人力资源管理-3.pptVIP

* Page 103 Instructor’s Note: Ask students - Why turn to an agency? Reasons include: 1. Your firm doesn’t have its own HR department and is not geared to doing recruiting and screening. 2. Your firm has found it difficult in the past to generate a pool of qualified applicants. 3. You must fill a particular opening quickly. 4. There is a perceived need to attract a greater number of minority or female applicants. 5. You want to reach currently employed individuals, who might feel more comfortable dealing with agencies than with competing companies. 6. You want to cut down on the time you’re devoting to interviewing. * Page 104 Job description – The better the employment agency understands the job to be filled, the greater the likelihood it will produce a reasonable pool of applicants. Screening tools – Tests, application blanks, and interviews should be a proven part of the employer’s selection process. Periodic candidate review – will server as a check on the effectiveness and fairness of the agency’s process. Agency relationship – It may also make sense to designate one person to serve as the liaison between the employer and the agency. Agency screening – Check with other managers or HR people to find out which agencies have been the most effective at filling the sorts of positions you need filled. * Page 104 Employers often supplement their permanent workforce by hiring contingent or temporary workers, often through temporary help employment agencies. Also known as part-time or just-in-time workers, the contingent workforce is big and growing. It recently accounted for about 20% of all new jobs created in the United States. Such workers are broadly defined as workers who don’t have permanent jobs. Today’s contingent workforce isn’t limited to clerical or maintenance staff. In one year, almost 100,000 people found temporary work in engineering, science, or management support occupations, for instance. And growing numbers of firms use temporary workers as sho