Recruitment and Selection - Chapter 5

recruitment

recruitment considerations (4)

• what makes you want to apply?

• signals that org is a good place to work?

• deal-breakers?

• how do you expected to be treated during the recruitment process?

what is the goal of recruitment

determine the fit between the job and the applicant

How are HR activities interconnected

In order to successfully recruit, demand must be forecasted and job analysis must occur before recruitment

recruitment iinfluences these factors

• size of applicant pool

• types of applicant

• Likelihood that applicants would accept job offer

strategic importance involves these two organizational activities

competitive advantage and benefits of diversity

Why is competitive advantage an asset in the strategic importance of HR?

• humans create the difference between success and failure

• unique values that other orgs don’t have lead to advantage

an example of competitive advantage in the workplace

highly skilled/motivated workers

examples of strategiess to increase diversity in recruiting

highlight current workforce diversity on ads/web pages, locate offices in diverse locations, encourage referrals from diverse employees

steps in the recruiting process (7)

1. identify job openings

2. Review job specifications and desired characteristics of

   recruits

3. Determine recruitment methods

4. Obtain pool of recruits

5. Maintain applicant interest during selection

6. Influence job candidates to accept the job

7. Measure and evaluate recruitment results

constraints on recruitments (8)

organizational policies

HR plans

diversity and inclusion

recruiter habits

environmental considerations

job requirements

costs

inducements

organizational policies

Internal guidelines that affect recruitment, such as promote-from-within policies.

human resource plan

A firm’s overall plan to fill existing and future vacancies, including decisions about whether to fill internally or to recruit from outside.

recruiter habits

The propensity of a recruiter to rely on methods, systems, or behaviours that led to past recruitment success.

inducements

Monetary, nonmonetary, or even intangible incentives used by a firm to attract recruits.

considerations of recruitment

Development of Employees: Internal vs external recruiting

Employer branding

internal recruiting

promoting from within

external recruiting

Hire from outside labour market

when might internal recruiting not be possible

• for highly specialized jobs

• start ups

• entry level jobs → no one to pull from below

employer branding

The message an organization sends (intentionally or not) about what it is like to work there

types of recruitment methods

direct inquiry, employee referrals, advertising

direct inquiry

Job seekers who arrive at or submit online to the organization in search of a job without prior referrals and not in response to a specific ad.

• shows interest in the organization

employee referrals

Recommendations by present employees to the recruiter about possible job applicants for a position.

ads for job recrutiment

Advertisements in a newspaper, website, and so on, that solicit job applicants for a position.

what is the most familiar type of employment advertising

job ads

where might you an advertisement for a highly specialized job be found

professional journals or specific locations with high concentration of people working in these areas

drawbacks to job ads

anonymous ads

Job ads that do not identify the employer.