External Recruiting
If internal sources do not produce enough acceptable candidates for jobs, many external sources are available. These sources include school, colleges and universities, media sources, trade and competitive sources, employment agencies, executive search firms, and the Internet.
Schools
High schools or vocational / technical schools may be a god source of new employees for many organizations. A successful recruiting program with these institutions is the result of careful analysis and continual contact with individual schools.
Colleges and universities
At the college or 原文请找腾讯752018766优'文"论'文.网http://www.youerw.com mployers and applicants can meet.
Media sources
Media sources such as newspapers, magazines, television, radio, and billboards are widely used. Whatever medium is used, it should be tied to the relevant labor market and provide sufficient information on the company and the job. When using recruitment advertisement in the media, employers should ask five key questions:
What is the ad suppose to accomplish?
Who are the people we want to reach?
What should the advertising message convey?
How should the message be presented?
Where should it be placed?
Trade and Competitive Sources
Other sources for recruiting are professional and trade associations, trade publications, and competitors. Many professional societies and trade associations publish newsletters or magazines containing job ads. Such publications may be a good source of specialized professionals needed in an industry.
Employment Agencies
Every state in the United States has its own state-sponsored employment agency. These agencies operate branch offices in many cities throughout the state and do not charge fees to applicants or employers.
Private employment agencies are also found in most cities. For a fee collected from either the employee or the employer, usually the employer, these agencies do some preliminary screening for an organization and put the organization in touch with applicants.
Executive Search Firms
Some employment agencies focus their efforts on executive, managerial, and professional positions. These executive search firms are split into two groups: (1)contingency firms that charge a fee only after a candidate has been hired by a client company, and (2) retainer firms that charge a client a set fee whether or not the contracted search is successful. Most of the larger firms work on a retainer basis.
Internet Recruiting
Organization first started using computers as a recruiting tool by advertising jobs on a bulletin board service, from which prospective applicants would contact the company. Then some companies began to take e-mail applications. Now many employers are not only posting jobs and accepting resumes and cover letters online, but also are conducting employment interviews online.
Flexible Staffing
Decisions as to whom should be recruited hinge on whether to seek traditional full-time employees or use more flexible approaches. These approaches might include temporaries, independent contractors, or professional employer organizations (PEOs) and “leased” employees.
Employers that use temporary employees can hire their own temporary staff or use agencies supplying temporary workers on a rate-per-day or per-week basis. The use of temporary workers may make sense for an organization if its work is subject to seasonal or other fluctuations. Hiring regular employees to meet peak employment needs would require that the employer find some tasks to keep employees busy during less active periods or resort to layoffs.
Some firms employ independent contractors to perform specific services on a contract basis. However, those contractors must be independent as determined by the U.S. Dependent of Labor.
Employee leasing process is simple: An employer signs an agreement with an employee leasing company, after which the existing staff is hired by the leasing firm 原文请找腾讯752018766优'文"论'文.网http://www.youerw.com taxes, prepares and implements HR policies, and keeps all the required records.
The job can sometimes be changed specifically in order to alter the recruiting situation. A decision might be made to improve characteristics of vacant positions by raising salaries, increasing benefits, or redesigning the job for a different level of applicant. Also, jobs may be changed to reduce turnover and increase retention of employees, which means less need for recruiting and fewer empty jobs. Compensation is commonly used to improve retention, along with better opportunities for promotion and transfer, recognition, training, and benefits.
RECRUITING EVALUATION
Evaluating the success of recruiting efforts is important. General areas for evaluating recruiting include the following:
Quantity of applicants: because the goal of a good recruiting program is to generate a large pool of applicants from which to choose, quantity must be sufficient to fill job.
EEO goals met: The recruiting program is the key activity used to meet goals for hiring protected-class individuals. This is especially relevant when a company is engaged in affirmative action to meet such goals.
Quality of applicants: There is the issue of whether the qualifications of the applicant pool are sufficient to fill the job openings, whereby the applicants meet job specifications and perform the job.
cost per applicant hired: Cost varies depending on the position being filled, but knowing how much it cost to fill an empty position puts turnover and salary levels in perspective.
Time required to fill openings: the length of time it takes to fill openings is another means of evaluating recruiting efforts. If openings are filled quickly with qualified candidates, the work and productivity of the organization are not delayed by vacancies.
In summary, the effectiveness of various recruiting sources will vary depending on the nature of the job being filled and the time available to fill it. But unless calculated, the effectiveness may not be entirely obvious.
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