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CHAPTER 5: EXTERNAL RECRUITMENT - Coggle Diagram
CHAPTER 5: EXTERNAL RECRUITMENT
STRATEGIC RECRUITMENT PLANNING
Open Versus Targeted Recruitment
Open Recruitment - applicants often see it as being "fair" in that every set of applicants
Targeted Recruitment - organization identifies segments in the labor market where qualified candidates are likely to be
Organization and Administration
Incorporating In-House and External Recruitment Partners - Centralized Versus Decentralized Recruitment
Timing
Recruitment Budget and Return on Investment
Defining Strategic External Recruitment Goals
Goals for Speed
Time Frame
Goals for attraction
APPLICANTS REACTIONS
Reaction to Recruiters
Recruiter indeed influence the job applicant reactions
The influence are more likely to be felt at the initial attitudes of job applicant
Reaction to Recruitment Process
Applicants are likely have favorable reactions to the recruitment process when screening devices is used
Delays in the recruitment process have negative effect on applicant's reaction
Reactions to Job and Organizational Characteristics - at the job level, research suggests applicants are most interested in working for organization with sufficient wages
Reaction to Diversity Issues - Most research suggests that race or gender of recruiter relatively little influence on applicant reaction
REACTION
Communication Message
Types of messages:
a) Employment brand message - organizations wish to convey appealing message to applicants
b) Targeted message - a natural complement to a targeted search
c) Realistic recruitment message - portrays the organization and the job as they really are
Choice of messages - which message to convey depends on the labor market, vacancy characteristics and applicant characteristic
Communication Media
Advertisement
Recruitment brochures
Organizational Websites
Videoconferencing
Direct Contact
SIMPLE IMPLEMENTATION
Social Recruitment Sources
Social media
Professional associations and meetings
Employee referrals
Organizational Recruitment Sources
Executive search firms
Social service agencies
Employment agencies
Job fairs
Colleges and placement offices
Individual Recruitment Sources
Employment websites
General employment websites
Applicant initiated
Niche employment websites
Recruitments Metrics
Sufficient quality
Cost
Sufficient quantity
Impact on HR outcomes
TRANSITION TO SELECTION - when a job seeker is identified by an organization, the organization needs to prepare the person for selection process