Chapter 6: Recruitment Flashcards
Recruitment BLUE
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 résumés or completed application forms are received from an adequate number of applicants
Recruiters BLUE
A specialist in recruitment whose job is to find and attract capable candidates
Employer branding BLUE
the image or impression of an organization as an employer based on the perceived benefits of being employed by the organization
Employer branding is all about the experience of an employee when working for a company, based on _______, _______, ________, _________(functional benefits such as personal development, economic benefits such as monetary rewards, and psychological benefits such as feelings of purpose, belonging, and recognition)
feelings, emotions, senses, realities, and benefits
Employer branding has ____ steps
3
Three steps to employee branding
- Define the target audience
- Develop the employee value proposition
- Reinforce value proposition in communication
The Recruitment Process has ___ steps
4
The four steps to the recruitment process
1) Job openings are identified through HR planning (based on the organization’s strategic plan) or manager request
2) The job requirements are determined.
3) Appropriate recruiting source(s) and method(s) are chosen
4) A pool of qualified recruits is generated
For most employers, completion of an application form or uploading a résumé into an applicant tracking system (ATS) that codes and logs data is a critical step in the ___________
recruitment process
Biographical information blank (BIB)
AKA Biodata form
A detailed job application form requesting biographical data found to be predictive of success on the job, pertaining to background, experiences, and preferences. Reponses are scored
Questions relating to age, gender, race, or other grounds prohibited under human rights legislation cannot be used
Human capital theory BLUE
The accumulation of firm-specific knowledge and experience involves a joint investment by both the employee and employer; therefore, both parties benefit from maintaining a long-term relationship
Recruiting from within also has a number of drawbacks:
1) Employees who apply for jobs and don’t get them may experience discontentment
2) Managers may be required to post all job openings and interview all inside candidates, even when they already know whom they want to hire, thus wasting considerable time and creating false hope on the part of those employees not genuinely being considered
3) Employees may be less satisfied with and accepting of a boss appointed from within their own ranks than they would be with a newcomer
4) There is also a possibility of “inbreeding.” When an entire management team has been brought up through the ranks, they may have a tendency to make decisions “by the book” and to maintain the status quo when a new and innovative direction is needed.
Job Posting BLUE
process of notifying current employees about vacant positions
Advantages of job Postings
Provides every qualified employee with a chance for a transfer or promotion.
Reduces the likelihood of special deals and favouritism.
Demonstrates the organization’s commitment to career growth and development.
Communicates to employees the organization’s policies and guidelines regarding promotions and transfers.
Provides equal opportunity to all qualified employees.
Disadvantages of job Postings
Unsuccessful job candidates may become demotivated, demoralized, discontented, and unhappy if feedback is not communicated in a timely and sensitive manner.
Tensions may rise if it appears that a qualified internal candidate was passed over for an equally qualified or less qualified external candidate.
The decision about which candidate to select may be more difficult if there are two or more equally qualified candidates.
The advantages of external recruitment include the following:
Access to a larger pool of qualified candidates, which may have a positive impact on the quality of the selection decision
Availability of a more diverse applicant pool, which can assist in meeting employment equity goals and timetables
Acquisition of skills or knowledge not currently available within the organization or the introduction of new ideas and creative problem-solving techniques
Elimination of rivalry and competition caused by employees jockeying for transfers and promotions, which can hinder interpersonal and interdepartmental cooperation
Potential cost savings resulting from hiring individuals who already have the required skills, rather than providing extensive training
Yield ratio
The percentage of applicants that proceed to the next stage of the selection process
Time-lapse data
The average number of days from when the company initiates a recruitment method to when the successful candidate begins to work
Figure 6.4 Most Successful Ways to Find a Job in Canada
1) Networking (53%)
2) Online Job Boards (24%)
3) Agencies or Recruiters (13%)
Traditional networking includes
cold calls, print advertising, employee referrals, and former employees who have remained in contact with the organization.
Online recruitment includes
Internet-based job boards, corporate websites, and social networking sites
Cold calls two types
walk-ins and write-ins:
Walk-ins
Individuals who go to organizations in person to apply for jobs without referral or invitation
Write-ins
People who submit unsolicited résumés to organizations
There are two general types of newspaper advertisements:
Want ads
Blind Ads
Want ads
describe the job and its specifications, the compensation package, and the hiring employer
The address to which applications or resumes should be submitted is provided
Blind Ads
A recruitment ad in which the identity and address of the employer are omitted
