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