Recruitment Research findings and applications

Research Findings:

1) Recruitment sources the characteristics of applicants attracted.
2) Recruitment materials have a more positive impact if they contain more specific information.
3) Organization image influence applicants initial reactions to employers.
4) Applicants with a greater number of job opportunities are more attentive to and more influenced by early recruitment activities.
5) Recruiter demographics have a relatively small effect on applicants attraction to the organizations
6) Realistic job previews (e.g. brochures, videos group discussions that highlight both the advantages and the disadvantages of the job) reduce subsequent turnover.
7) Applicants will infer job and organizational information based on the organizational image projected and their early interactions with the organizations if the information is not clearly provided by the organizations.
8) Recruiter warmth has a large and positive effect on applicant’s decisions to accept a job.
9) Applicants beliefs is a good fit between their values and the organizations influence their job choice decisions.

Practical Applications:

1) Use sources such as referrals (e.g. from current employees) that yield applicants less likely to turnover and more likely to be better performers
2) Provide applicants with information on aspects of the job that are important to them, such as salary, location, and diversity.
3) Ensure all communications regarding an organization provide a positive message regarding the corporate image and the attractiveness of the organization as a place to work.
4) Ensure initial recruitment activities (e.g. Web site, brochure, on-campus recruiting) are as attractive to candidates as later activities.
5) Worry less about matching recruiter / applicant demographics and more about the content of recruiting messages and the organization’s overall image in terms of diversity.
6) Provide applicants with a realistic picture of the job and organization, not just the positives.
7) Provide clear, specific and complete information in recruitment materials so that applicants do not make erroneous inferences about the nature of the job or the organization as an employer.
8) Individuals who have contact with applicants be chosen for their interpersonal skills.
9) Provide is like so that they can make accurate fit assessments.

Image: Again it’s not just the ads, but the overall image the firm projects that is important in attracting top candidates. Borders and Barnes & Noble are both very successful bookseller chains, but their very different approaches to staffing their stores. Borders want employees who are specialists in and radiate to staffing their stores. Borders want employees who are specialists in and radiate excitement about particular types of books and music. It lets employees dress however they like, including piercing and tattoos. Barnes & Noble wants employees who are also passionate about books, but who will work the entire store and who generally have scholarly backgrounds. Employees here tend to wear collared shirts, and have a clean cut look. The two chains translate these different standards into the recruiting they do, with each projecting a different image in its ads.

Improving Productivity through HRIS: An Integrated Technology Approach to recruiting

Employers may use several computerized systems to support their recruitment processes, preferably integrating them into a comprehensive employee recruitment system. Elements in such an integrated solution would include:

1) A requisition management system, which facilities requisition creation, routing, approval and posting of job opening.
2) A recruiting solution, including job advertisement, recruitment marketing, applicant tracking and online recruitment management to increase an improve applicant pool quality.
3) Screening services, such as background checks, and skills ad behavioral assessment services.
4) Hiring management, software to capture and manage candidate information while providing standard work flow practices.

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