Poallon TypeCompary TypeHiring practicesN=41N=D0in US third-partylogisticsfirmseae Poop10VaorToch.u31%20%719MietTralr14%Figure 1.RespondentCecrdinmtademographicsherha1s15%RecruitmentpracticesThe initial survey questions focused on entry-level manager recruitmentpolicies and practices.Issues ofprimary interest included recruitment methodsused,dispersion ofbudgets amongthemethods and successrates of eachmethod.Keyfindingsareprovidedbelow.Respondentswereaskedabouttheirfirms'useofeightcommonlyemployedrecruitmenttools.Mostrespondents useavarietyofmethods (mean=5.0)torecruit entry-level managers. Only 10 percent of the respondents rely on asingle method. Figure 2 reveals that two external recruiting methods - mediaadvertising and college recruiting - are the most widely used. Two internal17Modla Advertialng1342178College Reorulfing17.871Employoe Rutarmala172171IntumelJeb Poetinga173161Intamat Job Peatings48146Intamuhipe41148Job Falrs1142Soerch Firmse11.32.4080eo100Figure 2.Recruiting methods and Reepondarte Uelkrg Method (5)spendingthod (Man %)Reaepandurta Spanding cn Md
Hiring practices in US third-party logistics firms 719 Recruitment practices The initial survey questions focused on entry-level manager recruitment policies and practices. Issues of primary interest included recruitment methods used, dispersion of budgets among the methods and success rates of each method. Key findings are provided below. Respondents were asked about their firms’ use of eight commonly employed recruitment tools. Most respondents use a variety of methods (mean = 5.0) to recruit entry-level managers. Only 10 percent of the respondents rely on a single method. Figure 2 reveals that two external recruiting methods ± media advertising and college recruiting ± are the most widely used. Two internal Figure 1. Respondent demographics Figure 2. Recruiting methods and spending
JPDLMmethods - employee referrals and internal job postings - are also employed bya majority of organizations. Internet job posting, a relatively new recruiting31,10tool, is quickly gaining acceptance. Just over half of the respondent firmspublicizetheirentry-levelpositionson-lineSpending on theserecruiting methods varies widely.Figure2highlightstheheavyallocation ofrecruitmentbudgets tomedia advertising,nearlydoublethe720amount dedicated to college recruiting. The respondents'spending onmanagement search firms is another noteworthy finding.Although thisrecruiting method is used by the smallest percentage of respondents, spendingon search firms ranks third overallThis outsourcing of the entry-levelmanagement recruiting activity is somewhat surprising, given the costinvolved and the fact that, traditionally, search firms have been used to recruitmoreexperiencedmanagersandexecutives.The final question regarding recruitment practices focused on therespondents' success in filling entry-level manager positions by the eightrecruiting methods.Media advertising was the most successful method.Collegerecruiting ranked second in recruiting success rates among the respondentsNearly 70 percent of the respondents experienced success with this methodTable I shows that the respondents had success rates in excess of 50 percent foreverymethodused.Further analysis of the recruiting methods by position type revealed that therespondents succeed in filling openings with just a few methods per positiontype. In five of six positions, the top three recruiting methods account for themajority oftheopeningssuccessfullyfilled.Theloneexceptionisthesalesrepresentativeposition,wherethetopthreemethodsfill lessthanhalf oftherespondentspositions.TableIIidentifiesthetopmethodforeachpositiontypeOverall, media advertising and college recruiting stand out from the othersixrecruiting methods.Therespondentsusethesetwomethods tothegreatestextent,devotelargeproportionsof recruitingbudgetstothem,andachievethehighest success rates using them. The other methods serve largely asRecruiting methodRecruiting success ratea84.7Media advertising68.8College recruiting63.6Employee referraks63.0Job fair and events618Intermnal job postings60.4Internet job postings57.8Search firms and agencies52.1Internsand co-opNote:"Recruiting success rate=Table I.No.of organizations successfully hiring candidates via recruiting methodRecruiting resultsNo.of organizations attempting to hire candidates via recruiting methodattained
IJPDLM 31,10 720 methods ± employee referrals and internal job postings ± are also employed by a majority of organizations. Internet job posting, a relatively new recruiting tool, is quickly gaining acceptance. Just over half of the respondent firms publicize their entry-level positions on-line. Spending on these recruiting methods varies widely. Figure 2 highlights the heavy allocation of recruitment budgets to media advertising, nearly double the amount dedicated to college recruiting. The respondents’ spending on management search firms is another noteworthy finding. Although this recruiting method is used by the smallest percentage of respondents, spending on search firms ranks third overall. This outsourcing of the entry-level management recruiting activity is somewhat surprising, given the cost involved and the fact that, traditionally, search firms have been used to recruit more experienced managers and executives. The final question regarding recruitment practices focused on the respondents’ success in filling entry-level manager positions by the eight recruiting methods. Media advertising was the most successful method. College recruiting ranked second in recruiting success rates among the respondents. Nearly 70 percent of the respondents experienced success with this method. Table I shows that the respondents had success rates in excess of 50 percent for every method used. Further analysis of the recruiting methods by position type revealed that the respondents succeed in filling openings with just a few methods per position type. In five of six positions, the top three recruiting methods account for the majority of the openings successfully filled. The lone exception is the sales representative position, where the top three methods fill less than half of the respondents’ positions. Table II identifies the top method for each position type. Overall, media advertising and college recruiting stand out from the other six recruiting methods. The respondents use these two methods to the greatest extent, devote large proportions of recruiting budgets to them, and achieve the highest success rates using them. The other methods serve largely as Table I. Recruiting results attained Recruiting method Recruiting success rate a Media advertising 84.7 College recruiting 68.8 Employee referrals 63.6 Job fair and events 63.0 Internal job postings 61.8 Internet job postings 60.4 Search firms and agencies 57.8 Interns and co-op 52.1 Note: a Recruiting success rate = No. of organizations successfully hiring candidates via recruiting method No. of organizations attempting to hire candidates via recruiting method