Recruitment.pptVIP免费

McGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.7-1McGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.7-2RecruitmentRecruitmentRecruitmentRecruitmentchapterchapter7McGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.7-3RecruitmentRecruitmentOrganizationalactivitiesthatinfluence:ThenumberandtypesofapplicantswhoapplyforajobWhethertheapplicantsacceptjobsthatareofferedDirectlyrelatedtoHRplanningandselectionRepresentsthefirstcontactbetweenorganizationsandprospectiveemployeesMcGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.7-4ExternalInfluencesonRecruitmentExternalInfluencesonRecruitmentGovernmentandUnionRestrictionsLaborMarketConditionsCompositionoftheLaborForceLocationoftheOrganizationMcGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.7-5ImmigrationReformandControlAct(ICRA)ImmigrationReformandControlAct(ICRA)of1986of1986Employer’sdutynottorecruit,hire,orcontinuetoemploy“unauthorizedaliens”Employer’sdutytoverifytheidentityandworkauthorizationofeverynewemployeeEmployer’sdutynottodiscriminateonthebasisofcitizenshipornationaloriginAmnestyrightsofcertainillegalalienswhoareeligibletoachievetemporaryorpermanentstatusinthecountry.McGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.7-6GuidelinesforLegalRecruitmentGuidelinesforLegalRecruitment(1of2)(1of2)1.Postnoticesregardingtheavailabilityofajob2.PublishalistofqualificationsnecessarytofillthejobDistinguishbetweenessentialqualificationsanddesirablequalifications3.Donotrelyonword-of-mouthsourcesofrecruits4.UserecruitingsourcesthatwillreachthegreatestnumberofpotentialapplicantsinthejobmarketMcGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.7-7GuidelinesforLegalRecruitmentGuidelinesforLegalRecruitment(2of2)(2of2)5.Bewaryofestablishingqualificationsthatmightdirectlyorindirectlyexcludemembersofprotectedgroups6.BesurejobqualificationsareappliedtoeveryapplicantinaconsistentmannerMcGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.7-8TheOrganization’sViewofRecruitingTheOrganization’sViewofRecruitingRecruitingRequirementsOrganizationalPoliciesandPracticesOrganizationalImageMcGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.7-9ThePotentialEmployee’sViewofThePotentialEmployee’sViewofRecruitingRecruiting(1of2)(1of2)PreferencesofrecruitsfororganizationsandjobsJobsearchandfindingajob:TherecruitMcGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.7-10ThePotentialEmployee’sViewofThePotentialEmployee’sViewofRecruitingRecruiting(2of2)(2of2)Applicants’abilities,attitudes,andpreferencesarebasedon:WorkexperiencesInfluencesbyparents,teachers,andothersTheseinfluencesaffectthemintwoways:HowtheysetjobpreferencesHowtheygoaboutseekingajobMcGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.7-11ResponsibilitiesforRecruitingResponsibilitiesforRecruitingInlargerorganizations,theHRdepartmentdoestherecruitingInsmallerorganizations,multipurposeHRpeopleoroperatingmanagersrecruitandinterviewapplicantsMcGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.7-12InternalRecruitingInternalRecruitingJobpostingandbiddingInsidemoonlightingEmployees’friendsMcGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreser...