MGT 4322 Johnson CH 7

Recruiting

Activities that convert leads generated during sourcing into job applicants, generate interest in company, and persuade candidates to accept job offers.

Who does recruiting?

Recruiters, hiring managers, or employees

Applicant Reactions

Goal to achieve favorable views about the job and the organization

T/F: Organizational and individual perspectives are both relevant to recruiting

True

What should you consider with recruiting?

Consider the applicant’s perspective and needs since both parties are pursuing a business relationship

What are the three types of fairness?

Distributive, Procedural, Interactional

Distributive Fairness

Outcome: did you get the job or promotion

Procedural Fairness

Process: Respect applicants’ privacy, avoid delays, use job-related assessments, give fair opportunity to perform

Interactional Fairness

Personal Treatment: Honesty, respect, recruiter warmth, and informativeness

T/F: Organizations have greater control over procedural fairness of recruiting than distributive fairness

True

Signaling

Applicants view recruiter’s traits and behaviors as signals of the company and the job. Recruiter behaviors influence applicant perceptions of job and organizational attributes.

Desirable Recruiter Characteristics

Familiarity with the job and organization, Good listening skills, Good communication skills, Good social skills, Intelligence and self-confidence, Extroversion, Enthusiasm about the job and company, Trustworthiness, Credibility

Recruiters must keep candidates…

Excited about the job and willing to accept job

What is an example of signaling?

A demographic minority recruiter may signal the firm’s demographic diversity

Who should recruit?

Internal recruiters, External recruiters, Employees, Hiring managers, Recruiter profiles

What is the goal of a recruiter?

The recruiter should be able to relate to a targeted recruit and persuade him or her to apply and/or accept a job offer

What are the factors influencing a recruiter’s effectiveness?

The organization’s characteristics, the characteristics of the job, hiring managers, coworkers, the labor market

What are the recruiter’s training areas?

Recruiting knowledge, interpersonal skills, presentation skills, the organization’s goals and recruiting objectives, legal issues, multiple assessments, applicant attraction

What are the goals of an organization for recruitment?

Employer branding, candidate screening, generating candidates’ interests

For a recruiter to pursue goals…

The organization’s goals must be known by the recruiter and be consistent with the recruiter’s personal goals. The recruiter must receive feedback in relation to these goals

T/F: The behaviors and outcomes that are rewarded are the ones most likely to be pursued by recruiters

True

T/F: You should align rewards with staffing goals?

True

Organizational Image

A general impression based on both feelings and facts ex. employer brands

L’Oriel’s 3 Pillars

Thrilling experience, Environment that inspires, School excellence

Thrilling Experience

A truly global business with a clear purpose and vision will ensure that candidates can see how they would fit this into their own trajectory

Environment that Inspires

With the amount of science, corporate social responsibility, and sustainable business practices, there will be something to inspire most employees

School of Excellence

World leading brands and products would attract the best people and skills; as a candidate, you could be attracted to that environment for your career growth

Message content should appeal to…

The goals and values of targeted recruits

Noncompensatory screening factors should be…

Communicated to facilitate self-selection aka job location and type of job

Realistic Job Previews

Provide both positive and potentially negative information to job candidates.

T/F: Rather than selling the job by presenting it in the most positive light, realistic job previews strive to present an honest and accurate picture.

True

What is the goal of realistic job previews?

Don’t focus on negative factors, but provide objective information that job candidates can use to self-assess their fit with the job and organization

When should you share job offer details and company benefits?

Later in the recruiting process

When should you share broad information about the job and company and information as well as the candidate’s potential fit with the job duties and company?

Earlier in the recruiting process