Lecture 5 Recruitment Flashcards
According to Bratton and Gold, what is recruitment?
‘the process of attracting the interest of a pool of capable people who will apply for jobs within an organisation’ (Bratton and Gold, 2012:215)
According to Armstrong and Taylor, what is selection?
‘to assess the suitability of candidates by predicting the extent to which they will be able to carry out a role successfully’ (Armstrong and Taylor, 2014:236)
What is employer branding according to Bratton and Gold?
‘employer branding is now recognised as an important part of the HR ‘toolkit’ stimulated by a growing awareness of the application of marketing principles in attracting better applicants and leveraging employee engagement and retention’ (Bratton and Gold, 2012:211)
What should HRM do in terms of branding?
‘The expectation that HRM can shape the direction of change, influence culture and help bring about the mind set’ (Bratton and Gold, 2012:217)
What do CIPD say about employer branding?
‘is a useful tool to help organisations differentiate what they have to offer in the labour market and recruit, retain and engage the people they need to succeed’ (CIPD, 2017)
What are the main pre-recruitment steps?
Link to strategic plan and organisational objectives
Workforce planning
Exit interview of previous post holder
Defining and redefining requirements
What is the role profile often known as?
The job description
What do Armstrong and Taylor say about role profiles?
‘role profiles define the overall purpose of the role, its reporting relationship and they key results area. For recruiting purposes, the profile is extended to include information on the terms and conditions (pay, benefits and hours of work)’
‘special requirements such as mobility, transport and unsocial hours’ (Armstrong and Taylor, 2014:227)
What does the person specification define?
The knowledge, skills and abilities required to carry out the role
What is included in the person specification?
- knowledge, skills and abilities needed to carry out the role
- behavioural competences
- education and qualifications
- experience
- specific demands and requirements
- have a clear essential and desirable criteria
- forms the basis of the job advertisement
Why does HR have a strong role in supporting and guiding managers?
Managers have to get their best out of their human resources as managers will be judged on the impact of their decisions and the achievement of strategic goals which is why it is important to assess, select and evaluate employees
In the talent management focus what is the idea behind people and exclusive?
Key people or ‘stars’
In the talent management focus what is the idea behind people and inclusive?
Everyone has talent and potential
In the talent management focus, what is the idea behind position and exclusive?
Right people to fill key positions
In the talent management focus, what is the idea behind position and inclusive?
Social capital development in pivotal positions
What are the two approaches of recruitment and selection?
Traditional ‘fit’ approach
Processual approach
What is the traditional view of recruitment and selection?
There is a right person for a particular job and the aim of recruitment and selection is to find the best fit
Right and wrong people for the job
Recruitment and selection is a process by which the organisation strategically matches and individual to the job
Must assess the differences between candidates
What does the traditional approach have an emphasis on?
The systematic processes
What are the systematic processes?
Defining the job tasks and responsibilities
Defining the individual through the person specification, knowledge, skills and attitude
Attracting good applicants
Assessing applicants
Decision
Evaluation of performance in role
What does the traditional approach assume about systematic processes?
Assumption that this logical sequence will ensure the achievement of strategic objectives
Who first explored the processual view?
Herriot, 1984
What is the processual view?
Selection is a process of exchange and negotiation.
This recognises the two-way exchange in the employment relationship and that both parties have expectations to be fulfilled
Increasing levels of information are exchanged intentionally and unintentionally
What does Schneider’s model focus on (1987)?
It focuses on the importance of the image projected by an organisation and the response from potential employees
What are the 3 main features of Schneider’s model?
Attrition
Attraction
Selection
