Lecture 4 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 and/or completed application forms
are received from an adequate number of applicants.
Recruiter
A specialist in recruitment, whose
job it is to find and attract capable
candidates.
Inbound Recruiting
is a recruitment marketing strategy
where you proactively and continually attract candidates
with the goal to make them choose you as their next employer.
To achieve optimum results from an advertisement the four-point guide, called ______ should be used
AIDA:
Attention – borders, logo, picture for the job
Interest – nature of the job, job duties, location,
working conditions
Desire – unique benefits, opportunities for
advancement, travel
Action – closing dates and catchy phrases in the
ad:
* “Call Today” “Go to our website” “Attend our job fair”
End-to end Recruiting entails:
Preparing: Defining job requirements and creating job descriptions.
Sourcing: Identifying and attracting potential candidates.
Screening and assessment: Reviewing applications and conducting initial interviews.
Selecting: Conducting in-depth interviews and assessments to choose the best candidates.
Hiring: Extending job offers and negotiating terms
Onboarding: : Facilitating the new hire’s integration into the company through orientation, training, and providing necessary resources and support.
Employer Branding
The image or impression of an organization as an employer based on the benefits of being employed by the organization.
When recruiting, companies consider the candidates experience throughout the process
Advantages of Internal Recruitment
When employees are rewarded for competence it
enhances commitment, morale, and
performance.
Increases internal commitment to company’s goals and workers are less likely to leave.
Managers are provided with a longer-term perspective when making business
decisions.
Firm is likely to have a more accurate assessment of the person’s skills.
Inside candidates require less orientation
than outsiders.
Drawbacks of Internal Recruitment
o Employees not promoted may be mad, especially if feedback is not
provided.
o Managers may be required to post all job openings and interview all inside candidates, wasting time and
creating false hopes for
employees not truly being considered.
o Employees may not accept a boss appointed from within their own ranks.
o Newly chosen leaders may have difficulty adjusting to no longer being “one of the
gang.”
o Increases the possibility of “inbreeding.”; tendency to make decisions “by the book”
and to maintain the status quo, even when a new and innovative direction is needed.
Employment and Social Development Canada (ESDC)
Runs the
Job Bank, largest, web-based network of job posting available to
Canadian employers at no charge.
BENEFITS OF EXTERNAL RECRUITING
o Access to a larger pool of
qualified candidates; impacts
quality of the selection
decision.
o Availability of a more diverse
applicant pool, which can assist
in meeting employment equity
goals and timetables.
o Acquisition of skills or
knowledge not currently
available within the
organization and/or new ideas
and creative problem-solving
techniques
Private employment agencies
Assist with fee-based searches for
clerical staff, functional specialists,
and technical employees.
Executive search firms
Fee-based
service used to fill critical positions
(middle to senior-level professional
and managerial); often specialize in
particular type of expertise.
Temporary help agencies –
Used for seasonal work,
peak workloads, special projects, fill-ins for sick leaves,
vacations, leaves of absence. Workers are agency
employees and are reassigned when one job is
completed.
Benefits of temporary help agencies for employers:
Cost less than permanent employees.
Savings related to hiring and training.
Substitute can be requested immediately for
unsatisfactory performance.
Highly motivated hoping for full-time employment
DEI is not simply about recruiting people from underrepresented
backgrounds to tick off a box. Instead, it aims to -
Level the playing field for all applicants in order to fight against recruitment bias and any form of discrimination
One way to achieve DEI in your organization is to take an inclusive approach to recruitment by using inclusive language in job descriptions that target the four designated groups
GENDERED LANGUAGE
Research indicates that job advertisements for male-dominated areas employed greater masculine wording than advertisements within female-dominated areas
Evidence shows using gender-neutral language fills jobs 14 days faster than posts with a masculine or feminine bias and attracts a more diverse mix of
people
Human resources manager can create an inclusive
approach to recruitment by:
Creating an inclusive style guide to recruitment
Avoiding gender-coded language
Focus on abilities and skills not just experience or education
Removing jargon and offensive language
Highlighting inclusive benefits and accommodations
Including inclusive and fair hiring statements
Explicitly targeting applicants from the designated groups
Utilizing software (Datapeople, Ongig’s Text Analyzer, Textio,
Talvista
The recruitment process includes
- Identifying Job openings
- Specifying job requirements
- Selecting methods of recruitment
- Generating a pool of qualified applicants
Inclusive language in job descriptions for people with disabilities:
Speak -
Communicate
See - Identify, Assess,
Discover
Carry - Move
Walk - Traverse
Type - Record, Input,
Capture
Inclusive language in job descriptions for Indigenous people:
Include Land Acknowledgements
“soft-spoken words carry farthest” in Indigenous culture - does not mean they are shy
- Organizations can explicitly place equal value in formal mainstream education as
well as lived experience in Indigenous ways of knowing. - Years of experience required can be cumulative and do not have to be consecutive
or continued years of experience.
How to ensure inclusivity for visible minorities
- Never mention race or national origin.
- Phrases like, “strong English-language
skills” may deter qualified non-native
English speakers from applying - A “clean-shaven” requirement can
exclude candidates whose faith
requires them to maintain facial hair
(it also indicates the position is for
men only) - Limit referral hiring, and go beyond
your network
Diversity
Presence of differences
Equity
Fair access, opportunity, and support.
Inclusion
Genuine sense of belonging and value
