Section

1

The Environment
of Human Resource
Management 1

Section
Jobs and
Labor 121

C h a p t e r

6

2

Section

3

Training,
Development, and
Performance 279

4

Section
Compensation
399

Section

5

Employee
Relations 527

Recruiting
High-Quality Talent

Learning Objectives
After you have read this
chapter, you should be
able to:
LO1 Explain strategic
recruiting decisions
regarding employment
branding, outsourcing,
and other related
issues.

LO2 Identify distinct
labor markets and
describe their unique
characteristics.

LO3 Explain how
technology and social
networking affect
recruiting processes
for employers and
candidates.

LO4 Identify three internal
recruiting sources and
issues associated with
their use.

LO5 Highlight five external
recruiting sources.

LO6 Define recruiting

What’s Trending in

Recruiting

Employment recruiting is undergoing major renovations and s.
The traditional posting of “want ads” in the newspaper and submitting
­paper r­ esumes has given way to a nimble, technology-enhanced process
that makes information more accessible and available more quickly for
­candidates and companies. Here’s what’s trending regarding technology
and economic factors that impact how organizations source talent.1
1. The mass retirement of Baby Boomers and the smaller generation that
follows puts candidates in the driver’s seat. ­Organizations will need to
“woo” prospective employees and manage the candidate experience
to attract those with valued skills and ­experience.
2. Just-in-time staffing will become more common, with organizations
using freelancers, temporary workers, and contractors with far greater
frequency than in the past.
3. Business intelligence systems and Big Data will allow companies to
track the success of recruiting from various sources to find the best
and most cost-effective ways of identifying qualified workers. Use
of data and assessment science will lead to more automated
pre-screening.
4. “Social” sourcing and corporate talent networks help companies
connect with potential employees in real time through viral
communities. Promoting an employment brand will be more
important in these online networks.

measurement and
metrics and illustrate
how analytics can be
used to improve talent
acquisition.

198

Copyright 2017 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part. Due to electronic rights, some third party content may be suppressed from the
...

...
hould take into account the
advantages and disadvantages of each source.
Efforts should be made to recruit a diverse
workforce, including older workers, individuals
with disabilities, women, and members of
various racial/ethnic groups.

•
•
•
•

•

•

•

Elements of the labor market are labor force
population, applicant population, and applicant
pool.
Labor markets can be categorized by geographic
area, industry, occupation, qualifications, and
other characteristics.
Technology has had a major impact on
recruiting, and social media and other Internet
platforms are important sources of applicants.
While Internet recruiting may save money and
time, it may also generate more unqualified
applicants and may not reach certain groups of
potential applicants.
The most common methods of internal
recruiting include organizational databases,
job postings, career plans, employee-focused
recruiting, and rerecruiting of former
employees and applicants.
The most common external recruiting
sources are media, competitors, labor
s, employment agencies, job fairs
and other special events, and educational
institutions.
Recruiting efforts should be evaluated to
assess the effectiveness of the methods and
approaches.

Critical Thinking Challenges
1. What labor markets should be considered when
recruiting to fill an opening for a housekeeping
staff at a local hospital? What labor markets
should be considered for staffing the chief
surgeon for the local hospital?
2. Discuss ways a regional bank could effectively
use the Internet to recruit bank tellers.
3. Describe how a local firm might be able to
utilize college/university interns to generate

future applicants for anticipated job openings
within the next one to two years.
4. Assume you are going to look for a current job
of interest to you. Utilize general job websites
such as Monster, Taleo, Job, Yahoo!, and
Indeed to learn about job possibilities for
yourself.
5. Your small home health care service company
of about 50 workers has traditionally

Copyright 2017 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part. Due to electronic rights, some third party content may be suppressed from the eBook and/or eChapter(s).
Editorial review has deemed that any suppressed content does not materially affect the overall learning experience. Cengage Learning reserves the right to remove additional content at any time if subsequent rights restrictions require it.