Chapter 6: Recruitment

Question 1

Define recruitment and discuss the increasing use of employer branding.

Answer 1

Recruitment is the process of searching out and attracting qualified job applicants. It begins with the identification of a position that requires staffing and concludes when resumes or completed application forms are received. In order to manage the increasing talent shortage, proactive employers are trying to obtain a competitive advantage in recruitment by establishing themselves as employers of choice through employer branding.

Question 2

Explain the recruitment process and the importance of applicant tracking.

Answer 2

Process:
- Job openings are identified through HR planning or a manager’s request.
- The job description and job specifications are reviewed to determine the job requirements
- Appropriate recruiting source(s) and method(s) are chosen
- Using online systems that read and organize data. These online systems rely on applicant tracking systems (ATS) to manage and mine the resumes uploaded

Question 3

Analyze the internal recruitment strategies of job posting and job slotting, including the importance of human resources records and skills inventories.

Answer 3

Aligned with the principles of human capital theory, internal candidates have accumulated firm-specific knowledge, so hiring internal candidates can be beneficial to both the employee and employer.

Internal recruitment offers an opportunity for the transfer or promotion of existing employees and the methods to access internal candidates including job posting and job slotting. This also requires mining human resources records or using skills inventories.

Question 4

Identify at least 10 methods used for external recruitment

Answer 4

• Traditional networking includes (cold calls, print advertising, employee referrals, and former employees who have remained in contact with the organization.
• Organizations can gain access to large pools of candidates through relationships formed during open houses and job fairs, professional and trade associations, labour organizations, and military personnel.
• Online recruitment includes internet-based job boards, corporate websites, and social networking sites. Agency recruitment includes ESDC, executive search firms, and private employment agencies. Recruitment of non-permanent staff can come from temporary help agencies and contact workers.

Question 5

Discuss strategies for recruitment of a more diverse workforce

Answer 5

Recruiting a diverse workforce is a necessity given the shrinking labour force. In particular, recruiters are trying to attract older workers, younger workers, women, visible minorities, indigenous peoples, and people with disabilities.