1 Chapter Six Recruiting Human Resources. 2 Chapter Outline 1.Planning and Recruiting 2.Sources for...

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Chapter Six

Recruiting Human Resources

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Chapter Outline

• 1.Planning and Recruiting

• 2.Sources for Recruiting

• 3.Methods of Recruiting

• 4.Realistic Job Previews

• 5.Alternatives to Recruiting

• 6.Job Choice from the Prospective Employee’s Perspective

• 7.Evaluating the Recruiting Process

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Planning and Recruiting

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招募（ recruiting/ recruitment）• Recruiting

– Developing a pool of qualified applicants who are interested in working for the organization and from which the organization might reasonably select the best individual(s) to hire for employment

• 企業為了吸引具有工作能力及工作動機的適當人選，激發他們前來應徵的過程 .

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Planning and Recruiting

• (Business) Planning– For growth strategies– For stability strategies

• Human Resource Planning– 決定組織對人力資源的需要，並確保有適當數目的適任人員適時地擔任適當工作的一個過程 .

– 滿足現在與未來的人力需求 .

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Human Resource Planning

• 要瞭解公司的策略 .

• 要瞭解高階主管與功能部門主管的需求 .

• 要瞭解人力資源對企業策略的關連性 .

• 要瞭解人力對目標達成的影響 .

• 將公司的目標轉換成人力資源目標 .

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人力需求預測• 影響因素：

--生產量、銷售量 --人員流動率 --員工的素質與種類 --新產品、服務或新市場 --新的管理改變與或者新的技術 (提高生產力 ) --財務資源預算

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Organizational and Individual Goals in Recruiting

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The Organization’s Goals in Recruiting

Develop a pool of qualified applicants

Optimize the size of the pool of qualified applicants

Attract a talent pool greater than the number of available positions

Offer an honest and candid assessment to prospective applicants

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Job security

Financial income

Challenging work

Promotion opportunities

Benefits

Idiosyncratic goals( 個人風格 )

Optimize their personal situations

The Prospective Employee’sGoals in Recruiting

IndividualsWork forSeveral

Reasons

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Sources for Recruiting

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Sources for Recruiting

• Internal recruiting – Looking inside the organization for existing

qualified employees who might be promoted to higher-level positions

• External recruiting– Looking to sources outside the

organization for prospective employees

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Methods of Recruiting

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Methods for Internal Recruiting

• Job posting– Vacancies in the organization are

publicized through company newsletters, bulletin boards, internal memos, and the firm’s intranet

• Supervisory recommendations– If an existing employee is particularly well

suited for the new job opening the supervisor recommends that individual

• Union halls• Employees who have been laid off

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Methods for External Recruiting

• General labor pool– The local labor market from which a firm

hires its employees

• Referral– An individual who is prompted to apply for

a position by someone within the organization

• Direct applicants– Individuals who apply for a position with

the organization without any action on the part of the organization

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Word of mouth

Electronic recruiting

Advertisements

College placement

offices

Public employment

agencies

Executive search firms(Headhunter)

Private employment

agencies

Techniques for External Recruiting

Techniques for

Recruiting

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Limitations of Electronic Recruiting

• Many people may apply for a job they are not really qualified for.

• Staff members have the additional work of sifting through resumes from unqualified people and responding to a lot of e-mails.

• Differences in access to computers and the Internet may result in fewer diverse candidates.

• Websites must be well designed and easy to navigate.

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Realistic Job Previews

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What Is a Realistic Job Preview?

• An effective technique for ensuring that a job seekers understand the actual nature of the jobs available to them

•One method: providing job applicants with an opportunity to observe others performing the work

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Alternatives to Recruiting

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Employeeleasing

Part-timeworkers

Overtime

Temporary

employees

Alternatives to

Recruiting

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Job Choice from the Prospective

Employee’s Perspective

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Job Choice from the Prospective Employee’s Perspective

• Potential employees are attracted to an organization because they believe it can provide valued outcomes.

• Potential employees are attracted to organizations where they feel they can fit in.

• Potential employees accept jobs from organizations that the applicant perceives as having similar values and style.

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Evaluating the Recruiting Process

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Evaluating the Recruiting Process

• An effective recruiting process is one that results in a reasonable pool of qualified employees who are available to the organization and from which the organization can hire people whom it wants to perform various jobs.

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那一種外部招募方法最好 ?

• 考量招募績效（吸引多少合格應徵者？錄取比率 ? ）

• 考量錄用後的成效（哪種管道找到的人未來在工作上的表現較好？留任時間 ? ）

• 考量招募成本

• No single best