ASQ - Team and Workplace Excellence Forum

Online Edition - January 2000

---Issue Highlight
---Peter Block on Meetings & Evaluations

"Evaluation is not about ratings, it is about
learning. It should be a conversation among

In This Issue...
Ken Blanchard

Year 2000 Recruitment

Teamwork at NASA
Team Effectiveness
----In Health Care

The Downside of

Peter Block Column
Views for a Change



Year 2000 Brings Huge Overhaul to Recruitment Tactics

--Topping most companies' wish lists this holiday season is finding the most effective way to attract talented employees.

--With the new year, people hoping to find a new job can expect to get more than opportunity enhanced with benefits and great potential for advancement. Development Dimensions International (DDI), a global training and human resource consulting firm in Pittsburgh, Pa, recently completed a study showing that this tight labor market is forcing organizations to invest more money and time on effective recruitment and selection strategies.

--As a result, employees will be offered better employment packages and benefits. This study found that nearly half of the 162 organizations surveyed are unhappy with their own selection and recruitment strategies and are planning to change their methods.

Fewer Qualified Employees Makes it Difficult
The biggest challenge uncovered by this study is the ineffectiveness of recruiting and selecting candidates because there are fewer qualified applicants and the competitiveness that exists is between those same small groups of candidates, found by over 62 percent of the respondents.

--Another factor making this a big challenge in this process is the cumbersome nature of it. No longer does the status quo cut it. The positions have been reversed. "Now the responsibility lie with the organization to find innovative ways to attract good candidates and entice them to join the organization," said Richard S. Wellins, DDI senior VP of marketing and global accounts.

--"The investment is definitely worthwhile. Effective selection and retention practices can be a substantial competitive advantage for companies." By building up recruitment strategies and selection processes, while also utilizing better technology can only enhance everything for the ones in charge, the employees looking for the jobs and the overall company.

What Is Needed
Topping the list of key needs for employees, besides money, is a set of high quality incentives including potential for advancement, a solid company reputation, stock options, benefits packages, a positive corporate culture, learning opportunities and a competitive pay scale. These effective recruiting companies revealed that the lures favored the most start with company reputation, benefits, corporate culture and lastly, the potential for advancement.

--"To successfully attract candidates, organizations must not only provide worthy compensation, but also an environment and culture in which candidates will feel comfortable and can flourish," Wellins stated. Long-term employees are engrossed in a diverse, innovative environment where growth and advancement is promoted.

--This study revealed that on average, an organization's human resource department sets aside 17 percent of its budget for recruitment and 10 percent for selection. Over the course of the next two years, 75 percent of the companies surveyed plan to spend more money on recruiting and 68 percent plan to spend more on selection. Of these organizations, half of them are going to drastically change their present approach to recruitment and selection through the increase of behavior-based interviews and computerized resume screening.

How to Get There
Many organizations are using Internet advertising to recruit, as well as employment agencies, colleges and professional organizations when searching for managerial/professional candidates; and job fairs and temporary help agencies for non-management positions.

--Eighty percent of the companies surveyed utilize internal job postings and employee referrals for recruiting purposes. To broaden their pools of candidates, many companies will use multiple techniques, with two thirds opting for outsourcing. Higher business and employee outcomes were experienced in nearly 40 percent of those organizations with highly effective selection systems.

--These companies with this system in place do a better job at identifying and hiring employees possessing the right skills and motivations to accomplish something. Success in the workplace brings benefits to the overall organization through increased employee productivity and higher-quality products and services. Employee turnover decreases, retention increases, as well as critical business outcomes, all do in part to recruitment and selection processes beginning to take shape in this new year 2000.

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