Recruitment and Selection Purposes of Recruitment

Recruitment and Selection Purposes of recruitment 1) To develop an appropriate number of minimally acceptable applicants for each open position while keeping costs reasonable 2) To meet the organization's legal and social obligations regarding the demographic composition of its workforce 3) To help increase the success rate of the selection process by reducing the percentage of applicants who are either poorly qualified or who have the wrong KSAs Conflicts between recruitment and selection objectives: Impression management- Those actions applicants take to make themselves appear attractive to recruiting organizations 1) Conflict A – applicants might avoid gathering certain information they would like to obtain for selecting organizations 2) Conflict B – organizations accentuating only the positives create expectations that do not comport with reality 3) Conflict C – job seekers engaging in activities to make themselves appear more attractive while organizations need accurate information in order to choose among applicants 4) Conflict D – conflicting objectives between organization activities involving attracting and selecting individuals Planning and executing recruitment by the organization 1) Recruitment objectives 2) Recruitment strategy – which recruitment activities the organization will use, when/how these will be done, whom to use as recruiters, what theme or message to convey A) Targeted recruiting- aoimed at groups such as thoses defined by certain demographics or psychological char. It can be used to enhance the diversity of a firm's applicant pool. Designed to minin adverse from the use o such selection procedures. i) Aimed at specific types of individuals who are willing to apply or accept a position if offered ii) Aimed at groups defined by certain demographic and/or psychological characteristics B) Organizational branding - one part of a recruitment strategy that org can use to positivity influence job applicants earky org perceptions. i) Tailor strategies and methods to communicate image they wish to portray ii) Positively influences applicants' early perceptions of the organization 3) Recruitment activities a) Recruitment sources – characteristics i) Formal recruiting-- Newspaper ads, employment agencies -- Past evidence suggests minorities use formal sources more than informal ones ii) Personal recruiting --- Referrals from current employees, family, friends, rehires -- Valued by potential applicants because it is thought to be more accurate and complete -- Helps reduce voluntary turnover 4) Word-of-mouth in recruitment- personal communication about an employer, independent of the employer, that is received by a potential job applicant A) Applicants receiving word-of-mouth information about an employer early in the recruitment process tend to view that employer as more attractive and are more likely to submit an employment application B) Be careful that word-of-mouth recruiting does not lead to