Comm 343 Final Flashcards
Recruitment
the generation of an applicant pool for a position or job to provide the required number of qualified candidates for a subsequent selection or promotion process
Applicant Pool
the set of potential candidates who may be interested in, and who are likely to apply for, a specific job
Diversity Recruitment
employment equity legislation seeks to eliminate discrimination in the workplace for women, visible minorities, Aboriginal people, and people with disabilities
diversity recruitment is not about setting quotas, but rather, removing any barriers that exist in recruiting practices
Organizational Analysis
It is important to look at the organization from the perspective of a potential job candidate
What are the factors that make the company attractive? Pay? Location? Opportunities for growth?
What are the factors that can impede or limit attraction?
Job Analysis
description of the job and worker requirements
an important piece of information that both recruiters and job candidates rely on throughout the recruiting process
Human Resource Planning
the process of anticipating and providing for the movement of employees into, within, and out of an organization
Creating a Recruitment Action Plan
An action plan is formed based on the answers to certain questions, for example:
Based on our business plan, how many positions will we need to staff?
Based on the job analysis, what is the nature of the position that must be filled?
Based on the job analysis, what qualifications must job candidates possess?
Based on the labour market, is there an available supply of qualified external candidates?
Elements of a Recruitment Action Plan
- Develop a recruitment strategy Establish selection committee.
- Develop the applicant pool
Ie: Review state of the labour market. - Screen the applicant pool
Ie Determine whether applicant pool is large enough; if not, renew recruitment efforts. - Conduct a review of job applicants
Ie Selection committee develops shortlist of candidates. - Evaluate the recruiting effort
Ie Review the recruiting process: What went right? What went wrong?
Traditional Recruitment Sources
Internal candidates
Succession plans/replacement charts
Internal job postings
Human Resources Information Systems (HRIS)
Nominations
Job Advertisements
Examples include, newspapers, professional periodicals and trade journals, radio and television, public displays, open houses, job fairs, employee referral, networking
External Candidates
Walk-ins
Employment agencies
Service Canada centres
private employment agencies
executive search firms
online recruiting websites (for example, LinkedIn)
in-house recruiters
temporary help agencies
Educational institutions
sources of recruits for organizations seeking entry-level technical, professional, and managerial employees
campus recruiting is one of the most popular ways in which graduates find their first job
it is also an expensive proposition in terms of both time and money
Internet Recruiting
the use of the Internet to match candidates to jobs through electronic databases that store information on jobs and job candidates
Social Networking Recruiting
Social network recruiting
the use of Internet sites that allow users to post a profile with a certain amount of information that is visible to the public
Social networks
Internet sites that allow users to post a profile with a certain amount of information that is visible to the public.
Benefits of Social Network Recruiting
Belief that those hired perform better on the job and stay with the company longer
Costs are confined to the HR staff charged with the recruiting
Can identify “passive” applicants, those not actively seeking a new job but who can be targeted by the recruiter because of their apparent skills and abilities
Disadvantages of Social Network Recruting
The most significant disadvantage is that it may have adverse impacts on members of protected groups
Recruiting only from social networks may leave a company open to claims of systemic discrimination
The use of social media in recruitment and hiring efforts also results in privacy concerns
Bias
Effective Job Ads
Incorporate humour, novelty, or surprise
can be effective in getting the attention of potential applicants
Self Selecting Out
occurs during the recruitment and selection process when candidates form the opinion that they do not want to work in the organization for which they are being recruited
Organizational Context
Interests and values
an individual’s likes and dislikes and the importance or priorities attached to those likes and dislikes
Job search
the strategies, techniques, and practices an individual uses in looking for a job
Corporate Image and Applicant Attraction
Organization’s reputation is an important concern to job applicants
Corporate image predicts the likelihood of interest on the part of a job seeker
Familiarity with the company
Competitive compensation package
Person Job and Person Organization Fit
Person–job fit
when a job candidate has the knowledge, skills, abilities, or other attributes and competencies required for the job in question
Person–organization fit
when a job candidate fits the organization’s values and culture and has the contextual attributes desired by the organization
Applicant Screening
Screening
first step of the selection process
involves identifying individuals from the applicant pool who meet the minimum qualifications for the target position(s)
candidates “passing” this first hurdle then undergo more extensive assessments
Applicant Screening: Minimum Qualifications (MQ)
knowledge, skills, abilities, experiences, and other attributes and competencies deemed necessary for minimally acceptable performance in one or more positions
designed for making the “first cut” in screening job applicants
sometimes referred to as selection criteria
