MHR 523 Lecture Notes - Executive Search

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skywombat72

1 May 2012

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Recruiter: a specialist in recruitment, whose job it is to find and attract capable candidates. Employer branding the image or impression of an organization as an employer based on the benefits of being employed by the organization. Branding includes the experiences a candidate goes through while interacting with a company throughout the recruitment process: what candidates experience when they go to the company"s website. Whether hr sends an acknowledgement letter or email thanking each candidate who sends in a resume. How candidates are greeted by the receptionist when they make initial contact by phone in person, and. Whether the hr person who interviews candidates is a good spokesperson who can articulate the organization"s values and culture. The recruitment process: job openings are identified through hr planning or manager request, the job requirements are determined, appropriate recruiting sources and methods are chosen, a pool of qualified recruits is generated.

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Strategic Staffing at Atlas Corporation Graphic t-shirt company Atlas Corporation knows that executing its growth strategy depends on promoting from within. Atlas believes that its staffing activities must obtain talent able to do the job being filled and with the potential to advance into management. Because it tends to receive a large number of applications for its job openings, Atlas must also process a large number of applicants for every opening and wants to do so as efficiently as possible. Atlas decides that it wants to capitalize on the trend of using social media to source and recruit. The company opens a Twitter account and starts Tweeting its job openings to people following the company (generally customers hoping for discount offers). It also posts its jobs on Monster.com, a large and popular job board, to try to maximize the number of applications. When job seekers apply for graphic design positions they first complete an online application, and the information is sent to a data base. A recruiter is immediately sent any applications that pass an initial competency screen. Within a few days, the recruiter emails the candidate to request a sample portfolio of the applicantâs work. Because of the size of the files, the portfolios are often rejected by recruitersâ email accounts and the candidate must fax the documents as Atlas has no cloud storage mechanism. Due to the large number of applications, those not passing the initial screen remain in the database unviewed and are not contacted in any way by the company. Applications passing the initial screen are invited to a telepone interview with a recruiter to assess basic job-related competencies. The top 10 candidates are then invited to interview face-to-face with another recruiter to assess their fit with Atlasâ culture and to better assess job-related skills and competencies. The top scoring 5 candidates are then invited to interview with the hiring manager, who makes the final decision on who should receive a job offer. A background check is then performed and if it is passed then a job offer is made. If a candidate declines the offer, the next highest scoring candidate receives a background check and a job offer until no acceptable finalists are left. Atlas evaluates the effectiveness of every staffing effort by evaluating the number of applications it received, the time it took to fill the position, and whether or not one of its first two job offers were accepted.

Questions: 1. What is Atlas doing well with regard to staffing strategically?

2. How could Atlas staff its graphic designer positions more strategically?

3. What would you suggest Atlas do to further enhance the alignment between its staffing function and its need to promote from within?

1. Given two equally qualified applicantsâ one from inside and one from outside the organizationâ how would you decide which one to hire?

2. Some healthcare organizations are unable to pay market rates for certain positions. What advice would you give such an organization about possible recruitment and retention strategies?

3. The use of work references is increasingly viewed as unreliable. How can employers legally and ethically obtain information about an applicantâs past performance? What measures can be taken to verify information contained in a job application or resume?

4. What are the advantages and disadvantages of recruiting through the Internet? What advice would you give to a hospital that is considering using the Internet for recruitment?

5. It has often been stated that âpeople do not leave jobs; they leave supervisors.â What does this mean, and why is it important?

Major Health Care Administration

What is the difference between proactive and reactive recruitment? Where would you use each method? Describe an example of each type of recruitment based on your experience in job searching.

amaranthcamel301

MHR 523 Lecture Notes - Executive Search

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