{"id":139,"date":"2018-09-24T14:47:44","date_gmt":"2018-09-24T14:47:44","guid":{"rendered":"https:\/\/courses.lumenlearning.com\/suny-osintrobus\/chapter\/employee-recruitment\/"},"modified":"2018-10-10T15:04:51","modified_gmt":"2018-10-10T15:04:51","slug":"employee-recruitment","status":"publish","type":"chapter","link":"https:\/\/courses.lumenlearning.com\/suny-herkimer-osintrobus\/chapter\/employee-recruitment\/","title":{"raw":"Employee Recruitment","rendered":"Employee Recruitment"},"content":{"raw":"
    \r\n \t
  1. How do firms recruit applicants?<\/li>\r\n<\/ol>\r\nWhen a firm creates a new position or an existing one becomes vacant, the firm starts looking for people with qualifications that meet the requirements of the job. Two sources of job applicants are the internal and external labor markets. The internal labor market consists of employees currently employed by the firm; the external labor market is the pool of potential applicants outside the firm.\r\n
    \r\n
    \r\n\r\n[caption id=\"\" align=\"aligncenter\" width=\"862\"]\"A Exhibit 8.5\u00a0<\/strong>Online recruiting is among the top internet success stories of the past decade. LinkedIn, Monster, and CareerBuilder are hot spots for job hunters and recruiters seeking to establish a working relationship. What are the advantages and disadvantages of online recruiting compared to traditional forms of recruitment?<\/em> (Credit: Bill Gates LinkedIn Profile screen capture, 3\/23\/2018)[\/caption]\r\n\r\n<\/div>\r\n<\/div>\r\n
    \r\n

    Internal Labor Market<\/h3>\r\nInternal recruitment can be greatly facilitated by using a human resource information system that contains an employee database with information about each employee\u2019s previous work experience, skills, education and certifications, job and career preferences, performance, and attendance. Promotions and job transfers are the most common results of internal recruiting. BNSF Railway<\/span>, Walmart<\/span>, Boeing<\/span>, Ritz-Carlton<\/span> Hotels, and most other firms, large and small, promote from within and manage the upward mobility of their employees.\r\n\r\n<\/div>\r\n
    \r\n

    External Labor Market<\/h3>\r\n

    The external labor market consists of prospects to fill positions that cannot be filled from within the organization. Recruitment<\/strong> is the process of attracting qualified people to form an applicant pool. Numerous methods are used to attract applicants, including print, radio, web, and television advertising. Hospitality and entertainment firms, such as Ritz-Carlton<\/span> Hotels and Six Flags<\/span>, frequently use job fairs to attract applicants. A job fair<\/strong>, or corporate open house<\/em>, is usually a one- or two-day event at which applicants are briefed about job opportunities, given tours, and encouraged to apply for jobs. For firms needing accountants, engineers, sales managers, and others for professional and scientific positions, college recruiting is very common. These firms (Deloitte<\/span>, Cisco Systems<\/span>, Salesforce.com<\/span>, and thousands of others) schedule job fairs and on-campus interviews with graduating seniors.<\/p>\r\n\r\n<\/div>\r\n

    \r\n

    Online Recruiting and Job Search<\/h3>\r\nThe internet, social media, and specialized software have completely changed the employee recruitment process. Dozens of companies such as Monster.com<\/span>, Indeed<\/span>, StartWire<\/span>, and Glassdoor<\/span> enable applicants to search for job openings, post their r\u00e9sum\u00e9s, and apply for jobs that companies have posted. Most companies provide links to their company website and to the career page on their site so applicants can learn about the company culture, listen to or read testimonials from employees about what it is like to work for the company, and search for additional openings that may interest them.\r\n

    Large firms may receive thousands of online applications per month. To review and evaluate thousands of online r\u00e9sum\u00e9s and job applications, firms depend on software to scan and track applicant materials using key words to match skills or other requirements for a particular job. Social media has also changed how companies search for applicants and verify applicant information.<\/p>\r\n\r\n

    \r\n
    \r\n

    managing change<\/h3>\r\n
    Social Networking and Employee Recruitment<\/strong><\/div>\r\n

    Referrals and professional networking are commonly used methods of identifying job prospects, particularity for managerial, professional, and technical positions. Several software applications and social networks facilitate employee referrals, reference checking, and hiring based on networks of personal relationships. ExecuNet and ExecRank are just two of the many career sites that allow members to search for contacts and network with other professionals in their fields.<\/p>\r\n

    LinkedIn is the most popular social network for professionals. It is a giant database of contacts with profiles that provide an overview of a person\u2019s past and present professional experience, skills, professional referrals, and affiliations with business and professional associations. A member can search through an extended network of contacts based on his or her professional acquaintances. The basis for a search can be job, job title, company, geography, zip code, or membership in a professional organization. LinkedIn uses the concept that there are no more than six degrees of separation between two people, or one person can be linked to any other individual through no more than six other people. With more than 530 million members worldwide, LinkedIn\u2019s extensive platform is an ideal network for both recruiters and those looking to make their next career move.<\/p>\r\n

    LinkedIn, like other social networks, is based on voluntary participation, and members consent to being networked. Nevertheless, important questions can be raised regarding privacy concerns and use of one\u2019s social network.<\/p>\r\n\r\n

    \r\n
    Critical Thinking Questions<\/strong><\/div>\r\n
      \r\n \t
    1. Social networks can easily generate a name for an HR recruiting target, but how can the hiring firm convert the target into a candidate who is interested in the job?<\/li>\r\n \t
    2. A social network like LinkedIn is an excellent tool that can be used to build a personal brand and find a new job. In what ways could a job seeker potentially harm<\/em> their career opportunities on a social networking site?<\/li>\r\n<\/ol>\r\n<\/div>\r\n

      Sources: \u201cAbout ExecuNet,\u201d https:\/\/www.execunet.com, accessed February 8, 2018; \u201cLinkedIn Statistics,\u201d https:\/\/expandedramblings.com, accessed February 8, 2018; \u201cSocial Recruiting Tips,\u201d https:\/\/www.betterteam.com, January 24, 2018; Susan M. Heathfield, \u201cUse LinkedIn for Recruiting Employees,\u201d The Balance,<\/em> https:\/\/www.thebalance.com, April 7, 2017.<\/p>\r\n\r\n<\/div>\r\n<\/div>\r\n<\/div>\r\n

      \r\n

      Recruitment Branding<\/h3>\r\n

      Recruitment branding<\/strong> involves presenting an accurate and positive image of the firm to those being recruited. Carbone Smolan Agency<\/span> (CSA) is a New York\u2013based image consulting firm that assists in developing a recruitment branding strategy.[footnote]\u201cAbout Carbone Smolan Agency,\u201d https:\/\/www.carbonesmolan.com, accessed February 8, 2018.[\/footnote] The materials developed by CSA comprise a realistic job preview<\/em>, which informs job candidates about organizational realities of the job and the firm so they can more accurately evaluate jobs and firm expectations concerning work assignments, performance standards, promotional opportunities, company culture, and many other characteristics of the job.<\/p>\r\n\r\n

      \r\n
      \r\n

      concept check<\/h3>\r\n
        \r\n \t
      1. What are the two sources of job applicants?<\/li>\r\n \t
      2. What are some methods firms use to recruit applicants?<\/li>\r\n \t
      3. What is meant by recruitment branding?<\/li>\r\n<\/ol>\r\n<\/div>\r\nSummary of Learning Outcomes<\/span>\r\n\r\n<\/div>\r\n<\/div>\r\n
        \r\n
          \r\n \t
        1. How do firms recruit applicants?<\/li>\r\n<\/ol>\r\n

          When a job vacancy occurs, most firms begin by trying to fill the job from within the ranks of their own employees, known as the internal labor market. If a suitable internal candidate is not available, the firm turns to the external labor market. Firms use local media to recruit nontechnical, unskilled, and nonsupervisory workers. To locate highly trained recruits, employers use college recruiters, executive search firms, job fairs, and company websites to promote job openings. During the job search process, firms present an accurate and positive image of the company to those being recruited, called recruitment branding.<\/p>\r\n\r\n<\/div>\r\n

          \r\n

          Glossary<\/h3>\r\n
          \r\n \t
          job fair<\/dt>\r\n \t
          An event, typically one or two days, held at a convention center to bring together job seekers and firms that are searching for employees.<\/dd>\r\n<\/dl>\r\n
          \r\n \t
          recruitment<\/dt>\r\n \t
          The attempt to find and attract qualified applicants in the external labor market.<\/dd>\r\n<\/dl>\r\n
          \r\n \t
          recruitment branding<\/dt>\r\n \t
          Presenting an accurate and positive image of the firm to those being recruited.<\/dd>\r\n<\/dl>\r\n<\/div>","rendered":"
            \n
          1. How do firms recruit applicants?<\/li>\n<\/ol>\n

            When a firm creates a new position or an existing one becomes vacant, the firm starts looking for people with qualifications that meet the requirements of the job. Two sources of job applicants are the internal and external labor markets. The internal labor market consists of employees currently employed by the firm; the external labor market is the pool of potential applicants outside the firm.<\/p>\n

            \n
            \n
            \"A<\/p>\n

            Exhibit 8.5\u00a0<\/strong>Online recruiting is among the top internet success stories of the past decade. LinkedIn, Monster, and CareerBuilder are hot spots for job hunters and recruiters seeking to establish a working relationship. What are the advantages and disadvantages of online recruiting compared to traditional forms of recruitment?<\/em> (Credit: Bill Gates LinkedIn Profile screen capture, 3\/23\/2018)<\/p>\n<\/div>\n<\/div>\n<\/div>\n

            \n

            Internal Labor Market<\/h3>\n

            Internal recruitment can be greatly facilitated by using a human resource information system that contains an employee database with information about each employee\u2019s previous work experience, skills, education and certifications, job and career preferences, performance, and attendance. Promotions and job transfers are the most common results of internal recruiting. BNSF Railway<\/span>, Walmart<\/span>, Boeing<\/span>, Ritz-Carlton<\/span> Hotels, and most other firms, large and small, promote from within and manage the upward mobility of their employees.<\/p>\n<\/div>\n

            \n

            External Labor Market<\/h3>\n

            The external labor market consists of prospects to fill positions that cannot be filled from within the organization. Recruitment<\/strong> is the process of attracting qualified people to form an applicant pool. Numerous methods are used to attract applicants, including print, radio, web, and television advertising. Hospitality and entertainment firms, such as Ritz-Carlton<\/span> Hotels and Six Flags<\/span>, frequently use job fairs to attract applicants. A job fair<\/strong>, or corporate open house<\/em>, is usually a one- or two-day event at which applicants are briefed about job opportunities, given tours, and encouraged to apply for jobs. For firms needing accountants, engineers, sales managers, and others for professional and scientific positions, college recruiting is very common. These firms (Deloitte<\/span>, Cisco Systems<\/span>, Salesforce.com<\/span>, and thousands of others) schedule job fairs and on-campus interviews with graduating seniors.<\/p>\n<\/div>\n

            \n

            Online Recruiting and Job Search<\/h3>\n

            The internet, social media, and specialized software have completely changed the employee recruitment process. Dozens of companies such as Monster.com<\/span>, Indeed<\/span>, StartWire<\/span>, and Glassdoor<\/span> enable applicants to search for job openings, post their r\u00e9sum\u00e9s, and apply for jobs that companies have posted. Most companies provide links to their company website and to the career page on their site so applicants can learn about the company culture, listen to or read testimonials from employees about what it is like to work for the company, and search for additional openings that may interest them.<\/p>\n

            Large firms may receive thousands of online applications per month. To review and evaluate thousands of online r\u00e9sum\u00e9s and job applications, firms depend on software to scan and track applicant materials using key words to match skills or other requirements for a particular job. Social media has also changed how companies search for applicants and verify applicant information.<\/p>\n

            \n
            \n

            managing change<\/h3>\n
            Social Networking and Employee Recruitment<\/strong><\/div>\n

            Referrals and professional networking are commonly used methods of identifying job prospects, particularity for managerial, professional, and technical positions. Several software applications and social networks facilitate employee referrals, reference checking, and hiring based on networks of personal relationships. ExecuNet and ExecRank are just two of the many career sites that allow members to search for contacts and network with other professionals in their fields.<\/p>\n

            LinkedIn is the most popular social network for professionals. It is a giant database of contacts with profiles that provide an overview of a person\u2019s past and present professional experience, skills, professional referrals, and affiliations with business and professional associations. A member can search through an extended network of contacts based on his or her professional acquaintances. The basis for a search can be job, job title, company, geography, zip code, or membership in a professional organization. LinkedIn uses the concept that there are no more than six degrees of separation between two people, or one person can be linked to any other individual through no more than six other people. With more than 530 million members worldwide, LinkedIn\u2019s extensive platform is an ideal network for both recruiters and those looking to make their next career move.<\/p>\n

            LinkedIn, like other social networks, is based on voluntary participation, and members consent to being networked. Nevertheless, important questions can be raised regarding privacy concerns and use of one\u2019s social network.<\/p>\n

            \n
            Critical Thinking Questions<\/strong><\/div>\n
              \n
            1. Social networks can easily generate a name for an HR recruiting target, but how can the hiring firm convert the target into a candidate who is interested in the job?<\/li>\n
            2. A social network like LinkedIn is an excellent tool that can be used to build a personal brand and find a new job. In what ways could a job seeker potentially harm<\/em> their career opportunities on a social networking site?<\/li>\n<\/ol>\n<\/div>\n

              Sources: \u201cAbout ExecuNet,\u201d https:\/\/www.execunet.com, accessed February 8, 2018; \u201cLinkedIn Statistics,\u201d https:\/\/expandedramblings.com, accessed February 8, 2018; \u201cSocial Recruiting Tips,\u201d https:\/\/www.betterteam.com, January 24, 2018; Susan M. Heathfield, \u201cUse LinkedIn for Recruiting Employees,\u201d The Balance,<\/em> https:\/\/www.thebalance.com, April 7, 2017.<\/p>\n<\/div>\n<\/div>\n<\/div>\n

              \n

              Recruitment Branding<\/h3>\n

              Recruitment branding<\/strong> involves presenting an accurate and positive image of the firm to those being recruited. Carbone Smolan Agency<\/span> (CSA) is a New York\u2013based image consulting firm that assists in developing a recruitment branding strategy.[1]<\/sup><\/a> The materials developed by CSA comprise a realistic job preview<\/em>, which informs job candidates about organizational realities of the job and the firm so they can more accurately evaluate jobs and firm expectations concerning work assignments, performance standards, promotional opportunities, company culture, and many other characteristics of the job.<\/p>\n

              \n
              \n

              concept check<\/h3>\n
                \n
              1. What are the two sources of job applicants?<\/li>\n
              2. What are some methods firms use to recruit applicants?<\/li>\n
              3. What is meant by recruitment branding?<\/li>\n<\/ol>\n<\/div>\n

                Summary of Learning Outcomes<\/span><\/p>\n<\/div>\n<\/div>\n

                \n
                  \n
                1. How do firms recruit applicants?<\/li>\n<\/ol>\n

                  When a job vacancy occurs, most firms begin by trying to fill the job from within the ranks of their own employees, known as the internal labor market. If a suitable internal candidate is not available, the firm turns to the external labor market. Firms use local media to recruit nontechnical, unskilled, and nonsupervisory workers. To locate highly trained recruits, employers use college recruiters, executive search firms, job fairs, and company websites to promote job openings. During the job search process, firms present an accurate and positive image of the company to those being recruited, called recruitment branding.<\/p>\n<\/div>\n

                  \n

                  Glossary<\/h3>\n
                  \n
                  job fair<\/dt>\n
                  An event, typically one or two days, held at a convention center to bring together job seekers and firms that are searching for employees.<\/dd>\n<\/dl>\n
                  \n
                  recruitment<\/dt>\n
                  The attempt to find and attract qualified applicants in the external labor market.<\/dd>\n<\/dl>\n
                  \n
                  recruitment branding<\/dt>\n
                  Presenting an accurate and positive image of the firm to those being recruited.<\/dd>\n<\/dl>\n<\/div>\n\n\t\t\t
                  \n\t\t\t

                  Candela Citations<\/h3>\n\t\t\t\t\t
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                  CC licensed content, Shared previously<\/div>