1、McGraw-Hill/Irwin 2004 The McGraw-Hill Companies, Inc. All rights reserved. 7 - 1 McGraw-Hill/Irwin 2004 The McGraw-Hill Companies, Inc. All rights reserved. 7 - 2 RecruitmentRecruitment chapterchapter 7 McGraw-Hill/Irwin 2004 The McGraw-Hill Companies, Inc. All rights reserved. 7 - 3 Recruitment lO
2、rganizational activities that influence: lThe number and types of applicants who apply for a job lWhether the applicants accept jobs that are offered lDirectly related to HR planning and selection lRepresents the first contact between organizations and prospective employees McGraw-Hill/Irwin 2004 Th
3、e McGraw-Hill Companies, Inc. All rights reserved. 7 - 4 External Influences on Recruitment Government and Union Restrictions Labor Market Conditions Composition of the Labor Force Location of the Organization McGraw-Hill/Irwin 2004 The McGraw-Hill Companies, Inc. All rights reserved. 7 - 5 Immigrat
4、ion Reform and Control Act (ICRA) of 1986 lEmployers duty not to recruit, hire, or continue to employ “unauthorized aliens” lEmployers duty to verify the identity and work authorization of every new employee lEmployers duty not to discriminate on the basis of citizenship or national origin lAmnesty
5、rights of certain illegal aliens who are eligible to achieve temporary or permanent status in the country. McGraw-Hill/Irwin 2004 The McGraw-Hill Companies, Inc. All rights reserved. 7 - 6 Guidelines for Legal Recruitment (1 of 2) lPost notices regarding the availability of a job lPublish a list of
6、qualifications necessary to fill the job Distinguish between essential qualifications and desirable qualifications Do not rely on word-of-mouth sources of recruits Use recruiting sources that will reach the greatest number of potential applicants in the job market McGraw-Hill/Irwin 2004 The McGraw-H
7、ill Companies, Inc. All rights reserved. 7 - 7 Guidelines for Legal Recruitment (2 of 2) lBe wary of establishing qualifications that might directly or indirectly exclude members of protected groups lBe sure job qualifications are applied to every applicant in a consistent manner McGraw-Hill/Irwin 2
8、004 The McGraw-Hill Companies, Inc. All rights reserved. 7 - 8 The Organizations View of Recruiting Recruiting Requirements Organizational Policies and Practices Organizational Image McGraw-Hill/Irwin 2004 The McGraw-Hill Companies, Inc. All rights reserved. 7 - 9 The Potential Employees View of Rec
9、ruiting (1 of 2) Preferences of recruits for organizations and jobs Job search and finding a job: The recruit McGraw-Hill/Irwin 2004 The McGraw-Hill Companies, Inc. All rights reserved. 7 - 10 The Potential Employees View of Recruiting (2 of 2) lApplicants abilities, attitudes, and preferences are b
10、ased on: lWork experiences lInfluences by parents, teachers, and others lThese influences affect them in two ways: lHow they set job preferences lHow they go about seeking a job McGraw-Hill/Irwin 2004 The McGraw-Hill Companies, Inc. All rights reserved. 7 - 11 Responsibilities for Recruiting lIn lar
11、ger organizations, the HR department does the recruiting lIn smaller organizations, multipurpose HR people or operating managers recruit and interview applicants McGraw-Hill/Irwin 2004 The McGraw-Hill Companies, Inc. All rights reserved. 7 - 12 Internal Recruiting Job posting and bidding Inside moon
12、lighting Employees friends McGraw-Hill/Irwin 2004 The McGraw-Hill Companies, Inc. All rights reserved. 7 - 13 External Recruiting Media AdvertisingE-recruiting Employment Agencies Executive Search Firms Special Events Recruiting College Recruiting Summer Internships McGraw-Hill/Irwin 2004 The McGraw-Hill Companies, Inc. All rights reserved. 7 - 14 E-Recruiting: Key Issues to Keep in Mind lBe careful not to inadvertently screen out diverse candidates lMake sure the job opening is communicated to large portions of the target population lRecruiters need to figure out a way
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