Recruitment

6 - 1 Human Resources Management in Canada: Chapter 6 Recruitment

6.1 Learning Objectives

• Define recruitment and the role of employer branding.

• Explain the recruitment process and the significance of applicant tracking.

• Analyze internal recruitment strategies including job posting and job slotting, emphasizing the importance of HR records and skills inventories.

• Identify at least 10 methods for external recruitment.

• Discuss strategies for recruiting a more diverse workforce.

6.2 The Strategic Importance of Recruitment

• Definition of Recruitment: The process of searching out and attracting qualified job applicants.

• Role of the Recruiter: Specialists responsible for finding and attracting capable candidates.

• Factors Influencing Recruitment Methods:

  • Human resource considerations

  • Financial resources

  • Time commitments

  • Technology available

6.3 Employer Branding

• Definition: The impression of an organization based on its employee benefits.

• Key Aspects of Employer Branding:

  • Functional Benefits: Personal development opportunities.

  • Economic Benefits: Monetary rewards.

  • Psychological Benefits: Feelings of purpose, belonging, recognition.

6.4 Employer Branding Steps

1. Define the Target Audience: Identify specific groups of potential candidates (e.g., individuals with global experience).

2. Develop the Employee Value Proposition:

   • Example: Loblaw offers employees the chance to participate in environmental initiatives.

3. Reinforcement through Communication:

   • Utilize an integrated approach across various channels such as social media and company websites.

6.5 The Recruitment Process

• Overview of the Recruitment Process: Involves various stages leading to hiring candidates.

• Constraints Impacting Recruitment:

  • Internal promotion policies.

  • Compensation frameworks affecting applicant interest.

  • Employment equity plans.

  • Competitive offers from other organizations.

  • Labour shortages hindering suitable candidate recruitment.

6.6 Using Technology in Recruitment

• Applicant Tracking Systems:

  • Benefits include reducing lost applications and minimizing biases.

  • Online applications offer broader exposure for job postings.

  • HRIS software aids in organizing applications based on specified criteria.

6.7 Internal Recruitment

• Advantages:

  • Largest source of recruits; enhances morale and proves commitment to employee growth.

  • Insiders are more committed to organizational goals.

• Drawbacks:

  • Potential dissatisfaction from unsuccessful internal candidates.

  • Challenges in transitioning leadership roles from within.

6.8 Job Posting vs. Job Slotting

• Job Posting: Informing current employees about openings to encourage internal applications.

• Job Slotting: Targeting specific candidates for positions.

• Advantages of Job Posting:

  • Equal opportunity for promotions.

  • Clarity in organizational policies regarding advancement.

• Disadvantages:

  • Potential demotivation if feedback isn't provided to unsuccessful candidates.

6.9 External Recruitment Opportunities

• Advantages:

  • Access to a wider pool of candidates and diversity.

  • Acquisition of new skills that the organization lacks.

• Planning External Recruitment:

  • Assess recruitment methods based on job type effectiveness.

  • Utilize yield ratios to measure applicant progression.

6.10 Methods of External Recruitment

• Types:

  • Online avenues (job boards, corporate websites).

  • Traditional networking (employee referrals, open houses).

  • Agencies and temporary help firms.

• Recent Findings in Job Searching:

  • 41% of individuals use online job boards as their main tool.

6.11 Recruiting a More Diverse Workforce

• Attracting Older Workers:

  • Recognize their loyalty and strong work ethic; adapt roles to suit flexibility needs.

• Attracting Younger Employees:

  • Appeal through technology-based recruitment and advertisements.

• Recruiting Designated Group Members:

  • Implement strategies to promote equality and inclusivity in hiring practices.