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A final essay is requiredof each student. The page length is listed below.The subject of your paper is to involve any topical area covered in class (Chapter 5 Recruitment of Applicants) and must contain a minimum of 10 reference sources. Final essay should be (8-10 page, double-spaced, not counting cover and references). Place the title of the subject and your name on your paper.This paper will be ran through turnitin.
Text book:
Reference:
Gatewood, R. D., Feild, H. S., & Barrick, M. (2019).Human Resource Selection. (9thed.). New York, N.Y. Wessex Press, Inc. ISBN: 978-0-9995547-5-3.
CHAPTER 5
Recruitment of Applicants
© 2019 Wessex Press • Human Resource Selection 9e • Gatewood, Feild, Barrick
Learning Objectives
Understand the three key stages of recruiting.
Know what sources and information influence applicant choices at each stage.
Recognize differences across candidate “type,” such as college graduates, employed (passive) job candidates, and nontraditional workers (women, minorities, disabled, veterans, older candidates).
Understand how technology and globalization impact recruiting.
Recognize the impact the applicant pool (size, quality) has on the quality of selection decision.
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© 2019 Wessex Press • Human Resource Selection 9e • Gatewood, Feild, Barrick
Recruitment of Applicants
Recruitment is a distinctive process that is separate from, but parallel to, the selection process
The more successful the recruiting process, the more the firm benefits from rigorous selection – larger applicant pool
Recruitment critical to the organization because success of a company closely related to the quality of its workforce
This chapter covers the best recruiting methods, use of new technologies – Internet, social media, key prehire applicant reactions and attitudes
This chapter primarily focuses on external recruiting – requires generating interest when bringing a job opening to the attention of potential applicants not currently working for the organization
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© 2019 Wessex Press • Human Resource Selection 9e • Gatewood, Feild, Barrick
A Model of the Recruitment Process
The recruitment process proceeds through a few well-defined sequential stages:
Attracting and capturing the interest of potential applicants
Maintaining applicant interest
The organization’s decision to extend a job offer and postoffer closure
The model recognizes the shifting contextual factors and applicant perceptions of organizational activities across these stages.
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© 2019 Wessex Press • Human Resource Selection 9e • Gatewood, Feild, Barrick
A Model of the Recruitment Process
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© 2019 Wessex Press • Human Resource Selection 9e • Gatewood, Feild, Barrick
A Model of the Recruitment Process
Stage 1: Attracting and Generating Interest
Stage 1 involves a number of key organizational decisions:
Establish its recruitment objectives – number of acceptable applicants, meeting the organization’s legal and social obligations, increasing the success rate of the process
Strategic decisions for reaching objectives – type of applicants to pursue, target applicants broadly or focus on person-to-person methods, message orientation
Create a level of attraction for applicants to consider the firm’s job opening – organizational reputation, organizational size and age, profitability, life cycle of firm and industry, product awareness, location, organizational social relationships, “celebrity effects’
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© 2019 Wessex Press • Human Resource Selection 9e • Gatewood, Feild, Barrick
A Model of the Recruitment Process
Stage 1: Attracting and Generating Interest (cont.)
Applicant attraction also affected by job seekers’ desires, values, self-image
Experienced workers react differently than undergraduate college students
Persuasion
Does the applicant pay attention?
Does the applicant understand the message?
Does it lead to relevant behavior change so that the applicant applies for the job?
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© 2019 Wessex Press • Human Resource Selection 9e • Gatewood, Feild, Barrick
A Model of the Recruitment Process
Stage 1: Attracting and Generating Interest (cont.)
Targeting strategies:
Types of individuals willing to apply or accept a position if offered – certain demographic groups or those with certain psychological characteristics
Recruit broadly or to uniquely qualified people
Experienced workers?
College students?
Passive candidates?
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© 2019 Wessex Press • Human Resource Selection 9e • Gatewood, Feild, Barrick
A Model of the Recruitment Process
Stage 1: Attracting and Generating Interest (cont.)
The recruiting message:
Recruit with a positive message or a realistic one which allows job seekers to opt out
Decide how much job information to give
For targeted recruiting:
For applicants with high cognitive ability, describe job as challenging, stimulating, requiring intelligence, etc.
For applicants high in conscientiousness, use reliable, works hard, well-organized, self-disciplined, etc.
To attract conscientious racial minorities, use innovative and progressive
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© 2019 Wessex Press • Human Resource Selection 9e • Gatewood, Feild, Barrick
A Model of the Recruitment Process
Stage 1: Attracting and Generating Interest (cont.)
Recruiting methods – effectiveness of recruiting methods revolves around three issues:
Media richness – multiple informational cues
Media credibility – expertise and trustworthiness
Degree of attention required during information processing – central processing requires more
Importance of organizational reputation, PJ (person–job) fit and PO (person–organization) fit shift during the process
Considerations when evaluating recruiting methods – employee referrals and walk-ins, use of more informal methods has potential to create disparate impact, magnitude of different methods tends to be relatively small
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© 2019 Wessex Press • Human Resource Selection 9e • Gatewood, Feild, Barrick
A Model of the Recruitment Process
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© 2019 Wessex Press • Human Resource Selection 9e • Gatewood, Feild, Barrick
A Model of the Recruitment Process
Stage 1: Attracting and Generating Interest (cont.)
Recruiting methods (continued)
The takeaway point regarding recruitment methods is:
Use informal, personal recruitment methods in cases in which voluntary turnover is a problem during employees’ first two years of employment
However, a cautionary note: minorities use formal recruitment methods more frequently than informal ones
A related point: word-of-mouth information about jobs and employers also has been identified as an important source of recruits
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© 2019 Wessex Press • Human Resource Selection 9e • Gatewood, Feild, Barrick
A Model of the Recruitment Process
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© 2019 Wessex Press • Human Resource Selection 9e • Gatewood, Feild, Barrick
A Model of the Recruitment Process
Stage 1: Attracting and Generating Interest (cont.)
Recruiting methods (continued)
Ways to use the Web for recruiting:
Posting jobs on a company’s home page
Posting jobs on websites devoted to job announcements – GlassDoor, Indeed, Monster, Vault
Posting links to a job advertisement on social networking sites – Twitter, Facebook, YouTube
Screening for applicants using available search options on business social networks – LinkedIn
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© 2019 Wessex Press • Human Resource Selection 9e • Gatewood, Feild, Barrick
A Model of the Recruitment Process
Stage 1: Attracting and Generating Interest (cont.)
Recruiting methods (continued)
Ways to use the Web for recruiting –best results:
Use individuals – current and past employees – who know your organization and the job to refer applicants
Develop a recruiting website
Use employee testimonials
Find active candidates
Find passive candidates
Recruit passive job candidates
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© 2019 Wessex Press • Human Resource Selection 9e • Gatewood, Feild, Barrick
A Model of the Recruitment Process
Stage 1: Attracting and Generating Interest (cont.)
Recruiting methods (continued)
Research indicates that 77 percent of employers recently reported using social networking sites to research job candidates
More than a third (35%) reported finding information that led them to not hire a candidate –professional image, company culture fit
May result in disparate impact
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© 2019 Wessex Press • Human Resource Selection 9e • Gatewood, Feild, Barrick
A Model of the Recruitment Process
Stage 2: Maintaining Applicant Interest
The organization must manage three aspects of recruiting well:
Recruiter has to be an effective administrator of this process
Two-way communication eases applicant anxiety
Think strategically about the information conveyed – applicants begin to transition from focusing on organizational reputation and attraction to fit with the organization
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© 2019 Wessex Press • Human Resource Selection 9e • Gatewood, Feild, Barrick
A Model of the Recruitment Process
Stage 2: Maintaining Applicant Interest
Applicant self-selection
Applicant can decide to withdraw from further consideration – poor fit based on perceptions of job
Fit perceptions may be incorrect
Firm must present accurate fit information during recruiting process
Fairness of recruiting based on perceptions of:
Procedural justice – consistency of administration
Information justice – provision of (un)timely feedback
Interpersonal perceptions of justice – how recruiter treated the applicant
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© 2019 Wessex Press • Human Resource Selection 9e • Gatewood, Feild, Barrick
A Model of the Recruitment Process
Stage 2: Maintaining Applicant Interest
Recruiter characteristics
Recruiters usually influence early opinions and behaviors of recruits
Recruiters who have race and gender in common with applicants may have some influence
Job and organization characteristics have a stronger influence on recruits than do recruiters
Training of recruiters important
Recruiters often seen as less trustworthy and credible than members of intended work group
Recruiters perceived as competent, informed, trustworthy, warm, personable, concerned are regarded favorably
Recruiters can have a strong, negative influence on applicants
Recruiters vary in the way they mix recruitment and selection components of applicant interviews
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© 2019 Wessex Press • Human Resource Selection 9e • Gatewood, Feild, Barrick
A Model of the Recruitment Process
Stage 2: Maintaining Applicant Interest
The on-site visit also matters
Communicates more useful comprehensive information about the job, work group, organization
Details of the site visit that matter to the candidate:
Likability of the employee hosting the visit
Opportunity to meet high-level executives and interact with potential supervisor and coworkers
Visit arrangements for a more effective site visit –hotel accommodations, well-organized schedule, being able to bring a spouse
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© 2019 Wessex Press • Human Resource Selection 9e • Gatewood, Feild, Barrick
A Model of the Recruitment Process
Stage 2: Maintaining Applicant Interest
Internal selection
Identifying pivotal jobs that are critical to the firm’s strategic goals
Multinational enterprises rely on expatriates to fill top job in overseas affiliates
Hiring interns – internship seen as a “working interview”
Internal recruitment nominated by a supervisor affected by:
Whether supervisor is reluctant to lose a good employee to another department
Whether supervisor sees value in establishing network across the firm
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© 2019 Wessex Press • Human Resource Selection 9e • Gatewood, Feild, Barrick
A Model of the Recruitment Process
Stage 3: Securing Offer Acceptance and Postoffer Closure
Factors that may influence the applicant’s decision:
Research indicates that early in recruiting compensation (71%), organizational culture (63%), the work itself (52%), and benefits (52%) would be important factors in future job choice
After the offer was extended and accepted, these factors not as important as anticipated
Compensation before hire – 71%
Compensation after hire – 19%
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© 2019 Wessex Press • Human Resource Selection 9e • Gatewood, Feild, Barrick
A Model of the Recruitment Process
Stage 3: Securing Offer Acceptance and Postoffer Closure
Administration of recruitment
Proper administration of this complex process will significantly improve it
Prompt responses by the company to the applicant indicate that the company is efficient and a desirable place to work
Highly qualified applicants who have multiple job alternatives are most strongly affected by delays in communications
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© 2019 Wessex Press • Human Resource Selection 9e • Gatewood, Feild, Barrick
A Model of the Recruitment Process
Stage 3: Securing Offer Acceptance and Postoffer Closure
Technology’s role in recruiting
Using the Internet for recruiting improves speed, efficiency, and effectiveness, but
Legal issues – discrimination and invasion of privacy
Practical issues – sifting through a larger pool of applicants
Scientific issues – increase the number of highly qualified applicants
Organizations must present website content in an easily usable, interactive, yet engaging manner
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© 2019 Wessex Press • Human Resource Selection 9e • Gatewood, Feild, Barrick
A Model of the Recruitment Process
Stage 3: Securing Offer Acceptance and Postoffer Closure
Global recruiting
Two critical issues that are likely to affect global recruiting success
Cross-cultural differences and variations in socioeconomic conditions across regions
Use of referral programs is much higher in some countries than in the U.S.
Which recruiting method is more frequently used differs for blue-collar jobs versus white-collar jobs – again, these practices can differ country to country
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© 2019 Wessex Press • Human Resource Selection 9e • Gatewood, Feild, Barrick
A Model of the Recruitment Process
Stage 3: Securing Offer Acceptance and Postoffer Closure
Recruiting metrics
The last part of recruiting is to determine the results of recruiting – the number of people who applied, their skill levels, their diversity, the time it took to hire recruits, how many actually became employed. Several metrics suggested:
New employee job performance
New employee turnover
New hire failure rate
Manager satisfaction with new employees
New employee training success
Cost per hire
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© 2019 Wessex Press • Human Resource Selection 9e • Gatewood, Feild, Barrick
Summary Recommendations for
Enhancing Recruitment
Carefully consider the sometimes-competing objectives of attracting versus selecting job seekers
Identify specific objectives of a recruitment program
Formulate a specific strategy for accomplishing recruitment program objectives
Ensure that recruitment screens reflect the desired job-related characteristics of candidates
Identify who represents the potential applicant population
Use targeted recruitment to identify underrepresented protected groups
Develop a recruitment website that is attractive, easy to navigate
For organizations using websites and who receive large numbers of résumés, consider using résumé screening and tracking software
Evaluate an organization’s image being communicated by recruitment and related media
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© 2019 Wessex Press • Human Resource Selection 9e • Gatewood, Feild, Barrick
Summary Recommendations for
Enhancing Recruitment (cont.)
Consider using recruitment websites for organizations searching for employees
Recognized that all your employees are “recruiters” –encourage referrals of potential applicants
Select recruiters who can play an important role in attracting initial interest in organizations on characteristics associated with dealing with people
Use technology to aid in recruiting, but use more personal means of communications to contact applicants
Use RJPs (realistic job previews) – positive results more likely to occur
Use metrics and other measures to evaluate recruitment programs and identify “what works”
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© 2019 Wessex Press • Human Resource Selection 9e • Gatewood, Feild, Barrick