Weeks 7-8 Test (Ch5-7 plus orgz change)

Recruitment Definition

process of identifying potential employees, communicating job and organizational attributes, convincing them to apply for available jobs. finding qualified applicants- when a manager needs to fill a job until the job is filled.

Phases of Recruiting Process

Planning & Decision, Initiating, Sourcing & Applications, Screening/Interviews, Offers/Rejections

Planning & Decision

create well organized and to the point job description

Initiating

conducting kickoff meeting with hiring manager to set strategies, requirements, clarify roles/responsibilies. create attractive job ads

sourcing and applications

apply as a candidate (needs to be an easy process)

screening/interviews

perform PI/cognitive review. perform screening/pre-selection. provide manager with relevant/qualitative CVs. conduct interviews. communicate/align with stakeholderse

offers/rejection

send feedback to all candidates

Recruiters Role

working with hiring managers to make sure job requirements/expectations are clearly understood, candidates meet appropriate criteria. strong relationships with managers and leaders. effectiveness. track and report key metrics (internal database)

what makes a recruiter effective

a recruiters ability to relate to the recruit’s value system and motivation than demographics. (they should also be familiar with job/organization, communication, talking, etc)

Hiring Manager

need partnership with recruiters. they get presented with candidates through the recruiter’s pre-selection

candidate

need communication throughout process. they need feedback whether they did or didn’t get the job.

HR/Recruiter

need to provide managers with support/feedback/have the right resources (time/toolbox) to feel pride. they add value thru interviews.

Who should you recruit?

All Employees

Workforce Planning

predicting an organizations future employment needs/the availability of current employees and external hires to meet those job needs and execute the company’s business strategy. generally has a 2-5 outlook.

WF Planning Simplified

• Whats out there?

• What do we have/need?

• What’s the gap? How do we address it?

Forecasting Internal Labor Demand

• depends on forecasted business activity/needs

• construct estimates as a range providing low, probable, and high estimates.

resolving talent shortages

consider outsourcing (contracting w/ outside firm that has expertise to assume responsibility for specific contract service)

resolving temporary talent surpluses

terminate temporary or contingent workers first to help provide buffer around key permanent workers

resolving on-going talent surpluses

early retirement incentives, layoffs, not filling vacated positions can reduce an employers headcount. action plans to address employ surplus (reassignments, hiring freezes, steering workers away from careers in that position)

people who first apply for a job

job applicants

job applicants that pass initial screening

job candidates

job candidates that make it thru: organization makes hiring decision from group of these

finalists

marketing concept

a way potential applicants can differentiate what one company offers verses another

employer branding

making a long term strategy to manage a firms stakeholders including current and future employees perceive the company

contingency recruiting agency

flat fee or percentage of first year salary (usually 20%) if employee hires recommended by agency for lower or mid level positions

retained agency

fees paid after predetermined steps (usually 30%) for upper or niche positions. firm is usually paid around 3 installments

How do you get the word out? Messaging content

whats unique about my company? goals? values? WIIFM/WSIC?

Realistic Job Previews

provide both positive and potentially negative information to job candidates to present an honest/accurate picture

Why structured interviews?

higher validity, standardize process and evaluation of results, job-related notes, give scores that can be used to compare candidates.

Motivational Interviews

explore candidates potential commitment and ______. (ex: why work here. tell me about yourself. where do you see urself)

Behavioral Interviews

what the applicant has done in past to predict future behaviors (tell me about a time)

situational/scenario interviews

how to react in a hypothetical certain task or event (how would you handle? wwyd if??)

case study interview

giving candidate business scenario and asking them to offer/analyze situation and offer advice to solve it. (how would you market, what would you invest, which market to enter/withdraw)

Closing the deal

Stay in contact with the new-hire and encourage their supervisor to do the same.

Metrics, Analytics, Challenges

Time and cost to hire, labor shortages

Leading Organizational Change is

ALWAYS a work in progress

Mantra of Change

Better, Faster, Cheaper (BFC)

Where is your company?

What works/doesnt? Has any unexpected events affected it? SWOT Analysis.

examples of unexpected events

tragedies, tech becoming obsolete, global competition, competition against rich people.

Company purpose

why are we here? whats our long term outlook. what do we wanna be? whats our endgame? do our mission/vision statements work?

Strategy

what are we trying to accomplish? how will we get there?

4 levels of strategy

(top) Board of Directors → Head of Business Units → Head of Business Functions → Team Leaders & Members (bottom)

What frameworks, resources, skills will we use?

Time, money, people, tech. Get some sticky notes.

Keys to productive/satisfying work climate (execution)

do what you say youll do. earn trust, respect/dignity, growth/learning, feedback, award.

Assess Organizational Readiness

Doing test drives, adjusting as needed. Change ambassadors, being inclusive. leadership/critical positions. being prepared.

Select Place and Talent

focus on players, right person, place, time. acclimation, accountabilities, etc.

executing, refining, reviewing

starting with a blank state. being better, faster, cheaper.

3 key elements of change

speed, speed, speed.