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 HRM

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

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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 HRM
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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

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