Human Resources Management RECRUITMENT, SELECTION, AND RETENTION
I The

Hiring Process I Recruiters and Headhunters I Recruitment I Selection I Common Hiring Mistakes

The Hiring Process
1.

Job Description
I I I I

What job are you hiring for? Define the Job Identify essential job duties (ADA compliance) Describe job responsibilities, duties, authority, place on organization chart, resources, etc. Identify the KSAs required of jobholders Identify “nice to have” additional qualifications of jobholders

2.

Job Specifications
I I

3. 4. 5. 6.

Recruitment Process Selection Process Hire Socialization Process

GOAL OF RECRUITMENT
Attract qualified applicants and provide enough information for un-qualified applicants to de-select themselves, in a cost effective manner, while pursuing appropriate diversity / affirmative action objectives. Constraints:
– – – – – – – –

image of the organization attractiveness of the job and career internal HR policies (e.g. promotion from within) EEO legislation costs of recruitment pay and benefits location working conditions

RECRUITING SOURCES
I

Internal Search
– –

promotions inter-organizational job markets

I

Referrals from Current Employees External Search:
– – – – – – – –

I

Advertisements Recruitment and Selection Firms Public employment services Executive Search Firms (Headhunters) Colleges and Schools Professional Organizations (e.g. SHRM) Walk-ins Internet

RECRUITING COSTS
I

College Fair – about $20,000 per trip Recruitment and Selection Firms – approx. 3 months’ salary of the employee to be hired, usually contingent upon success Executive Search Firm - 6 to 9 months’ total expected cash compensation of the executive. (Sometimes more) Recruitment by HR staff - $6,000 to $7,000 per salaried employee

I

I

I

INTERNAL VS. EXTERNAL RECRUITMENT
What are the