Chapter 6: Recruitment Flashcards
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 résumés or completed application forms are received from an adequate number of applicants.
recruiter
A specialist in recruitment whose job is to find and attract capable candidates.
employer branding
The image or impression of an organization as an employer based on the benefits of being employed by the organization.
Employer branding steps
- Define the target audience
- develop the employee value proposition
- reinforce value proposition in communication
1. Define the target audience
The target group may be one of the four generations in today’s workforce, the underemployed, or the four employment equity groups.
. Develop the employee value proposition
Loblaw and Fairmont Hotels offer potential employees the opportunity to participate in “green” environmental initiatives.7 At PCL Construction of Alberta, 80 percent of employees own stock in the company.8
Reinforce value proposition in communication
An integrated marketing approach to internal and external communication should use various channels, such as television, radio, print, websites, social media, and so on.9
The Recruitment process
- Job openings are identified through HR planning (based on the organization’s strategic plan) or manager request. HR plans play a vital role in the identification process, because they indicate present and future openings and specify which should be filled internally and which externally.
- The job requirements are determined. This step involves reviewing the job description and the job specifications and updating them, if necessary.
- Appropriate recruiting source(s) and method(s) are chosen. The major decision here is whether to start with internal or external recruiting
- A pool of qualified recruits is generated. The requirements of employment equity legislation (if any) and the organization’s diversity goals should be reflected in the applicant pool.
Constraints arise from (for recruiting)
- organization polices (promote from within)
- compensation policies (must specify goals from recruitment of designated groups)
- competitors trying to attract candidates
- labour shortages
biographical information blank (BIB)
A detailed job application form requesting biographical data found to be predictive of success on the job, pertaining to background, experiences, and preferences. Responses are scored.
human capital theory
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.
job posting
The process of notifying current employees about vacant positions.
Human resources records
are often consulted to ensure that qualified individuals are notified, individually, of vacant positions. An examination of employee files, including résumés and application forms, may uncover employees who are working in jobs below their education or skill levels, people who already have the requisite KSAs, or individuals with the potential to move into the vacant position if given some additional training.
Skills inventories
such inventories ensures that qualified internal candidates are identified and considered for transfer or promotion when opportunities arise.
Adavantages to job positings
- provides every qualified employee with a chance fora transfer or promotion
- reduces the likelihood of special deals and favoritism
- demonstrates the organizations commitment to career growth and development
- communicates to employees the organizations policies and guidelines regarding promotions and transfers
- provides equal opportunity to all qualified emplyees
disadvantages of job postings
- unsuccessful job candidates may be demotivated, demoralized, discontented,a dn unhappy if feedback is not communicated in a timely or 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
yield ratio
The percentage of applicants that proceed to the next stage of the selection process.
traditional networking
- Cold calls: Walkins and write-ins
- print advertising
- Employer refferals
- Former Employees
- Educational Institutions
want ad
A recruitment ad describing the job and its specifications, the compensation package, and the hiring employer. The address to which applications or résumés should be submitted is also provided.
blind ad
A recruitment ad in which the identity and address of the employer are omitted.
nepotism
A preference for hiring relatives of current employees.
Accessing candidate pools
- open houses and job fairs
- professional and trade associations- employees are members of these associations and emplyers can pay to post jobs on their sites.
- labour organizations - unions - send people out on request from employers
- military personnel
Online recruitment
- internet job boards- emplyers can post job openings, employees can post resumes
- corporate website- job boards are getting crowded so compnaies now use their website to post jobs (careers option)
- social networking sites
Agency Recruiters
- HUMAN RESOURCES AND SKILLS DEVELOPMENT CANADA (HRSDC)—Through various programs, including those for youth, Aboriginals, and persons with disabilities, HRSDC helps unemployed individuals find suitable jobs and helps employers locate qualified candidates to meet their needs—at no cost to either party.
- EXECUTIVE SEARCH FIRMS—Employers use executive search firms to fill critical positions in a firm, usually middle- to senior-level professional and managerial positions
- Private employment agencies— are often called on to provide assistance to employers seeking clerical staff, functional specialists, and technical employees
