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
Employee referrals:
Some organizations encourage applications from friends and relatives of current employees by mounting an employee referral campaign.
Nepotism
A preference for hiring relatives of current employees
Former employees
In these times of talent shortage and diminishing employee loyalty, some organizations are making efforts to keep in touch with former employees who may be interested in rejoining the organization in future
Educational institutions
Recruiting at educational institutions is extremely effective when candidates require formal training but need relatively little full-time work experience
Job Fairs
The job fairs recruitment strategy may be used by the organization to seek out candidates for specialized occupations or general employment openings
Open houses and job fairs
At such events, recruiters share information about the organization and job opportunities with those attending in an informal, relaxed setting
Plus Virtual job fairs in the COVID times
Professional and trade associations
can be extremely helpful when recruiters are seeking individuals with specialized skills in such fields as IT, engineering, HR, and accounting, particularly if experience is a job requirement.
Labour organizations
Some firms, particularly in the construction industry, obtain recruits through union hiring halls.
Military personnel:
Military reservists are also potential recruits
Online recruitment
-The majority of companies now use this
-majority of Canadians use the Internet to research prospective employers, review job postings, complete online applications, and post their résumés
-
However, online recruiting has two potential problems.
First, older people and some minorities are less likely to use the Internet, so online recruiting may inadvertently exclude more older applicants (and certain minorities)
Second problem is Internet overload: Employers end up deluged with résumés
Internet job boards:
Online job boards are fast, easy, and convenient and allow recruiters to search for candidates for positions in two ways
Allow recruiters to search for candidates for positions in two ways:
First, companies can post a job opening online (often for a fee) and customize it by using corporate logos and adding details about the company benefits and culture
Second, job seekers can post their résumé
Corporate websites:
With the overabundance of applicants found on most online job boards, employers are now using their own corporate websites to recruit
Online networking sites:
They seek passive candidates (people not actively looking for jobs) by using social networking sites such as LinkedIn Recruiter Lite (a premium service) to browse members’ résumés and to find such candidates
Agency Recruiters
1) Employment and Social Development Canada (ESDC) (formerly known as Human Resources and Skills Development Canada (HRSDC))
2) Executive search firms:
3) Private Employment Agencies:
1) Employment and Social Development Canada (ESDC) (formerly known as Human Resources and Skills Development Canada (HRSDC))
Through various programs, including those for youth, Indigenous people, and persons with disabilities, ESDC helps unemployed individuals find suitable jobs and helps employers locate qualified candidates to meet their needs—at no cost to either party.
2) Executive search firms:
Employers use executive search firms to fill critical positions in a firm, usually middle- to senior-level professional and managerial positions
3) Private Employment Agencies:
are often called on to provide assistance to employers seeking clerical staff, functional specialists, and technical employees
Employment agencies serve two basic functions:
(1) expanding the applicant pool and
(2) performing preliminary interviewing and screening
Two common sources of nonpermanent staff are:
1) temporary help agencies
2) contract workers.
Temporary help agencies: BLUE
Firms that specialize in providing temporary workers to other employers to cover for employees who are ill, on vacation, or on a leave of absence or to handle seasonal work, peak workloads, and special projects for which the other employer lack employee expertise
Temporary workers (temps)
Workers employed by a temporary help agency who are assigned to perform temporary work for another employer at the discretion of the temporary help agency.
Contract workers:
Employees who develop work relationships directly with the employer for a specific type of work or period of time
Outsourcing
refers to when outside vendors supply services (such as benefits management, market research, or manufacturing) that the company’s own employees previously did in-house
Offshoring
refers to when outside vendors or employees abroad supply services that the company’s own employees previously did in-house.
Applicant Tracking Systems (ATS)
Relied on heavily for online applicants weeding
According to the data presented in the textbook, the least successful way to find a job in Canada is through?
QUIZ QUESTION
Newspapers or classified ads
According to the textbook, which of the following is now being used by the majority of companies?
QUIZ QUESTION
Online recruitment
Why is there an increase in the use of online application forms by employers?
QUIZ QUESTION
Web browsers are convenient and ubiquitous.
You are a Recruiter with a software development firm and are seeking to fill positions requiring specialized skills in computer programming as well as relevant job experience. Which of the following recruitment sources or methods would be most useful to you?
QUIZ QUESTION
Professional and trade associations
Many employers of choice are applying which of the following concepts in order to strengthen their recruitment activities?
QUIZ QUESTION
The marketing concept of branding
Some firms, particularly in the construction industry, obtain recruits through union hiring halls; this method is associated with which way of accessing candidates?
QUIZ QUESTION
Labour organizations
According to the textbook, which of the following is likely to be the most significant constraint on recruiting activity at this time?
QUIZ QUESTION
The current labour shortage
Which of the following methods is a retail firm looking to staff an entire new store most likely to utilize in order to access candidates?
QUIZ QUESTION
An open house
What is the second step in the employer branding process presented in the textbook
QUIZ QUESTION
Developing the employee value proposition
What method would a company be most likely to use in order to inform current employees about job opportunities?
QUIZ QUESTION
Job posting
Some organizations are now holding job fairs online, which are known as
QUIZ QUESTION
virtual job fairs
Using the ratios from a recruiting yield pyramid, which of the following can be determined?
QUIZ QUESTION
The number of applicants that must be generated in order to hire the required number of new employees
Which of the following would be an example of a constraint that would result from a promote-from-within policy?
QUIZ QUESTION
A Recruiter not being able to start recruiting externally for a specified period, even if he or she is aware that there are no suitable internal candidates
What is the first step in the recruitment process?
QUIZ QUESTION
Identifying job openings
Which of the following statements is most characteristic of nepotism?
QUIZ QUESTION
Nepotism is a preference for hiring relatives of current employees.
