S.G. Cowen:
New Recruits
MGMT E-4240

Recruitment Goals & Priorities
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Attract large numbers of candidates?
Attract highly qualified candidates?
Attract candidates who will accept offers?
Fill vacancies quickly?
Fill at minimal cost?
Hire high performers?
Hire people who stay?
Generate positive perceptions, feelings, spillovers? Recruitment Philosophy
• Internal or External Sources?
• Fill current vacancies or hire for long term potential?
• How important is diversity?
• Are applicants commodities or customers? • What recruitment practices are unethical? Note on Hiring - Roberts
“Executives make up their minds about whether they like a candidate in the first 20 seconds and spend the next half-hour justifying their decision. It’s called the `halo effect.’ Once you have formed an opinion, you only see what you want to see.”

Note on Hiring - Roberts
Are the personal characteristics for which they are searching a true reflection of the qualities needed to perform the job, rather than being merely a reaction to the kind of person you like as a friend or tennis partner? Note on Hiring - Roberts

Objective:
– Fit between individual and job’s requirements – Find persons whose skills, abilities and personal characteristics suit job

Note on Hiring - Roberts

Requires…
• Fleshing out position requirements, accurately, completely • Assessing applicants’ fit with requirements Note on Hiring - Roberts

Two factors for analyzing requirements and fit
• Background – education, experience • Personal factors – intellectual, personality, motivation

Note on Hiring - Roberts

BACKGROUND
• Education
• Experience

= WHAT a recruit does/has done

Note on Hiring - Roberts
Experience
• Industry
– “Specific knowledge” required

• Functional
– Focus on skills, not title

• Company
– Culture matters

• Level
– Scope, decision making, responsibility