T5: Optional Reading: Revels - Technology impacts in Org recruitment and…
T5: Optional Reading: Revels - Technology impacts in Org recruitment and retention
Recruitment and selection policies
Selection and Desire to Hire polices
Equal Employment Opportunity policies
Job Posting policies
Workers with Disabilities policies
Affirmative Action policies
Increased global capabilities
Innovative ways to attract, obtain and develop individuals
Flexible work settings
Future trends and challenges
Wider media coverage can improve or damage orgs reputation and thereby impact on their labour market competitive edge
Online recruiting tools that streamline the process and speed up communication
Technology advances in recruitment will leave less tech-savy firms behind.
Social networks that heightened or reduce interest in certain organisation, global word-of-mouth if you like.
Blogs, discussion boards and business communities that provide insight into organisations that candidates may be investigating
Online networking like LinkedIn (own suggestion added)
Recruitment sites that allow candidates to build a profile and be alerted when new jobs of interest are posted - attracts those who are only casually looking
Good company website that will attract candidates
Baby Boomers (1946-1964)
Gen Yers (1982-2000)
Gen Xers (1965-1981)
Effective recruitment sources
Online recruitment platforms can support these matches with questionnaires that rank applicants for suitability
Supported by good 'Staffing Models'
Employee referrals (cost-effective and reliable)
Cooperatives and network-based
Internships (cost-effective with longer term benefits)
Alternative employment options (temp/contract)
Retention management techniques
In orgs that a spread out, HRM must engage policies that ensure consistency, communication and best practise across the organisation
Benefit packages, including development opportunities
Social functions and personal acknowledgements, i.e. birthdays
Employee satisfaction surveys
Team building opportunities / programmes - socialisation opportunites, off-site groups events, celebrating successes.
Provide regular contact opportunities with superiors
Performance management - provide opportunities for improvement and development. Continual and regular feedback to avoid annual surprises.
Create an environment where staff have a real and valued voice in the organisation
Begins with clear/honest communication of role expectations at recruitment stage
Designed to reduce turnover