and gossip Recruitment methods Overt efforts by the

1
Recruiting Employees

• Prof. John Kammeyer-Mueller
• MGT 4301

2
Plan

• Where we are
• Discussed the primary goals of internal and
  external recruiting systems
• Discussed some metrics used in evaluating
  recruiting
• Where we want to be today
• Learn about external recruiting processes
• How well know how were doing
• What is the importance of matching in the
  recruiting process?
• How do companies and employees learn about one
  another during recruiting?
• What are the outcomes of various recruiting
  strategies?

3
Nature of Staffing

• Definition
• Staffing is the process of acquiring, deploying,
  and retaining a workforce of sufficient quantity
  and quality to create positive impacts on the
  organizations effectiveness.
• Implications of definition
• Acquire, deploy, retain
• Staffing as a process or system
• Quantity and quality issues
• Organization effectiveness

4
Why Is Recruiting So Important?

• Watson Wyatt estimated that if a company has an
  excellent recruiting function, is associated with
  10 higher total market value
• All of the other staffing functions are
  contingent on recruiting the right people
• You can only select qualified candidates if they
  apply in the first place
• Good candidates could get more out of proper
  training and development opportunities
• Individuals who are in high demand will be
  especially able to pick companies that do a good
  job of recruiting

5
A Summary Model of Job Choice Decisions

• Sources of information
• Signals
• Social information
• Recruiting methods

• Recruiting outcomes
• Job acceptance
• Post-hire attitudes
• Post-hire performance

• Reactions to the Job
• Attributes
• Attitudes

• Moderators
• Credibility
• Richness

6
Defining Effective Recruiting

• Salience
• The message reaches enough people
• The message reaches the right people (e.g.,
  people who are qualified and likely to fit in
  well with the organization)
• Credibility
• The message being delivered is accepted by those
  hearing it
• Information is considered unbiased and objective
• Richness
• The message contains enough information for the
  candidate to appraise the position
• The message is sufficiently detailed
• Respondents can solicit more information if needed

7
Finding out About Jobs

• Signaling
• Factors that indirectly influence your image of
  what the company is likely to be
• Social information
• Discussions, rumors, and gossip
• Recruitment methods
• Overt efforts by the organization to produce a
  reaction in job seekers

8
Signaling Theory and Job Choice

• Signals
• Salient pieces of information that shape choices
  under uncertainty
• The attributes of any company are not known with
  certainty, and people are skeptical of company
  information
• Requires employees to look for signals of what
  the company will be like
• What are some signals that tell you what a
  company might be like?

9
Signals in the recruiting process Examples of
inferences about fit

• Inferences about interpersonal fit
• I wasnt sure of the fit at first. But after
  talking with the people there, I feel like there
  was a pretty good fit. I have talked to seven
  people there and liked all of them.
• Inferences about corporate culture
• They interviewed about a hundred people in a
  day. Then, based on the initial interview, people
  were asked to re-interview the next day in
  different divisions. So instead of just putting
  resumes in a pile and having people look at them,
  they were on the ball.

10
Signals in the recruiting process Strong
negatives!

• Inferences about skills
• _____ has a management training program which
  the recruiter had gone through. She was talking
  about the great presentation skills that _____
  teaches you and the woman was barely literate.
  She was embarrassing. If that was the best they
  could do, I did not want any part of them.
• Inferences about diversity
• The guy at the interview made a joke about how
  nice my nails were and how they were going to
  ruin them due to all the tough work.
• For example, the ______ companies wouldnt even
  put one woman on my schedule. That scares me.

11
Social Information

• Word-of-mouth about companies
• One of the strongest influences on how a company
  is perceived
• Not entirely under the companys control
• Informal sources of information, like family and
  friends, are extremely credible and rich sources
  of information

12
What are Job Seekers Looking For?
13
Another Way of Summarizing Applicant Preferences

• Attributes
• Beliefs about the actual employment conditions at
  an organization
• A combination of wages, working conditions,
  benefits, and social environment
• Attitudes
• Feelings about what the company is like as a
  whole
• The more emotional beliefs about an
  organization
• Evidence from Collins and Stevens (2002) showed
  that both attributes and attitudes were related
  to application decisions

14
Recruiting Methods

• How do you find out about jobs?
• Write down your top three methods
• For each method describe
• How salient the message will be (how much
  coverage does it have?)
• The richness of this source
• The credibility of this source

15
Major Methods of Recruiting

• Applicant initiated
• Employee referrals
• Job fairs
• Media campaigns
• Employment websites
• Job tryout procedures
• Recruiting firms

16
Applicant Initiated Recruiting

• Applicants start the process without knowing
  about specific jobs
• A few corporate hiring website examples
• Amazon Microsoft Merck
• Were always hiring
• Customer service
• Retail
• Some types of day labor
• Advantages and disadvantages
• For companies?
• For applicants?

17
Employee Referrals

• Typical process
• Informal referrals
• Many employees will inform friends about jobs
• In artistic fields, most recruiting is done
  through informal social networks
• Mostly achieved through weak ties or distal
  members of ones social network
• Formal referrals
• Explicit organizational policy of rewarding
  referrals
• Offices for handling referrals
• Williams, Labig, Stone, (1993) Granovetter

18
Employee Referrals

• Applicant source effects
• Those who are recruited by friends and
  co-workers
• Are more satisfied and/or committed
• Are less likely to turnover.
• Contacts in a social network provide jobs that
• Pay more
• Are more likely to be set up specifically for the
  applicant
• Applicants with information from formal and
  informal sources
• Higher pre-hire knowledge of the job
• Higher qualifications
• Williams, Labig, Stone, (1993) Granovetter
• Advantages and disadvantages
• For companies?
• For applicants?

19
Job Fair Recruiting

• Typical procedures
• Establish connection with colleges
• Provide advertising through media
• Information on multiple jobs is presented
• Brief informal interviews and screening are
  usually part of the process
• Advantages and disadvantages
• For companies?
• For applicants?

20
Media Campaigns

• Typical procedures
• Prepare banner ads, radio, and television
  messages
• Receive applications through company website
• Information on multiple jobs is presented
• Continually updated as the need arises
• Advantages and disadvantages
• For companies?
• For applicants?

21
Employment Websites

• Employment websites
• CareerBuilder, HotJobs, and Monster
• List jobs for employers for a fee
• They also will post resumes for employees
• Companies can get tracking data on recruiting
  methods and their effectiveness
• Also can track EEO data
• Some of these sites will pre-screen potential
  applicants
• Niche websites
• Often these are occupationally specific
• Have a much higher rate of qualified applicants
• These are growing rapidly in some fields
• Also used as part of affirmative action planning
• Advantages and disadvantages
• For companies?
• For applicants?

22
Using LinkedIn for Recruiting

• A LinkedIn survey of its users found that a third
  had been contacted at some point regarding a job
  opportunity.
• Most of the "power users" paying LinkedIn 200 a
  month for premium services such as InMails are
  recruiters, Guericke says.
• Tim Farrelly, president of Coit Staffing,
  requires all 12 recruiters in his company to use
  the site. He estimates he spends 7,200 a year on
  LinkedIn services, but "Weve probably made at
  least 100,000 because of it.
• Similar efforts are being made to use Facebook
  and MySpace for recruiting

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Job Tryout ProceduresTemp-to-Hire and
Internships

• The big advantages
• Employees a chance to see the organization from
  the inside
• Get a chance to interact with co-workers in a
  variety of situations
• Results suggest an even stronger effect than for
  realistic job previews.
• Potential disadvantages
• Can be expensive to put someone through the full
  procedure
• Need to be careful about legal implications
• Advantages and disadvantages
• For companies?
• For applicants?

24
Another Possible Solution Using Recruiting Firms

• Typical processes for professional recruiting
  firms
• Candidates can apply directly to these companies
  to get their names into a database
• Often, these companies will have official
  recruiters (e.g., headhunters) who seek out full
  time employed individuals who might be attractive
  to employers
• Employers can solicit these companies for access
  to the database of applicants
• Example recommendedrecruiter.com maintains a
  searchable database of recruiters by location
• Advantages and disadvantages
• For companies?
• For applicants?

25
Realistic Recruiting Expectations?
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Types of Recruiting Messages

• Realistic
• Workers told both the good and bad points of jobs
• Based on the assumption that turnover is the
  result of a mismatch between information thats
  typically provided and what jobs are really like
• Branded
• Emphasize the unique properties of the
  organization and what it does that is different
  than competitors
• Often accompanied by descriptions of why the
  company should be an employer of choice
• Involves research on perceptions of the
  organization
• Targeted
• Emphasizes how the organization or job is
  especially well suited to a specific group of job
  seekers
• Usually involves extensive research on applicant
  preferences

27
Realistic Recruiting

• Examples from Prudentials realistic recruiting
• A Prudential representative finds that a high
  degree of personal recognition is available. And
  a successful Prudential Special Agent is
  recognized in the community as a professional.
  But there are times when every Special Agent
  feels discouraged. A career as a special agent is
  not an easy one. It can mean many personal
  sacrifices it can mean working four or more
  nights a week, in the beginning it can mean
  postponing a special outing or an evening at
  home it can mean having to take extra insurance
  courses.

28
Realistic Recruiting

• If I am asked to do any more work than what is
  currently in my job description, I will quit. The
  job I signed on to do is easily a 2-person, full
  time job and I am expected to do it all in 40
  hours a week. It is impossible and unrealistic,
  and it constantly sets me up to fail.
• I intend to quit because the job description and
  conditions I was recruited under aren't at all
  what I've been doingI was told no travel, but I
  have to travel. I was told I'd be doing
  instructional design, project management, and
  administrative work, Ive been since that I had a
  specific function, doing whatever my manager
  doesn't want to do.
• I was ready to go on day two, and Im still ready
  to go. I spend two hours a day looking for a new
  jobI have to say, the job is not what I was led
  to believe it is. The things Im doing, I did
  four or five years ago. I took this job because
  I was able to grow in my career and learn more
  and do more
• From Kammeyer-Mueller, Wanberg, Glomb, Ahlburg,
  and Chuang, unpublished data

29
Phillips Effects of Realistic Job Previews

• Factors that moderate the effectiveness of RJPs
• Settingslaboratory settings may be missing
  important elements of the employment setting
• TimingRJP information should be more effective
  if its provided before a choice is made
• Mediumverbal information is typically more
  persuasive and salient, so one would expect that
  verbal RJP would have more of an effect

30
Phillips Effects of Realistic Job Previews

• Setting and timing dont matter as much as one
  might think
• Verbal RJPs are more effective across most
  categories for influencing attitudes
• Videotaped RJP does seem more related to
  performance because they can show actual
  instances of performance, which might be hard to
  do verbally
• RJP does very little in general to improve
  satisfaction or commitment

31
Realistic Job Previews and Applicant Reactions

• Concerns about realistic previews
• Negative information is used more by applicants
  than positive information on pay and promotions
• If given a choice, most individuals prefer jobs
  that are sold during recruiting
• Bretz Judge, 1998 (after the Philips
  meta-analysis)

32
Realistic Job Previews and Applicant Reactions
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However, Realism Can Have Positive Effects After
Hire
Employer honesty
Realistic preview
Organizational commitment
Coping
Withdrawal cognitions
This empirically supported model shows how
realistic previews seem to primarily have their
effects by encouraging employees to cope with the
difficulties of their new jobs From Hom,
Griffeth, Palich, Bracker, 1999
Voluntary turnover
34
Branded Recruiting Messages

• Strategy to create a distinctive presence as an
  employer
• Specifically advertising the companys employment
  philosophy
• Pairing product brand with beliefs about
  employment
• Sources of brand beliefs
• Product market presence
• Industry
• Media profiles (e.g., Fortune 100 Best Companies
  to Work For)

35
Branded Recruiting Messages

• Examples
• General Electric has long promoted itself as a
  very achievement and outcome oriented employer
• That SAS video that we watched is obviously a
  case in point
• The U.S. armed forces have always pursued this
  approach
• What are the potential advantages and
  disadvantages of this approach?

36
Targeted Recruiting Messages

• Strategy to attract specific employees
• Assessing the preferences of a group of people
• Developing messages that specifically correspond
  to these preferences
• Examples
• Organizations under affirmative action plans will
  seek to place advertisements in publications
  aimed at women and minorities
• Employers offer specific benefits that are
  especially attractive to younger workers
• Employers try to create an image that fits with
  the companys desired culture
• What are the potential advantages and
  disadvantages of this approach?

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Considering Different Recruiting Messages

• You are trying to hire recent graduates from UF
  to work at your company
• Develop a realistic message
• Emphasize good and bad points of the job
• Develop a targeted message
• Think about what recent college graduates are
  most interested in
• Develop a branded message
• What can your company offer to these graduates
  that is unique?

39
Wrap Up

• Where we were
• Discussed the primary goals of internal and
  external recruiting systems
• Discussed some metrics used in evaluating
  recruiting
• Where we wanted to be today
• Learn about external recruiting processes
• How well know how were doing
• What is the importance of matching in the
  recruiting process?
• How do companies and employees learn about one
  another during recruiting?
• What are the outcomes of various recruiting
  strategies?