Day 7 - Rectruitment

Question 1

The Recruitment process

Answer 1

• Identify job openings
• Identify job requirements
• Determine recruitment methods
• Obtain applications

Question 2

Recruitment as Marketing

Answer 2

• Generating applicants
• Maintaining applicant status
• Influencing job choice

Question 3

Strategic Importance of Recruitment

Answer 3

Recruitment decisions have profound implications for strategic success

Competitive advantage from human capital

Benefits of diversity management

Focusing on employee development

Investing resources into recruitment

Question 4

Generating Applicants

Answer 4

Deciding whom to target

• Geography (locally? Or need to expand the search?)
• Applicant type (need a certain skill set, but also need to find someone who will fit into the culture with values, etc)

Choice of Recruitment Source

Question 5

Which recruitment source generally produces the highest quality applicants?

Answer 5

-Employee Referrals and Rehires
Employee Referrals- tend to be hard working, and have realistic ideas
Neg: decrease the diversity of the workplace

Rehires
-usually see that it isn’t greener on the other side

Unsolicited applications
-good source as well.

Question 6

Internal Recruiting

Advantages

Answer 6

• Employee is familiar with organization
• Employee is “know” thereby increasing ability to predict success
• improves employee morale and motivation

Question 7

Internal Recruiting

Weaknesses

Answer 7

• Internal competition can reduce cooperation
• No “new blood” so can precent creative solutions
• Poor morale (possible turnover) of employees not promoted

Question 8

External Recruitment

Advantages

Answer 8

• Able to acquire skills and knowledge that may not be available within
• newer ideas and novel ways of solving problems may emerge
• more diverse workplace

Question 9

External Recruitment

Weaknesses

Answer 9

• Newcomers may not fit in
• Newcomers take longer to learn about the organization
• usually more expensive
• lowered morale and motivation of current employees

Question 10

Generating applicants

The Decision to Apply

Answer 10

Social Identity Theory (Tajfel & Turner, 1985): “self-concepts are shaped in part by the organizations to which we belong” (Barber, 1998, p. 33)
(Social Identity Theory: How does membership with the company affect their perception of their self? Does it match their value system? Match b/t persons identity and companies identity)

Correspondence between self and organizational image

Familiarity

Question 11

Recruitment Methods

Answer 11

Walk-ins and Write-ins
Employee Referrals
Advertising
The Internet
Human Resources and Skills Development Canada (HRSDC)
Private Employment Agencies
Professional Search Firms
Educational Institutions (co op programs and job fairs)
Professional & Labour Organizations
Armed Forces (retired soldiers that are highly trained)
Temporary-Help Agencies
Departing Employees (sometimes you can hire them back, do exit interviews with them after they left)
Open House and Job Fairs

Question 12

Non-Tradtional Recruitment Methods

Answer 12

Applicant Tracking Systems (software to match people to jobs)
Contingent Contract/Leased Workers
Partnerships with Social Agencies
Direct Mail Solicitations (mailing people letters)
Recruitment Abroad

Question 13

Choosing Rectruitment Sources

Answer 13

How does a recruiter choose which methods to use?
How many recruits are needed?
What is the skill level required?
What sources are available?
What has worked in the past?
How much is the budget?
Are there labour agreements that specify recruitment options?