External Recruitment Challenges

In designing the communication message to be used in external recruiting, what kinds of information should be included?

What are the advantages of conveying a realistic recruitment message as opposed to one portraying the job in a way that the organization thinks that job applicants want to hear?

What strategies are organizations using to ensure that they are able to attract women and underrepresented racial and ethnic groups?

Traditional career paths strictly emphasize upward mobility within an organization. How does mobility differ in organizations with innovative career paths? List three innovative career paths discussed in this chapter, describing how mobility occurs in each.

Compare and contrast a closed internal recruitment system with an open internal recruitment system.

Refer to the following exhibit from the textbook publisher. Choose the three suggestions you think are most important and explain why. image.png

Read the following Forbes article, https://www.forbes.com/sites/curtsteinhorst/2023/04/20/quiet-hiring-the-hidden-cost-of-neglecting-internal-talent/?sh=460376261271.

What are your overall thoughts about this quiet hiring phenomenon? What stands out to you in this article? Have you or has somebody you know been subject to quiet hiring? Describe the setting, roles involved, and situation. Is quiet hiring an ethical or unethical practice and why?

1. Administrative Issues in External Recruiting Planning

• Job Analysis: Define clear job descriptions and specifications.

• Budgeting: Allocate funds for advertising, agency fees, and recruiting events.

• Recruitment Sources: Decide where to advertise (online, newspapers, job fairs).

• Timeline: Establish deadlines for application, screening, and hiring decisions.

• Legal Compliance: Ensure adherence to equal employment opportunity laws.

2. Information in External Recruiting Communication Message

• Job title and responsibilities.

• Required qualifications and skills.

• Benefits and compensation details.

• Application process and deadlines.

• Organization’s mission and culture highlights.

3. Advantages of Realistic Recruitment Messages

• Attracts candidates who truly fit the job and organization.

• Reduces early turnover by setting clear expectations.

• Builds trust and credibility with applicants.

• Minimizes future dissatisfaction and legal risks.

4. Strategies to Attract Women and Underrepresented Groups

• Use targeted outreach and diverse job boards.

• Highlight inclusive workplace policies and benefits.

• Implement bias training for recruiters and hiring managers.

• Offer flexible work arrangements and mentorship programs.

5. Mobility in Innovative Career Paths

• Lattice Careers: Movement occurs both laterally and upward, encouraging skill diversity.

• Portfolio Careers: Employees work on multiple projects or roles, sometimes across organizations.

• Boundaryless Careers: Careers that cross organizational or geographic boundaries, focusing on personal growth………………………