize the disadvantages?
(
3
0
%)
2
)
Look at three Web sites that contain job postings such as Monster, CareerBuilder, o
r the one
given in the case study. Write a short report about features, strengths, and weaknesses of each of
these Web sites.
(
4
0
%)
3
)
Which approach (Open or Targeted Recruitment) will be better for the external recruitment of
Jackson Hotels? Justify yo
ur answer with examples please.
(
3
0
%
) Techniques of Employee Selection &
Recruitment
Chapter 5: External Recruitment
Muhammet Sait Dinc
[emailprotected]
Textbook:
Heneman, Herbert Judge, Timothy A. and Kammeyer-
Muller, John (8th Edition 2014). Staffing
Organizations, McGraw-Hill Irwin. ISBN 13: 978-007-
108647-9.
mailto:[emailprotected]
Organization Strategy HR and Staffing Strategy
Staffing Policies and Programs
Staffing System and Retention Management
Support Activities
Legal compliance
Planning
Job analysis
Core Staffing Activities
Recruitment: External, internal
Selection:
Measurement, external, internal
Employment:
Decision making, final match
Organization
Mission
Goals and Objectives
Staffing Organizations Model
5-3
Chapter Outline
Recruitment Planning
Organizational Issues
Administrative Issues
Recruiters
Strategy Development
Open Versus Targeted Recruitment
Recruitment Sources
Recruiting Metrics
Searching
Communication Message
Communication Medium
Applicant Reactions
Reactions to Recruiters
Reactions to the Recruitment Process
Reactions to Diversity Issues
Transition to Selection
5-5
Learning Objectives for This Chapter
Be able to engage in effective recruitment planning activities
Understand the difference between open and targeted recruitment
Utilize a variety of recruitment sources
Evaluate recruiting based on established metrics
Create a persuasive communication message
Learn about a variety of recruitment media
Recognize how applicant reactions influence the effectiveness of a
recruiting plan
5-6
Recruitment Planning: Administrative Issues
In-house vs. external recruitment agency
Many companies do recruiting in-house
Recommended approach for large companies
Smaller companies may rely
on external recruitment agencies
Individual vs. cooperative recruitment alliances
Cooperative alliances involve arrangements to share recruitment resources
Centralized vs. decentralized recruitment
5-7
Recruitment Planning: Administrative Issues
Requisitions
Exh. 5.1: Personnel Requisition
Number of contacts
Yield ratio – Relationship of applicant inputs to outputs at various decision
points
Types of contacts
Qualifications to perform job must be clearly established
Consideration must be given to job search and choice process used by
applicants
5-8
Exh. 5.2:
Example Recruitment Budget
Should recruitment expenses be
charged to HR or to the business unit
using HR services?
Most organizations charge the HR
department, possibly to encourage
each business unit to use the
recruitment services of the HR group
May result in the business unit users
not being concerned about
minimizing costs.
5-9
Exhibit 5.3 Recruitment Guide for Director of Claims
5-10
Recruitment Planning: Administrative Issues
(continued)
Process flow and record keeping
Recruiters
Selecting recruiters
Training recruiters
5-11
Discussion questions
List and briefly describe each of the administrative issues that needs
to be addressed in the planning stage of external recruiting.
5-12
Considerations Related to Recruiters: Selection
Desirable characteristics of recruiters
Strong interpersonal skills
Knowledge about company, jobs,
and career-related issues
Technology skills
Enthusiasm
Various sources of recruiters
HR professionals
Line managers
Employees
5-13
Considerations Related to Recruiters: Training
Training
Traditional areas of training
Interviewing skills, job analysis, interpersonal skills, laws, forms and reports, company
and job characteristics, and recruitment targets
Nontraditional areas of training
Technology skills, marketing skills, working with other departments, and ethics
5-14
Strategy Development
Open vs. targeted recruitment
Choosing an audience
Recruitment sources
Choosing ways to get the message out
Recruiting metrics
Assessing the effectiveness of recruiting methods
5-15
Open vs. Targeted Recruitment
Open recruitment
Targeted recruitment
Key KSAO shortages
Workforce diversity gaps
Passive job seekers or noncandidates
Former military personnel
Employment discouraged
Reward seekers
Former employees
Reluctant applicants
5-16
Ex. 5.4 Making the Choice Between Open and
Targeted Recruiting
Recruitment Sources
Applicant initiated
Employee referrals
Employee networks
Advertisements
Employment websites
Colleges and placement offices
Employment agencies
Executive search firms
Professional associations and
meetings
Social service agencies
Outplacement services
Job fairs
Co-ops and internships
5-18
Features of High-Impact Organizational Websites
Easily navigated
A job cart function
Rsum builders
Detailed information on career opportunities
Clear graphics
Allow applicants to create profiles
Self-assessment inventories
5-19
Employee Referrals
One of the most common recruiting methods
Finds candidates who are better informed about organizational
culture and values
Lower turnover rates
Often boosted by providing cash bonuses to employees who refer
successful candidates
Employment Websites
Functionality
Ability to create and approve job
requisitions online
Manage recruiting tasks
Track the progress of open positions
and candidates
Report on recruiting metrics like time
to hire, cost per hire, or equal
employment opportunity (EEO)
General websites
Attract a wider variety of potential
applicants
Reach includes millions of users
Niche websites
Target individuals with specific skill
sets
Qualified and motivated user base
5-21
Metrics for Evaluating Recruiting Methods
Quantity
Quality
Cost
Impact on HR Outcomes
Employee satisfaction
Job performance
Diversity
Retention
Ex. 5.5 Potential Recruiting Metrics for Different Sources
5-22
Discussion question
List 10 sources of applicants that organizations turn to when
recruiting. For each source, identify needs specific to the source, as
well as pros and cons of using the source for recruitment.
Ex. 5.7 Comparing Choice of Messages
5-23
5-24
Searching: Communication Medium
Word-of-mouth
Recruitment brochures
Videos and videoconferencing
Advertisements
Classified advertisements
Online advertisements (banner ads)
Radio and television advertisements
Organizational websites
Direct contact (telephone or e-mail)
Exhibit 5.9 Factors for Designing
Organizational Websites
5-25
5-26
Applicant Reactions
Reactions to recruiters
Influence of recruiter vs. job characteristics
Influence of recruiter on attitudes and behaviors
Demographics of recruiters
Influential recruiter behaviors
Warmth and knowledge of the job
Reactions to recruitment process
Relationship of screening devices to job
Delay times in recruitment process
Funding of recruitment process
Credibility of recruiter during recruitment process
5-27
Reactions to Diversity Issues
Advertising in publications targeted at women and
minorities
Advertisements should depict diversity, especially
among those in positions of authority
Target older workers by flexible schedules, health and
pension benefits, and part-time opportunities
5-28
Transition to Selection
Involves making applicants aware of
Next steps in hiring process
Selection methods used and instructions
Expectations and requirements
5-29
Ethical Issues
Issue 1
Many organizations adopt a targeted recruitment strategy. For example, Home Depot has
targeted workers 50 and above in its recruitment efforts, which include advertising
specifically in media outlets frequented by older individuals. Other organizations target
recruitment messages at women, minorities, or those with desired skills. Do you think
targeted recruitment systems are fair? Why or why not?
Issue 2
Most organizations have in place job boards on their web page where applicants can apply
for jobs online. What ethical obligations, if any, do you think organizations have to individuals
who apply for jobs online?
Thank you
