Optimizing Applicant Reactions in Recruitment Processes
External Recruitment II
Applicant Reaction
•
Applicant reaction is important source of
information in designing and implementation
an effective recruitment system.
•
Types of reaction:
Reaction to recruiters
Reaction to the recruitment process
Reaction to diversity issues
Reaction to recruiters
•
The recruiters does influence job applicant
reaction, but he doesn’t have much influence
on them as do actual characteristic of the job.
•
Just having good recruiter is not enough to
attract applicants to the organization.
Reaction to recruiters
•
Tow behavior of the recruiters seem to have
influence on applicant reactions:
1- the level of warmth that recruiter shows
toward the job applicant.
2- being knowledgeable about the job.
Reaction to the recruitment process
•
Applicant want the system that is fair.
•
Job applicant are more likely to have favorable
reactions to the recruitment process when the
screening devices used to have narrow the
applicant pool are seen as job related.
•
Delay times in recruitment process do indeed
have negative effect on applicants’ reaction
Reaction to diversity issues
•
One of the most common methods for
increasing the diversity of applicant pool is to
advertise in publication targeted at women
and minorities.
•
Some organization aiming to increase the age
diversity.
•
Many traditional recruitment methods like
campus recruiting and job fairs attract the
younger workforce
Transition to selection
•
Once the job seeker has been identified and
attracted to the organization, the organization
needs to prepare the person for the selection
process.
•
If the recruiting organization overlooks this
transition step, it may lose qualified applicants
who mistakenly think that delays between
step in hiring process indicate that
organization is not longer interested in them.
Understanding applicant reactions is crucial for effective recruitment systems. Applicants react to recruiters, the recruitment process, and diversity issues, influencing their decision to join an organization. Factors like recruiter warmth, job knowledge, fairness in the process, and diversity initiatives impact applicant perceptions. The transition to the selection process is also critical in retaining qualified candidates. Utilize strategies to attract and retain diverse talent while ensuring a seamless recruitment experience.
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Presentation Transcript
Applicant Reaction Applicant reaction is important source of information in designing and implementation an effective recruitment system. Types of reaction: Reaction to recruiters Reaction to the recruitment process Reaction to diversity issues
Reaction to recruiters The recruiters does influence job applicant reaction, but he doesn t have much influence on them as do actual characteristic of the job. Just having good recruiter is not enough to attract applicants to the organization.
Reaction to recruiters Tow behavior of the recruiters seem to have influence on applicant reactions: 1- the level of warmth that recruiter shows toward the job applicant. 2- being knowledgeable about the job.
Reaction to the recruitment process Applicant want the system that is fair. Job applicant are more likely to have favorable reactions to the recruitment process when the screening devices used to have narrow the applicant pool are seen as job related. Delay times in recruitment process do indeed have negative effect on applicants reaction
Reaction to diversity issues One of the most common methods for increasing the diversity of applicant pool is to advertise in publication targeted at women and minorities. Some organization aiming to increase the age diversity. Many traditional recruitment methods like campus recruiting and job fairs attract the younger workforce
Transition to selection Once the job seeker has been identified and attracted to the organization, the organization needs to prepare the person for the selection process. If the recruiting organization overlooks this transition step, it may lose qualified applicants who mistakenly think that delays between step in hiring process indicate that organization is not longer interested in them.
