《国际人力资源管理》课程公共资源 > 讲义：section07
7
As the first part of chapter 5 tells us, HR department should forecast the labor need and labor supply in a job category and decide if there is a labor surplus or labor shortage.
If there is a labor shortage, then the company should recruit employees from different sources.
Human resource recruitment is defined as any practice or activity carried on by the organization with the purpose of identifying and attracting potential employees.
All companies have to make decisions in three areas of recruiting:
(1) personnel polices, which affect the kinds of jobs the company has to offer;
(2) recruitment sources, which affect the kinds of people who apply;
and (3) the characteristics and behaviors of the recruiter.
These, in turn, influence both the nature of the vacancies and the nature of the people applying for jobs.
Which one has more effect on the job choice, the characteristics of vacancy, recruiters or recruitment sources?
According to the survey, characteristics of the vacancy are more important than recruiters or recruiting sources.
1. Personnel Policies affecting the attractive of job vacancy include internal or external recruiting.
One desirable feature of a vacancy is that it provides ample opportunity for advancement and promotion. Indeed, a survey of MBA students found that this was their top consideration when evaluating a company.
The value of the internal recruitment system can be seen from the Whirlpool experience.
The company has created network based internal recruitment system, a standard format was used by the manager to fill open positions, employees use the standard format to fill in the resume, and can quickly determine whether there is a match between applicants and job by predefined search algorithm.
In 2013, more than half of the whirlpool positions are filled through internal recruitment system, saving 100 million of hiring and training costs for the company.
The system has also been widely recognized by the staff, because it can be used as a long-term career planning tool.
In fact, in 2013 the employee turnover rate in Whirlpool is less than 5%, whereas the turnover rate of other similar manufacturing enterprises is 10-15%.
However, both internal recruiting and external recruiting have its own advantages and disadvantages.
First, relying on internal sources generates a sample of applicants who are well known to the firm.
Second, these applicants are relatively knowledgeable about the company’s vacancies, so the cost of training decreased.
However，recruitment internally will lead to bureaucracy.
There are several good reasons why organizations might decide to recruit externally.
Bringing in outsiders may expose the organization to new ideas or new ways of doing business, especially when there may not be any internal recruits from which to draw.
However, the new hires need to be well trained, and may lead to resentment from inside.
The CEO of GE has for decades been recruited from within, one of the management features of Japanese enterprises is the promote-from-within.
The CEO of IBM, HP are more external airborne.
2. Because pay is an important job characteristic for almost all applicants, companies that take a “lead-the-market” approach to pay- that is , a policy of paying higher-than-current-market wages-have a distinct advantage in recruiting.
Some executives are very highly paid, such as the CEO of Walt Disney, who earns over $600 million.
Twitter started courting Google’s product development vice-president, Sundar Pichae several years ago.
Twitter provided Sundar Pichae a $5 million counter-offer. But Sundar Pichae refused. Why?
Is it amazing? Do you want to work for Google?
What do you think of Google’s organization culture? Google emphasizes people orientation.
A study showed that during external recruitment activities the organization should advertise itself to attract more excellent potential applicants, including the organization's reputation, organizational culture, job attractiveness, the role of autonomy, pay levels, training and development opportunities as well as the attractiveness of the workplace.
We discussed internal versus external of recruits earlier in this section. What external recruitment sources can company use?
Indeed, on-campus interviewing is the most important source of recruits for entry-level vacancies.
Your school probably has a job placement office that helps students make contacts with employers.
Many employers have found that to effectively compete for the best students, they need to do more than just sign up for interview slots，such as a college internship program or participate in university job fairs.
For instance, Intel has college internship program, which allow the company to get early access to potential applicants and to assess their capacities directly.
The growth of the information superhighway has opened up new ways for organizations trying to recruit talent.
According to survey, the use of network recruitment in Fortune Global 500 accounted for more than 90%.
One of the easiest ways to get “e-recruiting” is to simply use the organization's own web page.
This is IBM’s web page for attracting applicants.
What is the advantage of e-recruiting?
The web is an economical, efficient means to recruit, it is also a convenient tool for job seekers.
Thus, what is the disadvantage of electronic recruiting?
For example, when Boeing needs to hire 13,000 employees with urgency, it released position information online, only received more than 200 resumes in the first month, but received a total of 19,000 within 3 months, and a total of 50,000 resumes in six months.
The disadvantage of e-recruiting is a flood of resumes.
More companies are using automated screening, data analysis and processing of applicant’s resumes in online recruiting.
A second way for organizations to use the web is to interact with large, well-known job sites such as 51job.com, zhaopin.com and etc.
Job seeks can search for jobs by industry, geographic location, and in some cases, by job description.
We discussed internal versus external of recruits earlier in this section. What external recruitment sources can company use?
Indeed, on-campus interviewing is the most important source of recruits for entry-level vacancies.
Your school probably has a job placement office that helps students make contacts with employers.
The growth of the information superhighway has opened up new ways for organizations trying to recruit talent.
According to survey, the use of network recruitment in Fortune Global 500 accounted for more than 90%.
Other recruitment sources include public & private employment agencies, direct applicants and referrals by existing employees, and other traditional mediums such as newspaper and magazines.
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