Recruitment - Chapter 5 Flashcards
Recruitment Defined
The process of finding and attracting capable individuals to apply for employment and to accept a job offer if/when one is made to them
Includes both purposeful and unintentional actions
Recruiting is a two-way street: matching firms with jobs to people seeking jobs
Recruiters are specialists within the HR department of large organizations
The Recruitment Process
- Identify job openings
- Review job specifications
- Examine the desired characteristics of recruits
- Determine recruitment methods
- Obtain pool of recruits
- Maintain applicant interest during selection
- Persuade chosen candidates to accept the job
Strategic Importance of Recruitment
Recruitment decisions have profound implications for strategic success:
- Competitive advantage from human resources
- Benefits of diversity
- Focusing on employee development
- Investing resources into recruitment
Internal Recruiting
Advantages
* Employee is familiar with the organization
- Employee is “known”, fit with the organization as well as past performance as an indicator of future success
- Improves employee morale & motivation
Weaknesses
* Internal competition can reduce cooperation
- No “new blood” so can prevent creative solutions
- Poor morale (possible turnover) of employees not promoted
External Recruiting
Advantages
- Able to acquire skills and knowledge that may not be available within
Newer ideas and novel ways of solving problems may emerge
Weaknesses
* Newcomers may not fit in
- Newcomers take longer to learn about the organization
- Usually more expensive
- Lowered morale and motivation of current employees
Constraints on Recruitment
Constraints on Recruitment (2)
- Promote-from-Within Policies
– Gives present employees the first opportunity - Compensation Policies
–Must adhere to stated pay ranges - Employment Status Policies
–e.g., limitations against hiring part-time - International Hiring Policies
–Foreign jobs may need to be staffed with locals
Human Resource Plans
* Which jobs should be filled by external recruiting vs. internally?
Diversity and Inclusion Programs
* Consider employment equity programs
Recruiter Habits
* A recruiter’s past success can lead to habits
Environmental Conditions
* Leading Economic Indicators
* Predicted Versus Actual Sales
* Employment Statistics
Job Requirements
* Job analysis information is useful
Costs
* Of identifying and attracting recruits
Inducements
Applying for a Job
1) Submit a résumé
* Application Tracking Systems for electronic applications
2) Job Application Form
* Designates the information the recruiters would like to have for each applicant
* May make education credentials and employment gaps more apparent
Job Application Forms
- Personal Data (name and contact info)
- Employment Status
- Education and Skills
- Work History
- References
- Signature Line
Recruitment Methods
- Direct Inquiries
- Employee Referrals
- Advertising
- Common, effective method of seeking recruits
- Blind ads –the employer is not identified
- Cost is determined by the size of the advertisement, modality, and location and distribution
- Layout, design, and copy of an advertisement should reflect the image and character of the company
- Digital Recruiting
- Social Media
- Employment and Social Development Canada (ESDC)
- Private Employment Agencies
- Professional Search Firms
- Educational Institutions
- Professional & Labor Organizations
- Canadian Forces
- Temporary-Help Agencies
- Departing and Past Employees
- Job Fairs
- Contract Workers
- Recruitment Abroad
Choosing Recruitment Sources
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?
Evaluating Recruitment
Cost per Hire
* The dollar cost per person hired
Quality of Hires and Cost
* Quality of people hired from various sources
Offers -Applicants Ratio
* Ratio between the number of job offers and total applicants for each recruitment method
Time Lapsed per Hire
* Time taken to fill a position
