Chapter 5- Recruitment Flashcards
Recruitment Defined
The process of finding and attracting capable individuals to apply for employment and to accept a job offer if/when one is made to them
Includes both purposeful and unintentional actions
Recruiting is a two-way street: matching firms with jobs to people seeking jobs
Recruiters are specialists within the HR department of large organizations
The Recruitment Process
Identify job openings
Review job specifications
Examine the desired characteristics of recruits
Determine recruitment methods
Obtain pool of recruits
Maintain applicant interest during selection
Persuade chosen candidates to accept the job
Strategic Importance of Recruitment
Recruitment decisions have profound implications for strategic success:
-Competitive advantage from human resources
-Benefits of diversity
-Focusing on employee development
-Investing resources into recruitment
Internal Recruiting
Advantages:
-Employee is familiar with the organization
-Employee is “known”, fit with the organization as well as past performance as an indicator of future success
-Improves employee morale & motivation
Weaknesses:
-Internal competition can reduce cooperation
-No “new blood” so can prevent creative solutions
-Poor morale (possible turnover) of employees not promoted
External Recruiting
Advantages:
-Able to acquire skills and knowledge that may not be available within
-Newer ideas and novel ways of solving problems may emerge
Weaknesses:
-Newcomers may not fit in
-Newcomers take longer to learn about the organization
-Usually more expensive
-Lowered morale and motivation of current employees
Constraints on Recruitment
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Human Resource Policies
Internal vs. external recruiting: Promote-from-within policies make an organization more attractive
Lead-the-market pay strategies:
Meeting or exceeding the market rate of pay to compete for applicants
Employer branding:
Strategic approach of attaching a visual, emotional, or cultural brand to an organization
Constraints on Recruitment: Organizational Policies
Promote-from-Within Policies
-Gives present employees the first opportunity
Compensation Policies
-Must adhere to stated pay ranges
Employment Status Policies
-e.g., limitations against hiring part-time
International Hiring Policies
-Foreign jobs may need to be staffed with locals
Constraints on Recruitment
Human Resource Plans
-Which jobs should be filled by external recruiting vs. internally?
Diversity and Inclusion Programs
-Consider employment equity programs
Recruiter Habits
-A recruiter’s past success can lead to habits
Environmental Conditions
-Leading Economic Indicators
-Predicted Versus Actual Sales
-Employment Statistics
Job Requirements
-Job analysis information is useful
Costs
-Of identifying and attracting recruits
Inducements
Applying for a Job
1) Submit a résumé
-Application Tracking Systems for electronic applications
2) Job Application Form
-Designates the information the recruiters would like to have for each applicant
-May make education credentials and employment gaps more apparent
Individual Job Choice Model
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Job Application Forms
Personal Data (name and contact info)
Employment Status
Education and Skills
Work History
References
Signature Line
External Sources
Direct applicants:
* People who apply for a vacancy without prompting i.e. self-selection
Referrals:
* People who apply because someone in the organization prompted them i.e. aided self-selection
Passive job seekers:
* Individuals who are not actively seeking a job but are a significant source of top talent
Digital recruiting:
* Involves posting at company website and social media platforms e.g. LinkedIn, Facebook, Twitter
Ads:
* Typically generate a less desirable group of applicants at greater expense
Public agencies:
* Typically generate a less desirable group of applicants at greater expense
Staffing companies:
-Private companies provide services for a fee
-Executive Search Firms (ESFs)
Universities & Colleges:
* Placement services, cooperative education, internships, and job fairs
Recruitment Methods
Digital Inquiries
Walk-ins and Write-ins
Employee Referrals
Advertising
-Common, effective method of seeking recruits
-Blind ads – the employer is not identified
-Cost is determined by the size of the advertisement, modality, and location and distribution
-Layout, design, and copy of an advertisement should reflect the image and character of the company
Recruitment Methods
-Digital Recruiting
-Social Media
-Employment and Social Development Canada (ESDC)
-Private Employment Agencies
-Professional Search Firms
-Educational Institutions
-Professional & Labour -Organizations
-Canadian Forces
-Temporary-Help Agencies
-Departing Employees (buy-back)
-Job Fairs
-Contract Workers
-Recruitment Abroad
Choosing Recruitment Sources
How does a recruiter choose which methods to use?
-How many recruits are needed?
-What is the skill level required?
-What sources are available?
-What has worked in the past?
-How much is the budget?
-Are there labour agreements that specify recruitment options?
Evaluating Recruitment
Cost per Hire
-The dollar cost per person hired
Quality of Hires and Cost
-Quality of people hired from various sources
Offers - Applicants Ratio
-Ratio between the number of job offers and total applicants for each recruitment method
Time Lapsed per Hire
-Time taken to fill a position
Evaluating Recruitment Sources
Employers should monitor the quality of all recruitment sources
Yield ratio:
-Expresses the percentage of applicants who successfully move from one stage of the recruitment and selection process to the next
Cost per hire:
-Divide cost of using a particular recruitment source by the number of people hired
Recruiter Traits & Behaviours
Recruiter’s Functional Area & Traits
-Specialists in HR or experts of particular jobs
Recruiter’s Realism
-Provide the right kind of information
-Realistic job previews
Enhancing the Recruiter’s Impact
-Timely feedback
-Recruit in teams e.g. include job incumbents and/or supervisors
Recruitment Short Case
- The regular janitor for an elementary school will be unavailable in order to look after an ailing parent for approximately three months, although the length of time could be extended. The school has a tight budget for recruiting this temporary employee, although they must be screened to work in a place with children.
- The office assistant, who manages all appointments and handles all filing in your client’s office, has the flu and won’t be in the office for three days.
- Two more salespeople are needed for a medical supply company: one for local customers and one to open a sales office in Victoria, British Columbia. The majority of previous hires by the company are former nurses.
- The head pharmacist for a rural drugstore is retiring. The drugstore is located in a town with 5,000 people about 1.5 hours by car from the nearest metropolitan area.
A well-known retailer of fitness fashion clothing is seeking sales associates. Turnover is high in that business, so recruitment is done on a regular basis
