德斯勒hrm原版(英文)05[精彩].ppt

Human Resources Management 12eGary Dessler Copyright ? 2011 Pearson Education, Inc. publishing as Prentice Hall 5–* Table 5-1 lists research findings that reveal several guidelines employers can use to improve their recruiting efforts’ effectiveness. Human Resources Management 12eGary Dessler Copyright ? 2011 Pearson Education, Inc. publishing as Prentice Hall 5–* Some employers have separate tools or systems for each element. However, several ATS providers integrate these elements into one comprehensive employee recruitment system. Human Resources Management 12eGary Dessler Copyright ? 2011 Pearson Education, Inc. publishing as Prentice Hall 5–* Recruiting a diverse workforce isn’t just socially responsible. Given globalization and the rapid increase in minority, older worker, and women candidates, it is a necessity. Human Resources Management 12eGary Dessler Copyright ? 2011 Pearson Education, Inc. publishing as Prentice Hall 5–* With a pool of applicants, the prescreening process can begin. The application form is usually the first step in this process (some firms first require a brief, prescreening interview or online test). A filled-in application provides four types of information listed in the slide. Human Resources Management 12eGary Dessler Copyright ? 2011 Pearson Education, Inc. publishing as Prentice Hall 5–* Figure 5-12 presents one employer’s approach to collecting application form information—the employment application for the FBI. In practice, most employers encourage online applications. Human Resources Management 12eGary Dessler Copyright ? 2011 Pearson Education, Inc. publishing as Prentice Hall 5–* Carefully review application forms to ensure that they comply with equal employment opportunity laws in the proper use of questions that the applicant is asked to answer. Human Resources Management 12eGary Dessler Copyright ? 2011 Pearson Education, Inc. publishing as Prentice Hall 5–* In choosing what to ask on the application, some experts su