Recruiting
Locating individuals with appropriate qualifications in sufficient numbers and encouraging them to apply to the organization
Two questions before recruiting outside the company
Is there a qualified internal candidate?
Is there an alternative to recruiting?
Three alternatives to recruiting
Overtime Pay
Contract/Temporary Workers
Part-Time Workers
Advantages of Overtime Pay
Employees appreciate the opportunity for extra pay
Employers have flexibility and don’t need the expense of hiring
Overtime Regulation
Fair Labor Standards Act mandates “time and a half”
Can vary with union contracts
Fair Labor Standards Act of 1938
Established minimum wage
Established standard 40 hour work week
Workers divided into exempt and nonexempt
Nonexempt workers and overtime
Must earn “time and a half” their normal wage in overtime
Exempt workers and overtime
They are salaried and do not have overtime “time and a half” requirement
Disadvantages of Overtime
Productivity can drop when too many hours are worked
Employees may cut regular production to encourage overtime
Employees may habituate to overtime and become resentful when it is removed
Four types of contingent workers
Temporary Employees
Part-time Employees
Contract Workers
College Interns
Temporary Employees
Contract for a particular amount of time, usually short with clear end date
Part-time Employees
Work for fewer than 35 hours per week, but can be long-term
Contract Workers
Hired for particular piece of work
College Interns
Full or part time for limited time period
Reduced salary
Advantages of Contingent Workers
Increased staffing flexibility
Save cost of benefits and some taxes
Allow for special expertise
Disadvantages of Contingent Workers
Risk commitment to organization
Can undermine culture and morale
Economic conditions and part time work
Inversely related
Poor economy -> more part time work
Advantages of Part Time workers
Save cost of benefits and some taxes
Allows “retention” of employees until economy improves
Can invest less in a “pre-test”
Many workers prefer part time
Disadvantages of Part Time workers
Potential for higher turnover
Workers have fewer benefits and may need additional income
Difficulty managing work teams
Important factors that impact acceptance intentions
Amount of pay
Type of work
Organization image
Location
Four Recruitment Activities
Recruitment Methods
Recruiter Attributes
Recruitment Message
Recruitment Process
Two types of Recruitment Methods
Formal
Informal
Formal Recruitment Methods
Typically involve third-party intermediary
Informal Recruitment Methods
Typically involve direct contact between the potential employee and the employer
Why informal sources tend to be better
Referrals/Direct applications yield better quality candidates than placement offices, job fairs, or newspaper ads
Re-hires tend to have lower turnover than other sources
Internet Recruiting - Company Websites
Generates lots of applicants
Best when firm is visible and has good reputation
However, tend to encourage any applicants from people who are poor fits
Internet Recruiting - Employment Websites/Job Boards
These sites offer advice and employer reviews
Job board applicants tend to be better educated with more skills, but with less experience
Still lots of applicants that are poor fits
Two types of Recruiter Attributes
Stable and General Characteristics
Specific Behaviors
Recruiter Characteristics that matter
Diverse recruiters signal commitment to equal opportunity
Meetings with prospective coworkers/supervisors can be more informative than other members
Recruiter Characteristics that don’t matter
Gender
Functional Area
Recruiter Behaviors that matter
Personableness
Competence
Trustworthiness
Informativeness
Recruitment Message
Realistic Job Preview (RJP)
Breadth
Specificity
Timing
Realistic Job Preview (RJP)
Procedure for presenting honest positive and negative information about the firm
5 Elements of Good RJP
Accurate Specific Broad in Scope Credible Important Information
Benefits of RJP
Applicants were more likely to withdraw during recruitment, but less likely to leave after three months if selected
Breadth
Applicants want to learn about a number of different topics
Specificity
Specific information tends to be more useful than general information
Timing
Applicants sometimes interpret delays as a lack of interest or disorganization