RECRUITMENT AND ATTRACTION

Overview of Selection Process

Define → advertise → assess → hire → evaluate

Attraction

Two way process: employees assess and choose organizations they apply to and organization choose people they want

Attraction-selection-attrition framework

People find organizations attractive as a function of implicit judgement and alignment between: org goals and personality

• Org goals: structures, processes, culture

• Personality

Organization attractiveness

Assessment of company’s desirability as an employer by a prospective employee

• Symbolic

• Instrumental

Symbolic

Inferences applicants make about the characteristics of organizations

• Subjective, intengible 

• E.g., friendly, attentive to people, pleasant, family oriented, cooperative, and helpful

• Job ads shape applicant perception

instrumental

Functional qualities

• Objective, physical, and tangible characteristics 

  • Pertain to the organization or to the job such as pay and job security

• More instrumental attributes in job ads increases attractiveness

What do Filipinos look for in jobs

1. Financial compensation

2. Work life balance

3. Retirement and insurance benefits

4. Job security

5. Flexible work location or work schedule

6. Amount of paid time off holiday

7. Family support solutions

8. Additional benefits

9. Appreciation for work

10. Learning and career dev possibilities

Recruitment

Process by which organizations attract qualified applicants

Three phases of recruitment

1. Generate applicants

2. Maintain applicant interest in organization

3. Influence job choice

Factors affecting recruitment

Recruiter, message, methods, timing

Recruiter

Some evidence that applicants influenced more by recruiter than job attributes

• Gender, personableness, competence, informativeness, trustworthiness, predicted attraction

• Recruiters must coordinate with hiring managers 

  • Too attractive: intimidate= not go to it

Message

More specific messages help people determine fit with organization

• Positively associated with perception of prestige and credibility

• Benefits, attributes

• More experienced jobseekers tend to put more emphasis on values fit

• More specific the pay information in job, more likely applicant apply for the job

employee value proposition EVP

Set of attributes that employees and labor market perceive as value they gain thru employment of org

AIDA

• Attention: add accessible and engaging

• Interest: relevant details included to generate initial interest

• Desire: desirable outcomes highlighted

• Action: clear call to action

Methods

Need to match method with recruitment

• Internal

• External

Internal Methods

Hiring people within the same company/ org through job posting, career planning and development, skills inventory

• Advantages: culture fit, internal references, job advancement

• Disadvantages: workplace politics, proliferation of groupthink

External Methods

From outside company/ org; walk ins, write in, mailed resume, ads…

• Advantages: much larger pool of possible employees, add fresh perspective, creates diversity, competitive, establish authority for new leaders

• Disadvantages: cost, training expenses, lowered employee morale

Most used in the ph recruitment

• Internal job posting

• Employee referral

• Internet

• Walk ins

• Company website

• Newspaper

• Job fair

• Internal career planning

Timing

Ave 14 days to respond to applications, but the constant need for employees made BPO to shorten to 3 hours

Evaluating recruitment processes

Cost per hire, Yield ratio, Turnover

Cost per hire

Total cost (HR salary, technology, referral bonuses)/ total hires

Yield ratio

Total accepted offers/ total applicants

Turnover

Large applicant pools are useless if hired candidates leave soon

Functional Turnover

When bad performance leave

Dysfunctional Turnover

When good performance leave

Summary/ purpose of SHRM

• Turn potential applicants into actual applicants

• Depends on fit between what company offers and what job seekers look for

• Clear and specific details important

• Factors: recruiter, message, method, timing