第四章招募求职者.pptVIP

Chapter 4 Recruiting Applicants 1. Linking Recruitment to Competitive Advantage 2. HRM Issues and Practices 3.The Manager’s Guide LEARNING OBJECTIVES Understand how a firm’s recruiting practices can lead to competitive advantage. Explain the choices involved in planning a recruitment strategy. Discuss the various recruitment methods. Opening Case: Gaining Competitive Advantage at the Los Angeles United School District Problem: A poor recruiting system resulting in low-quality hires Solution: Using an online system and rolling out the red carpet How the new recruitment process enhanced competitive advantage District attracts top candidates, 95% of new hires in the past year were highly qualified Through the use of automated services, the district saves about $10 million per year 1. Linking Recruitment to Competitive Advantage A recruiting program has five goals: （1）Achieve cost efficiency. （2）Attract highly qualified candidates. （3）Help ensure that individuals who are hired will stay with the company. （4）Assist a company’s efforts to comply with nondiscrimination laws. （5）Help a company create a more culturally diverse workforce. （1）Achieving cost efficiency Recruitment costs per hire typically equal one third of a new hire’s annual salary. Expenses incurred during recruitment include: The cost of advertising Recruiter and candidate travel Possible referral or sign-on bonuses Agency or search firm fees Recruiters’ salaries and benefits Managers’ time （2）Attracting highly qualified candidates Notification of job openings HRM department must ensure that its recruitment efforts reach a sufficient number of qualified applicants. Influencing job acceptance decisions HRM department must take action to enhance the likelihood that the best applicants will accept their job offers. The manner in which the company recruits its applicants is very important. The recruiter’s behavior is often viewed as an extension of the organization’s “personality.” （3）Improving r