Recruiting Flashcards
What are the steps of recruiting?
- Identify vacancies through turnover and Human Resource Planning
- Identify sources of recruits, internal and external (ex: recruit from unis if need someone with a degree)
- Identify appropriate recruiting channels (social media, career fair, etc.)
- Screen applicants
- Evaluate effectiveness of recruiting measures
What are some channels that can be used for recruiting?
1) Online / Social Media
2) Print Media
3) Private Search Firms (head hunter)
4) Write in – Walk in (passive)
5) Employee Referrals (can = systemic discrimination)
6) Educational Institutions
7) Professional / Trade Associations
8) Labour Union hiring hall (project based usually, once in union they can recommend you for stuff)
9) Job Fairs
10) Temporary Agencies
What are some constraints on recruitment?
- Promote from within policy (lower risk, keep people on your side)
- Employment status policies (FT vs. PT vs. temp)
- Compensation policy (limit how high but also wanna be competitive)
- Culture of organization (shared values etc - recruit for fit rather than just hard skills)
- Union Contract clauses (closed, union, or agency shop)
- Employment Equity policy
- Budget
- Immigration policy
What are the 3 types of union?
closed shop = must be member in good standing to be hired
union shop = must join once hired, pay dues!
agency shop = dont have to join but still pay dues
What factors are considered when regulators evaluate the acceptance of foreign workers?
- genuine job offer? (beware human traficking, etc.)
- wages and working conditions comparable to what Canadians offered
- if reasonable steps were taken to hire canadians first
- hiring will not affect a labour dispute
- bringing in new skills & knowledge
What must employers do to have foreign labour? What does this entail? Other regulations?
must apply for a labour market impact analysis (LMIA)
= emplyoers must show:
- # of canadians applied and interviewed
- why no canadian qualified
- show that no canadians were laid off/had hours reduced
other reg.s:
- caps on low paid foreign workers
- Applications for positions requiring little skill/education will not be processed in regions with > 6% unemployment (make sure not worsening unemployment rate)
What is the checklist for resume screening?
- Knowledge, Skills, Abilities related to job requirements? (not just general)
- Metrics of Successful Performance?
- Unsubstantiated claims? (‘great communicator’ but resume writing proves otherwise…)
- Unexplained gaps in work history?
- Grammatical or Spelling errors? (shows lack of attention to detail)
- References current and work related
- Awards or Scholarships? not always necesssary
- Professional designations/ licenses? (CPA, ProServe)
- Volunteer Work (adds to Job related skills)?
What are some stats regarding resume misrepresentation?
2014 study:
- 58% of HR managers have caught applicants being dishonets on theur resumes
- 33% of emplyoers have seen an increase in dishonesty since the recession began
What are some common areas for people to lie on their resumes?
- length of time with employer
- amount of salary
- enrolled in academic program but did not graduate
- G.P.A.
- name of school (Harvard vs Fresno Community College)
- name of Employer (Stantec vs Jan’s Engineering)
- major (Business vs Fine Arts)
- criminal convictions
How is AI used for resume screening?
- natural language processing to compare with job description
- also do intreviews where can analyze micro expressions, word use, tone of voice (supposedly removes human bias)
What are 4 good measurements to test the effectiveness of a recruitment strategy?
1) Potentially Qualified per Number of Applicants
2) Number Accepted Offer per Number offered
3) Survival Rates %
4) Cost per Hire
What are some other ways to check effectiveness of recruitment?
- Exit Surveys
- Designated Group member data if under EE regulations
- Performance ratings of hires
- Time to hire
- Training costs per hire
- Cost per survivor
- Satisfaction surveys of hires
- Absenteeism rates of hires
- Industry data where available
- ROI
What are the benefits of online recruiting channels?
- 24/7 Recruiting
- Faster Response Times
- analytics to Track and Screen Applicants
- automatic replies
- easier to edit
- Global Reach
- Can Target to Right Labour Pool
- approx 1/10th cost of Print Media
- Can include info on Company Culture, Working Conditions, Job Descriptions, Visual Images & Videos
- Can use Employee and Contact referrals
Some stats on most used recruitment channels?
- 75% companies use online job boards
- many others also use referrals, copmany website
- 52% using social media now (only very recently)
- less use newpapers and headhunters
What does the personal information protection act say about recruiting?
can collect info without consent for purpose of recruiting
BUT
shall not collect without consent unless:
- Information consists only of information related to employment & volunteer work
- Must provide reasonable notification
