Week 7 - Recruitment Flashcards
What is the strategic importance of the recruitment function? (4)
- Gaining competitive advantage from human resources
highly skilled and motivated = competitive advantage
- Reaping the benefits of diversity
A diverse workforce offers greater flexibility and additional capabilities in some instances.
- It focuses on employee development
front line -> executive
- Investing resources into recruitment
The recruitment budget affects the quality of recruits and the process because you need good target marketing campaigns, sufficient staff, tools and technologies for training
What are some constraints on recruitment? (8)
- Organizational Policies
- Human Resource Plans
- future jobs filled by recruiting externally and internally - Diversity and Inclusion Programs
- Recruiter Habits
- the propensity of a recruiter to rely on methods, systems or behaviours that led to past recruitment success - Environmental Conditions
- changes in the labour market, shortages of specific skills, and labour laws affect recruiting activities - Costs
- Job Requirements
- highly specialized workers are more difficult to find than unskilled ones - Inducements
- monetary, non-monetary or intangible incentives used by a firm to attract recruits
What are organizational policies and examples?
Org policies are internal policies that affect recruitment.
- Promote from within policies
- present employees with the first opportunity for job openings
- Compensation policies
- minimum wage requirements can impact the benefits or hours offered (pay ranges are used to attract new hires)
- Employment status policies
- restrict part-time and temporary employees
- International hiring policies
- policies in some countries may require foreign job openings to be staffed with local citizens because it can minimize charges of economic exploitation
Describe two common methods of applying for a job
- submitting a resume (ATS)
- completing a job application
What are the different recruitment methods? (14)
- Walk-ins and write ins
- Employee referrals
- Advertising
- Social media
- Employment and Social Development Canada
- Private employment Agencies
- Professional Search Firms
- Educational Institutions
- Professional Associations and Labour Organizations
- Depart Employees
- Job Fairs
- Contract Workers
- Recruitment Abroad
How to generate effective recruitment advertisements?
Put up a blind ad?
A good budget for advertising
Use of different media
Attract attention - good copy layout, balance, tension, colour contrast
Include all the relevant information about the job
Short sentences, common language
Respect to provisions of human rights and other laws and the dignity of the readers
Cost-effective
Good corporate image
Familiar words action oriented
How to choose a good recruitment source?
Answer these questions:
- How many recruits are needed?
- What is the skill level required?
- What sources are available in that industry and geographic region?
- What has worked in the past?
- How much is the budget?
- Are there labour agreements in place that specify recruitment options?
List key measures for evaluating the effectiveness of the recruitment function
- Cost per hire - helps in knowing how much money is used on total recruitment funds
- Quality of hires and cost - good quality employees = good performance average, decent cost
- Offers - applicants ratio - Applicants Ratio helps organizations understand how competitive their hiring process is and provides insights into the selectivity of their recruitment decisions.
- Time lapsed per hire - A shorter time indicates an efficient process, while a longer time may suggest delays or bottlenecks. This metric helps organizations evaluate and improve their hiring efficiency.
What are the steps in the selection process
- Preliminary reception of applicants
- Applicant screening
- Administration of employment tests
- Employment interviews
- Realistic job previews
- Verification of references
- Contingent assessments
- Hiring decision
