Module 4- Recruitment Flashcards
Recruitment: The Basics
Recruitment means finding and attracting suitable candidates to apply for employment
Before recruitment can begin, recruiters needs to be very familiar with the job requirements for the role to be filled, most HR departments will have a dedicated recruitment function, often called “talent acquisition”
Aim is to first establish a pool of suitable and interested candidates and subsequently select the “best” candidate
-In most cases, it is the quality not the quantity of candidates that matters!
-Too small a pool of candidates can be an issue later in the selection process
The time, costs and efforts required to fill an open position varies significantly and depends on the role
Rule of thumb: the more specialised the required skill set, the longer it takes and the more expensive it gets to hire the right candidate
Skill shortages in entire industries may make recruitment more challenging than in sectors with lots of supply of labour
Finally: recruitment is like dating – it is only successful if both parties agree that they are a good match
-Trend: increased scrutiny of company policies and practices by applicants
-Examples: environmental record, Board diversity, corporate social responsibility, sustainability efforts
**In practice: more than 80% (!) of all non-entry level jobs are filled through networking and not typical recruitment methods alone **
Recruitment cont
Most companies say their people are their most valuable asset
-recruitment ends when the candidate pool has been established and then selection starts (the best selection for the job is picked out of that pool)
Talent acquisition specialist- a recruiter
When does recruitment get tough?
-times of economic growth
-time of skill shortage can pose challenge for recruitment (ex. Tech talent – there is a shortage of people with these skills in Canada)
-it is easier to recruit In an economic downfall (recession) when unemployment rate is high and lots of suitable canadates on the market
Recruitment
Think of recruitment more like dating ; both parties (employer and candidate have to both like each other)
-millennial, gen z put more excrutment on employer (record for caring for environment, or diversity, etc.)
Recruitment does not work that well practically in a lot of companies
-research shows 80% of non entry level jobs in the private sector are not filled through traditional recruitment channels, they are filled through networks, word of mouth and personal connections (why important to build professional network when young)
Internal vs. External Recruitment
2 ways to recruit- externally or internally
-many companies have a policy to try to fill internally first
Internal
The Pro’s:
-Typically, faster and less costly
-Employee is known and knows the organisation
-Likely better understanding on what the new role requires
-Limited/no cultural adjustment needed
-Career opportunity for employees
-Increased morale and dedication
-No need to build internal network
The Con’s:
-No “fresh blood” in the organisation
-Depending on team dynamics can lead to not optimal outcomes (good professionals do not always make good managers)
-Reinforces existing structures (and biases)
External
The Pro’s:
-Brings in new perspectives
-Required skills may not be available internally
-Can improve diversity and inclusion
The Con’s:
-Takes time and can be expensive
-Union opposition
-Training costs
-Need to build internal network
-Takes longer to be “up to speed”
Issue in practice
external job ads despite of having an – already decided – internal candidate
Why use internal
-know organization already, established network, not need training on organizational requirements
Pro- don’t need painful it set up
Career opportunity- increase moral and productivity
Cons; no new perspectives, can backfire if internal candidate don’t have the skills for new roles (external one might be more qualified) –might not be good at managing roles
External
takes longer/ and longer for new person to settle into role
Pro- bring in new perspective/skills that might not be currently there
Companies
Unions prefer internal hiring first (consider them first)
Companies post jobs externally even of have internal one they want to give it to (waste of time)- might have policy to post online or feel obligation to
-might be formality to post – an honest manager would tell you that (if it was internal hiring- to prevent wasting time making application process, can informally ask)
What makes the Role of a Recruiter hard?
Unrealistic requirements by hiring managers
-“please find an approx. 30-year-old, with 2 Ph.D. degrees and 20 years of relevant work experience who is fluent in Mandarin and Swahili”
-“please find this person until yesterday”
Internal compensation policies
-Need to be sensitive to internal alignment
-Issue to find talent if employer lags the market on total rewards
-Limitations to offer starting salary significantly above midpoint even if still within salary range
External constraints
-Labour market conditions incl. unemployment rate
-State of the economy/business cycle
-Skill shortage for certain roles/in certain industries
-Legal limitations or difficulties (e.g. hiring of foreigners requiring a work permit)
-Actions by competitors (e.g. offering generous sign on bonuses)
Budget and other internal constraints
-Promote from within policies despite of lack of suitable internal candidates
-Union pressures
-Inadequate budget for recruitment function/insufficient internal support for recruitment function
Highlight:
Unrealistic expectation- number one source of frustration for recruiter ; “want young professional, 5 degrees, fluent in 4 languages, international work experience, willing to move and paid just a bit over minimum wage”- exaggerating
– her advice if see such a post just ignore it, shows that the organization has its house internally not in order
Red flag
requires something in job posting that cannot be needed in the role –
ex. Role of benefit manager –why would need knowledge of US plans – shows it was taken from somewhere else and not properly adjusted
-a company that cant get a job listing right is probably a company you do not want to work for anyways
Another challenge
compensation policies – difficult if company reflects the market– why would a qualified candidate apply for this role (won’t meet requirement for the price of the salary)
