Week 5 Flashcards
Recruitment
Process of searching out and attracting qualified job applicants to fill open positions
4 Components of Recruiting
Staffing, Recruitment, Selection, Separation
Recruitment requires (2)
- Identify position requires staffing
- Enough Resumes or applicant forms received
Strategic Importance of Recruiting (2)
financially outperform ineffective program
high shareholder value
Talent Talent Talent Problem and implication
People believe that hiring stars always help organization performance
Implication: Depends on system of organization, team and type of person
Too Much Talent Effect (2)
disputes over participation and status
facilitates performance to a certain point and then declines
Employer Branding
image of an organization from employer based on perceived benefits of organization
Employer Branding tactics (5)
Comparative Advantage for interest
website
acknowledgement
initial greeting
articulate organization’s values
Steps of Employer Branding (3)
- Define Target Audience: where to find and wants of employer
- Develop Employee Value Proposition: Why organization is a more attractive employer
- Reinforce value proposition in communication
Recruitment Process (4)
- Identify Job Openings - HR planning/Mgmt Request
- Determine Job Requirements
- Appropriate Recruiting Sources/Methods
- Pool Qualified Recruits Generated
- Identify Job Openings - HR planning/Mgmt Request
forecasting future human resources required to ensure organization will have # of employees w/ necessary skills and meet Objectives of job
- Determine Job Requirements
review job description and specifications, update
- Appropriate Recruiting Sources/Methods
no single or best technique, depends on position and factor
- Pool Qualified Recruits Generated
pool should reflect legal recruitments, organizational diversity policies
Developing and Using Application Forms
Standard Application Includes:
Education, Prior Work, Other Job Related Skills
Why Use Standard Applications?
Easy to compare candidates, information is specifically requested by company
Standard Applications Tips (3)
written authorization reference checking, info is true and accurate, optional selection about designated group member status
Online applications allow for (3-4)
more exposure, no misplace, reduce bias, large volume
Constraints Based On Organization Policies (3)
Employer Equity Plan
Compensation Policies
Promote within Policies
Employer Equity Plan (2)
set goals/timeline for hiring 4 designated groups
recruiters use non-traditional outreach strategies
Compensation Policies
Recruiters rarely have authority to exceed establish pay benefits
Promote within Policies
post internally first (union), recruiters cannot begin to seek external candidates until period over
Recruitment Avenues (2)
Within and Outside Organization
Human Capital Theory and benefit
Accumulation of firms specific knowledge & experience involved joint investigation
employee and employer benefit from maintaining long term relationship
Within - Job Posting:
Notify employees about vacant positions
Within - Human Resource Records
Review existing employees to identify candidates for opening
Within - Skill Inventory
List of core skills of existing employees
Within - Other
Internal Employee Database, Performance Appraisal, Promotion/Transfer
Outside (External) advantages (4)
larger and diverse pools
new skills/knowledge
elimination of employee rivalry and competition
already has necessary skills
Yield Ratios
percentage of applicants that proceed to next stage of selection process
Forms of recruitment
referrals, former employees, education, open house, print, website, labour organization, walk in
Cold Calls
walk ins (go to organization no referral) or write ins (submit unsolicited resumes)
Cold Calls Process (2)
Resumes screened by HR department, if applicant suitable resume retained for few months
passed to relevant manager if position opens
Print Advertising - Want Ad
ad describe job and specifications, compensation package, hiring employer, address
Print Advertising - Blind Ad
ad which identity and address of employer omitted
Employee Referrals Advantage and Disadvantage
Advantage: Can offer awards or prizes, low cost
disadvantage: can lead to nepotism, morale issues, and systemic discrimination
Boomerang (Job)
employers who leave company and return in higher position
Educational Institutions (3)
Career Centres
Cooperative Education
Networking Events
Career Centres
skills assessment training, resume/cover letter workshop, career fair
Cooperative Education
hand-on-skills in an actual work setting, intern performance assessed, positions after graduation from post secondary
Networking events
online job boards and agencies, build connections and relations
Temporary Help Agencies
replacement/substitute for employees who are il, on vacation and leave of absence
Contract Workers
Work directly for employer, specific type of work/time period
