OS 352
2/19/08
Exam I Guidance.
Reminder for next class: Review and bring notes,
text and class materials for exam review.
Recruitment
I.
II.
III.
A.
B.
C.
D.
E.
F.
Sources
Recruiters
EEO considerations
Monitoring and evaluation
Managing through culture
Discussion: Arnold article.
OS 352 Exam I Guidance
 20 pts. - Choose 1 / 2 multi-part essays


HR Strategy
Recruitment (including HR planning)
 20 pts. - Choose 4 / 6 identifications
 30 pts. - True / False
 30 pts. – Multiple choice
 **Any class, textbook, articles, & assignment
material may be included on the exam.
Chapter Guidance
 Chapters 1-5. All content is fair game. I suggest reading the
entire chapters once, and then focus on topics covered on
transparencies.
 Be sure to review the articles we discussed in class.
 Be sure to review all in-class exercises and Exercise 2.
The Hiring Process
Recruitment
Selection
Socialization
Fig. 5-4
© 1998 by Prentice Hall
Recruiting Sources
+’s




Direct applicants
Employee referrals
Help-wanted ads
Public employment
agencies
 Private employment
agencies
 Colleges/universities
 Electronic recruiting


Company
Job sites
-’s
Advantages & Disadvantages
of Internal Sources of Applicants
 Advantages





Morale of promotee
Better assessment of
abilities
Lower cost for some jobs
Motivator for good
performance
Have to hire only at entry
level
 Disadvantages




Inbreeding
Possible morale
problems of those not
promoted
“Political” infighting for
promotions
Requires strong
management
development program
Advantages & Disadvantages
of External Sources of Applicants
 Advantages





“New blood,” new perspectives
Cheaper than training a
professional
No group of political supporters
in organization already
May bring competitors’ secrets,
new insights
Helps meet equal employment
needs
 Disadvantages




May not select someone
who will “fit”
May cause morale
problems for those internal
candidates
Longer adjustment or
orientation time
May bring in an attitude of
“This is the way we used to
do it at XYZ Company.”
Recruiters
Individual or team with whom applicants have
contact during the recruitment process.




Supervisors / Managers
Peers
HR professionals
Other representatives
Realistic Job Previews
 Provide descriptive and
truthful information about
the job and organization
 Describe good points and
bad points
 Benefits: recruiter seems
more credible, influences
psychological contract
 Does not affect future
turnover.
Enhancing the Recruiter’s Impact
 Recruitment training.
 Timely feedback.
 Avoid offensive behavior (!)
 Recruit with teams.
 Equity across interviewees – give-aways,
number of interviewers, interviewer attention.
Equal Employment Opportunity
Efforts in Recruitment
 Jobs widely advertised
 Statements that employer is an equal
employment opportunity employer
 Recruitment at a variety of colleges and
universities
 Monitoring of applicant pools
 Diverse group of recruiters
 Support from top management
Monitoring and Evaluation
 Overall: ensure that recruitment efforts are
achieving HR and organization goals.
 Specifically:
 Cost
effectiveness
 Quality of recruits
 Retention of recruits
 Equal employment opportunity
Monitoring and Evaluation
Recruiting: A First Step Towards
Managing through …
Culture
Procedures
 Driven by mission,
 Driven by legal
values, culture
compliance, bureaucratic
needs and tendencies
 Works where there are
no specified procedures
 Ensure consistency in
processes and fair
treatment of ees