ch 6: recruitment Flashcards
what is recruitment?
the process of searching out and attracting qualified job applicants, which begins with the identification of a position that requires staffing and is completed when resumes and/or completed applications are received from an adequate number of applicants
what is a recruiter?
a specialist in recruitment, whose job is to find an attract capable candidates
what is employer branding?
image or impression of an organization based on the benefits of being employed by that organization
what is employer branding based on?
feelings, emotions, realities, and benefits
- functional benefits
- economic benefits
- psychological benefits
what are functional benefits?
personal development
what are economic benefits?
monetary rewards
what are psychological benefits?
feelings of purpose, belonging, and recognition
what are the steps of employer branding?
- define the target audience
- develop the employee value proposition
- reinforce value proposition in communication
describe step 1 (define the target audience) of employer branding
the target group may be one of the four generations in today’s workforce, the unemployed, or the four employment equity groups
describe step 3 (reinforce value proposition in the communication) of employer branding
an integrated marketing approach to internal and external communication should use various channels, such as television, radio, print, websites, social media, etc.
what are constraints on the recruitment process?
- promote-from-within policies
- compensation policies
- employment equity plan
- competition
- labour shortages
what is the problem with promote-from-within policies?
post jobs internally first, even if suitable candidates are lacking
what is the problem with compensation policies?
influence potential applicants
what is the problem with employment equity plans?
specify hiring designated group members
what is the problem with competition?
inducements offered by competition lure candidates away
what is the problem with labour shortages?
difficult to recruit suitable candidates
what is the purpose of Application Tracking Systems?
use of online applications
- reduces risk of lost applications
- increases exposure level of job ads
- minimizes likelihood of biases associated with other forms of recruitment
describe standardized application forms?
- facilitates comparison of candidates
- provides information specifically requested by the company
- may be viewed as a sample of the candidate’s own work
- allows for written authorization for reference checking
- includes an acknowledgment by the applicant that the information provided is true and accurate
- data can be used for employment equity tracking purposes
what is a biographical information blank (BIB)?
- biodata form
- more detailed version of an application form
- focuses on biographical data found to be predictive of job success
- questions relating to age, gender, race or other ground prohibited under human rights legislation cannot be used
what are advantages of internal recruitment?
- largest source of recruits
- seen as reward for competence; enhances commitment, morale, and performance
- insiders may be more committed to company’s goals; less likely to leave
- provides longer-term perspective for business decisions
- provides more accurate assessment of skills
- require less orientation
what are drawbacks of internal recruitment?
- unsuccessful candidates may become discontented; especially if feedback of failure is not provided
- may waste time and create false hopes when internal candidates ar enot genuinely being considered
- employers may not readily accept a boss appointed from within their own ranks
- new leader may have difficulty adjusting to a higher position and not being “one of the gang”
- tendency to maintain status quo when news and innovative direction is needed
what are some limitation of recruiting from within?
-
insufficient number of qualified internal candidates, especially for specialized positions
- quicker to bring in an external candidate
- organization wants to acquire new knowledge or expertise, gain new ideas, and revitalize a department or the organization
what are some advantages od external recruitment?
- access to a larger pool of qualified candidates
- availability of more diverse applicant pool
- acquisition of skills or knowledge not currently available in the organization
- elimination of rivalry and competition between internal applicants
- potential cost saving from hiring individuals with existing skills vs. expensive training
what should the recruiter consider when planning external recruitment?
- the type of job and effectiveness of recruitment methods
- measure effectiveness of recruitment
