Download Effective Recruitment Strategies: Filling Open Positions & Attracting Suitable Applicants and more Study notes Human Resource Management in PDF only on Docsity! CHAP 5: RECRUITMENT 1) Why effective recruitment is important a) The need for effective recruitment - Effective recruiting allows a company to fill open positions while their competitors may have missed solid opportunities. - If, for example, you fill open positions 50% faster than industry average, you are more likely to get better talent on board more quickly. b) What makes recruiting challenge - Effective recruiting is a challenge for several reasons. First, some recruiting methods are superior to others. Second, the success you have recruiting depends on non-recruitment issues and policies. Third, employment law prescribes what you can and cannot do when recruiting. - For many firms, it’s simply much easier to recruit centrally now that so much recruiting is on the Internet. Face-to-face interviewing is the usual culmination of the preliminary recruiting done through the internet. - With respect to the role of the supervisor in recruiting, the HR manager charged with filling an open position is seldom very familiar with the job itself. Someone has to tell this person what the position really entails, and what key things to look or watch out for. Only the position’s supervisor can do this. - Techniques and tools for potential candidates to know about the open position: use Linkedin, Facebook, career fair, sponsorship, from info from your friends and family - Preferred job search channel: • Online job portals: careerbuilder.com.vn, vietnamworks.com.vn, jobstreet.com.vn, careerlink.com.vn, others (preferred job portals) • Companies’ website (candidates go to only if they know clearly what company they are applying for -> need employer branding) • Personal relationship (friends, relatives, clubs, orgs, etc.) o Sometimes people don’t know when there is an open position. When they know about the open position in the websites, the deadline for applying CVs is already over -> they miss the opportunity to apply to open position. Through the relationship, you know the information and prepare and apply). To build the relationship -> join clubs, work in the workshop (contact in the sponsor + organize the workshop -> in the eyes of sponsor -> suggest jobs, join completion, part-time jobs, internship) -> use to recruit the internal resources of the company (only this, all the rest for external) • General career fair • News ads • Recruitment agencies (headhunters – hunt potential (key) employee – managers, not normal employee) • University career office c) Recruitment strategies • Employee referrals • Social network: use to spread the img of the company • Recruiters • Organizational websites • Job fairs • Job board • College recruiting Most frequently used recruiting metrics 1. Time to fill: how long for the company to get the candidates for the open job? How long it takes for the candidate to apply 2. Time to hire 3. First year attrition 4. Quality of hire: qualifications, skills, knowledge 5. Hiring manager satisfaction 6. Candidate job satisfaction 7. Applicants per opening: 1 applicant/ job -> limited choice -> not good
