Which Of The Following Recruitment Sources Should The University Use To Fill Its 200 Positions?

iv.3 Recruitment Strategies

Learning Objective

1. Explain the various strategies that can be used in recruitment.

Now that nosotros have discussed evolution of the job analysis, job description, and job specifications, and you lot are aware of the laws relating to recruitment, it is time to beginning recruiting. It is important to mention, though, that a recruitment program should be in place. This program tin can be informal, only you should outline where you lot program to recruit and your expected fourth dimension lines. For instance, if one of your methods is to submit an advert to a trade publication website, you should know their deadlines. Also of consideration is to ensure you are recruiting from a variety of sources to ensure diversity. Lastly, consider the economical situation of the country. With high unemployment, you may receive hundreds of applications for i job. In an upwards economy, you may not receive many applications and should consider using a variety of sources.

Some companies, such equally Southwest Airlines, are known for their innovative recruitment methods. Southwest looks for "the right kind of people" and are less focused on the skills than on the personality of the individual (Carey, 2011). When Southwest recruits, it looks for positive team players that lucifer the underdog, quirky visitor civilization. Applicants are observed in group interviews, and those who exhibit encouragement for their fellow applicants are usually those who continue with the recruitment process. This section volition discuss some of the ways Southwest and many other Fortune 500 companies find this kind of talent.

Recruitment Videos at Zappos

(click to see video)

Zappos has developed and posted a series of YouTube videos chosen "Why Do I Similar Working at Zappos?" The videos show the culture of the organization and provide a bully tool for recruitment.

Recruiters

Some organizations choose to accept specific individuals working for them who focus solely on the recruiting function of HR. Recruiters use like sources to recruit individuals, such as professional organizations, websites, and other methods discussed in this chapter. Recruiters are excellent at networking and unremarkably attend many events where possible candidates volition exist present. Recruiters go along a constant pipeline of possible candidates in case a position should ascend that would exist a good match. There are 3 main types of recruiters:

1. Executive search firm. These companies are focused on high-level positions, such as direction and CEO roles. They typically charge 10–20 percent of the first yr salary, and so they can be quite expensive. However, they do much of the upfront work, sending candidates who meet the qualifications.
2. Temporary recruitment or staffing firm. Suppose your receptionist is going on medical exit and you demand to hire somebody to replace him, just you don't want a long-term hire. Yous can use the services of a temporary recruitment firm to transport y'all qualified candidates who are willing to piece of work shorter contracts. Usually, the firm pays the bacon of the employee and the visitor pays the recruitment firm, so you don't have to add this person to your payroll. If the person does a good job, there may be opportunities for you to offer him or her a full-fourth dimension, permanent position. Kelly Services, Manpower, and Snelling Staffing Services are examples of staffing firms.
3. Corporate recruiter. A corporate recruiter is an employee within a company who focuses entirely on recruiting for his or her company. Corporate recruiters are employed by the company for which they are recruiting. This type of recruiter may be focused on a specific area, such as technical recruiting.

A contingent recruiter is paid only when the recruiter starts working, which is often the instance with temporary recruitment or staffing firms. A retained recruiter gets paid up front (in full or a portion of the fee) to perform a specific search for a visitor.

While the HR professional, when using recruiters, may not be responsible for the details of managing the search process, he or she is still responsible for managing the process and the recruiters. The chore assay, chore description, and job specifications still demand to exist adult and candidates will still need to be interviewed.

Fortune 500 Focus

In 2009, when Amazon purchased Zappos for 10 1000000 shares of Amazon stock (roughly $900 million in 2009), the strategic motility for Amazon didn't modify the hiring and recruiting culture of Zappos. Zappos, again voted 1 of the all-time one hundred companies to piece of work for by CNN Money (Sowa, 2011) believes it all starts with the people they hire. The recruiting staff always asks, "On a calibration of 1–ten, how weird exercise you think yous are?" This question ties directly to the company's strategic program and core value number three, which is "create fun and a little weirdness." Zappos recruits people who not only take the technical abilities for the chore just also are a good culture fit for the organization. Once hired, new employees become through two weeks of training. At the end of the grooming, newly hired employees are given "the offering." The offer is $2,000 to quit on the spot. This ensures Zappos has committed people who have the desire to work with the organization, which all begins with the recruiting process.

Campus Recruiting

Colleges and universities can exist fantabulous sources of new candidates, usually at entry-level positions. Consider technical colleges that teach cooking, automotive engineering, or cosmetology. These can exist great sources of people with specialized training in a specific expanse. Universities can provide people that may lack actual feel simply have formal grooming in a specific field. Many organizations use their campus recruiting programs to develop new talent, who will eventually develop into managers.

For this type of plan to piece of work, it requires the establishment of relationships with campus communities, such as campus career services departments. Information technology can also crave time to attend campus events, such as job fairs. IBM, for example, has an excellent campus recruiting programme. For IBM, recruiting out of college ensures a large number of people to grow with the organization¹.

Setting up a formal internship program might also be a style to utilize college and academy contacts. Walgreens, for example, partners with Apollo College to recruit interns; this tin result in full-time employment for the motivated intern and money saved for Walgreens past having a constant flow of talent.

Professional person Associations

Professional associations are usually nonprofit organizations whose goal is to further a particular profession. Almost every profession has its ain professional person organization. For example, in the field of human being resources, the Guild for Human Resource Management allows companies to post jobs relating to Hr. The American Marketing Association, also a professional organization, allows job postings likewise. Commonly, at that place is a fee involved, and membership in this clan may exist required to post jobs. Here are some examples of professional associations:

1. Professional Nursing Association
2. Society of Women Engineers
3. International Federation of Accountants
4. Institute of Management Consultants
5. United Professional Sales Association
6. National Lawyers Lodge
7. National Organization of Minority Architects
8. International Federation of Journalists (union)
9. International Metalworkers Federation (union)
10. Clan of Flying Attendants (spousal relationship)

Labor unions can also exist excellent sources of candidates, and some unions also allow chore postings on their website. We will talk over unions further in Chapter 12 "Working with Labor Unions". The key to using this every bit a successful recruitment strategy is to identify the organizations that relate to your business and to develop relationships with members in these organizations. This blazon of networking can help introduce you to people in your industry who may exist looking for a job or know of someone who needs a chore.

Human Resource Recall

What do you think is the best mode to determine the right set of recruitment methods for your organization? What methods would be best for your current chore?

Figure 4.v Overview of the Steps to the Recruitment Process

Websites

If yous have ever had to look for a job, you know there are numerous websites to help you do that. From the Hour perspective, at that place are many options to place an ad, most of which are inexpensive. The downside to this method is the immense number of résumés you lot may receive from these websites, all of which may or may not be qualified. Many organizations, to combat this, implement software that searches for keywords in résumés, which tin can help combat this problem. We talk over more than about this in Chapter v "Selection". Some examples of websites might include the post-obit:

• Your own company website
• Yahoo HotJobs
• Monster
• CareerBuilder
• JobCentral

Social Media

Facebook, Twitter, LinkedIn, YouTube, and MySpace are first-class places to obtain a media presence to attract a diversity of workers. In 2007, Sodexo, which provides services such as nutrient service and facilities management, started using social media to help spread the word virtually their company culture. Since then, they take saved $300,000 on traditional recruiting methods (Sodexo, 2011). Sodexo's fifty recruiters share updates on Twitter most their excellent visitor civilization. Use of this media has driven traffic to the careers page on Sodexo's website, from 52,000 to 181,000.

The goal of using social media as a recruiting tool is to create a fizz about your organization, share stories of successful employees, and tout an interesting culture. Even smaller companies can employ this technology by posting job openings as their status updates. This technique is relatively cheap, simply there are some things to consider. For case, tweeting about a job opening might spark interest in some candidates, but the trick is to bear witness your personality as an employer early on. According to Bruce Morton of Allegis Group Services, using social media is about getting engaged and having conversations with people earlier they're even thinking about you as an employer (Lindow, 2011). Debbie Fisher, an Hour manager for a large advertising bureau, Campbell Mithun, says that while tweeting may be a good way to recruit people who tin can exist open about their chore hunt, using tools such equally LinkedIn might be a better way to obtain more seasoned candidates who cannot be open up about their search for a new job, because of their current employment state of affairs. She says that LinkedIn has given people permission to put their résumé online without fear of retribution from current employers.

Inventiveness with a social media campaign as well counts. Campbell Mithun hired thirteen interns over the summer using a unique twist on social media. They asked interested candidates to submit thirteen tweets over xiii days and chose the interns based on their inventiveness.

Many organizations, including Zappos (Video 4.4), use YouTube videos to promote the company. Within the videos is a link that directs viewers to the company's website to employ for a position in the company.

Facebook allows free task postings in Facebook Marketplace, and the company Facebook page tin can likewise be used equally a recruiting tool. Some organizations determine to employ Facebook ads, which are paid on a "per click" or per impression (how many people potentially see the ad) basis. Facebook advert engineering science allows specific regions and Facebook keywords to be targeted (Black, 2011). Some individuals even apply their personal Facebook page to post status updates listing task opportunities and asking people to respond privately if they are interested.

Events

Many organizations, such as Microsoft, hold events annually to let people to network and learn about new technologies. Microsoft'south Professional Developer Conference (PDC), usually held in July, hosts thousands of web developers and other professionals looking to update their skills and meet new people.

Some organizations, such every bit Choice Career Fairs, host task fairs all over the land; participating in this type of job fair may exist an excellent style to run across a large diversity of candidates. Other events may not be specifically for recruiting, but attending these events may allow you to meet people who could possibly fill a position or future position. For example, in the earth of fashion, Fashion Group International (FGI) hosts events internationally on a weekly basis, which may allow the opportunity to meet qualified candidates.

Special/Specific Interest Groups (SIGs)

Special/specific interest groups (SIGs), which may require membership of individuals, focus on specific topics for members. Often SIGs will take areas for chore posting, or a diversity of discussion boards where jobs can be posted. For case, the Women in Projection Management SIG provides news on projection management and besides has a identify for task advertisements. Other examples of SIGs might include the following:

• Oracle Developer SIG
• African American Medical Librarians Alliance SIG
• American Marketing Association Global Marketing SIG
• Special Interest Group for Bookkeeping Information Systems (SIG-ASYS)
• Inferior Lawyer SIG

Recruiting using SIGs can be a great fashion to target a specific group of people who are trained in a specific area or who have a sure specialty.

Referrals

Most recruiting plans include asking electric current employees, "Who do you know?" The quality of referred applicants is usually high, since nearly people would not recommend someone they idea incapable of doing the job. E-mailing a chore opening to current employees and offering incentives to refer a friend can be a quick way of recruiting individuals. Due to the success of most formalized referral programs, information technology is suggested that a program be function of the overall HRM strategic plan and recruitment strategy. Nonetheless, exist wary of using referrals equally the only method for recruitment, as this tin can atomic number 82 to lack of diverseness in a workplace. Nepotism means a preference for hiring relatives of current employees, which can also atomic number 82 to lack of diversity and management issues in the workplace.

For case, the Academy of Washington offers $ane,200 any time a current employee successfully refers a friend to work at their medical centers. Usually, most incentives require the new employee to exist hired and stay a specified period of time. Some examples of incentives that tin can be used to refer a friend might include the post-obit:

• A gift carte du jour to the employee
• A financial incentive
• Raffles for most referrals

These types of programs are called employee referral programs (ERPs) and tend to generate one of the highest returns on investment per hire (Lefkow, 2002). To make an ERP plan constructive, some primal components should be put into place:

1. Communicate the plan to existing employees.
2. Rails the success of the program using metrics of successful hires.
3. Be aware of the administrative aspect and the fourth dimension it takes to implement the program effectively.
4. Set measureable goals upwards front for a specialized program.

Accenture recently won the ERE Media Award for ane of the well-nigh innovative ERPs. Its programme has increased new hires from referrals from 14 percent to 32 pct, and employee awareness of the program jumped from simply 20 percent to 99 percent (Sullivan, 2009). The uniqueness of their programme lies with the reward the employee receives. Instead of offering personal fiscal compensation, Accenture makes a donation to the charity of the employee'south selection, such as a local elementary school. Their program also seeks to subtract coincidental referrals, so the employee is asked to fill out an online form to explicate the skills of the individual they are referring. The company has also developed a website where current employees can get to track the progress of referrals. In addition, employee referral applications are flagged online and fast-tracked through the process—in fact, every referral is acted upon. Equally you tin see, Accenture has made their ERP a success through the apply of strategic planning in the recruitment procedure.

Table 4.ane Advantages and Disadvantages of Recruiting Methods

Recruitment Method	Advantages	Disadvantages
Outside recruiters, executive search firms, and temporary employment agencies	Can exist time saving	Expensive
		Less control over concluding candidates to be interviewed
Campus recruiting/educational institutions	Can hire people to abound with the organization	Time consuming
	Plentiful source of talent	Only appropriate for certain types of experience levels
Professional organizations and associations	Manufacture specific	May be a fee to place an ad
	Networking	May exist time-consuming to network
Websites/Internet recruiting	Diversity friendly	Could be too broad
	Low price	Exist prepared to deal with hundreds of résumés
	Quick
Social media	Inexpensive	Time consuming
		Overwhelming response
Events	Access to specific target markets of candidates	Can exist expensive
		May not be the right target market place
SIG	Manufacture specific	Enquiry required for specific SIGS tied to jobs
Referrals	Higher quality people	Business for lack of diversity
	Retention	Nepotism
Unsolicited résumés and applications	Cheap, especially with time-saving keyword résumé search software	Fourth dimension consuming
Internet and/or traditional advertisements	Can target a specific audience	Can be expensive
Employee leasing	For smaller organizations, it means someone does not take to administer compensation and benefits, equally this is handled by leasing company	Possible costs
	Tin be a proficient culling to temporary employment if the task is permanent	Less control of who interviews for the position
Public employment agencies	The potential power to recruit a more diverse workforce	May receive many résumés, which tin can exist time-consuming
	No cost, since it'southward a government bureau
	2,300 points of service nationwide
Labor unions	Access to specialized skills	May non apply to some jobs or industries
		Builds human relationship with the wedlock

Costs of Recruitment

Role of recruitment planning includes budgeting the price of finding applicants. For example, allow's say you have three positions you need to fill up, with one being a temporary hire. You have determined your advertisement costs will exist $400, and your temporary bureau costs will be approximately $700 for the month. Yous expect at to the lowest degree one of the two positions will be recruited as a referral, so yous volition pay a referral bonus of $500. Here is how you lot tin summate the toll of recruitment for the month:

price per rent = advertising costs + recruiter costs + referral costs + social media costs + event costs.

$400 + $700 + $500 = $1600/3 = $533 recruitment cost per hire.

In addition, when we expect at how constructive our recruiting methods are, nosotros can look at a effigy called the yield ratio. A yield ratio is the percent of applicants from one source who make it to the next stage in the selection process (e.g., they go an interview). For instance, if you received two hundred résumés from a professional organization advertizement you lot placed, and fifty-two of those make information technology to the interview state, this means a 26 pct yield (52/200). By using these calculations, we tin determine the best identify to recruit for a particular position. Note, too, that some yield ratios may vary for detail jobs, and a college yield ratio must also consider the cost of that method, as well. For an entry-level task, campus recruiting may yield a better ratio than, say, a corporate recruiter, but the corporate recruiter may have college price per hires.

After we have finished the recruiting process, nosotros can begin the selection process. This is the focus of Chapter v "Selection".

Primal Takeaways

• Hr professionals must take a recruiting plan before posting any job description. The plan should outline where the job announcements will be posted and how the direction of candidate materials, such as résumés, volition occur. Part of the plan should besides include the expected cost of recruitment.
• Many organizations use recruiters. Recruiters can be executive recruiters, which means an exterior firm performs the search. For temporary positions, a temporary or staffing firm such equally Kelly Services might be used. Corporate recruiters work for the organization and function every bit a part of the HR team.
• Campus recruiting can be an constructive way of recruiting for entry-level positions. This type of recruiting may require considerable effort in developing relationships with higher campuses.
• Near every profession has at least one professional association. Posting announcements on their websites can be an effective way of targeting for a specific chore.
• Nigh companies will likewise use their own website for task postings, as well as other websites such equally Monster and CareerBuilder.
• Social media is also a popular way to recruit. Usage of websites such as Twitter and Facebook can get the discussion out about a specific task opening, or give information nearly the company, which tin outcome in more traffic being directed to the company'southward website.
• Recruiting at special events such as chore fairs is another option. Some organizations have specific job fairs for their company, depending on the size. Others may attend industry or job-specific fairs to recruit specific individuals.
• SIGs, or special/specific involvement groups, are usually very specialized. For example, female person projection managers may have an interest group that includes a discussion lath for posting of job announcements.
• Employee referrals can be a great way to go involvement for a posted position. Usually, incentives are offered to the employee for referring people they know. However, diversity can exist an upshot, as can nepotism.
• Our concluding consideration in the recruitment process is recruitment costs. Nosotros tin can determine this past looking at the total corporeality we have spent on all recruiting efforts compared to the number of hires. A yield ratio is used to determine how constructive recruiting efforts are in one expanse. For example, we can look at the number of total applicants received from a detail form of media, and divide that by the number of those applicants who arrive to the next step in the process (eastward.g., they receive an interview).

Exercises

1. Perform an Internet search on professional person associations for your particular career choice. List at to the lowest degree three associations, and discuss recruiting options listed on their websites (due east.g., do they take discussion boards or job advertisements links?).
2. Have you ever experienced nepotism in the workplace? If yes, describe the experience. What practice you think are the upsides and downsides to asking current employees to refer someone they know?

¹"University Students," IBM, northward.d., accessed Jan 17, 2011, http://www-03.ibm.com/employment/start_university.html.

References

Black, T., "How to Use Social Media as a Recruiting Tool," Inc., April 22, 2010, accessed July 12, 2011, http://www.inc.com/guides/2010/04/social-media-recruiting.html.

Carey, West. P., "Employees First: Strategy for Success," Noesis @ West. P. Carey, Westward. P. Carey School of Concern, Arizona Land University, June 26, 2008, accessed July 11, 2011, http://noesis.wpcarey.asu.edu/article.cfm?articleid=1620.

Lefkow, D., "Improving Your Employee Referral Program and Justifying Your Investment," ERE.net, February 21, 2002, accessed July 12, 2011, http://www.ere.cyberspace/2002/02/21/improving-your-employee-referral-program-and-justifying-your-investment.

Lindow, A., "How to Use Social Media for Recruiting," Mashable, June 11, 2011, accessed July 12, 2011, http://mashable.com/2011/06/eleven/social-media-recruiting.

Sodexo, "Sodexo Earns SNCR Excellent Award for Innovative Use of Social Media," news release, Dec 2, 2009, accessed January 17, 2011, http://www.sodexousa.com/usen/newsroom/printing/press09/sncrexcellenceaward.asp.

Sowa, C., "Going Above and Beyond," America'south Best, September/October 2008, accessed July eleven, 2011, http://www.americasbestcompanies.com/mag/articles/going-above-and-beyond.aspx.

Sullivan, J., "Amazing Practices in Recruiting—ERE Award Winners 2009," pt. 1, ERE.cyberspace, April thirteen, 2009, accessed July 12, 2011, http://world wide web.ere.internet/2009/04/13/amazing-practices-in-recruiting-ere-honor-winners-2009-function-i-of-2.

Which Of The Following Recruitment Sources Should The University Use To Fill Its 200 Positions?,

Source: https://open.lib.umn.edu/humanresourcemanagement/chapter/4-3-recruitment-strategies/

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