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© 2013 by Nelson Education1 Recruitment: The First Step in the Selection Process
© 2013 by Nelson Education2 Chapter Learning Outcomes After reading this chapter you should: ◦ Understand the link between recruitment and selection ◦ Appreciate how the characteristics of the job and organization are influential in attracting job applicants ◦ Know the role that accurate expectations play in developing a fit between a person and an organization
© 2013 by Nelson Education3 ◦ Be able to discuss why a realistic job preview may benefit both the job seeker and the organization ◦ Be aware of the internal and external factors that influence an organization's recruitment strategy ◦ Be able to design and implement a recruitment action plan Chapter Learning Outcomes (continued)
© 2013 by Nelson Education4 ◦ Be aware of the different methods that can be used to recruit internal and external job applicants ◦ Understand the increasingly important role played by the Internet and social media in recruiting ◦ Appreciate the need to evaluate the effectiveness of different recruitment methods Chapter Learning Outcomes (continued)
© 2013 by Nelson Education5 Attracting Job Applicants Recruitment: the generation of an applicant pool for a position or job in order to provide the required number of qualified candidates for a subsequent selection or promotion process Applicant pool: the set of potential candidates who may be interested in, and who are likely to apply for, a specific job
© 2013 by Nelson Education6
7 Attracting Job Applicants Self-selecting out: occurs during the recruitment and selection process when candidates form the opinion that they do not want to work in the organization for which they are being recruited
© 2013 by Nelson Education8 Interests and values: an individual’s likes and dislikes and the importance or priorities attached to those likes and dislikes Job search: the strategies, techniques, and practices an individual uses in looking for a job The Organizational Context
© 2013 by Nelson Education9 Reputation of an organization is an important concern to job applicants Corporate image predicts the likelihood of interest on the part of a job seeker Familiarity with the company Competitive compensation package Corporate Image and Applicant Attraction
© 2013 by Nelson Education10 Image advertising: advertising designed to raise an organization’s profile in a positive manner in order to attract job seekers’ interest Image Advertising
© 2013 by Nelson Education11 Guidelines for Effective Recruiting 1.Ensure that candidates receive consistent and noncontradictory information about important features of the job and its environment 2.Recognize that the behaviour of recruiters and other representatives gives an impression of the organization’s climate, efficiency, and attitude toward employees Recruitment and Selection Notebook 6.1
© 2013 by Nelson Education12 Recruitment and Selection Notebook 6.1(continued) 3.Ensure that all recruiting information and materials given to job applicants present accurate and consistent information 4.Present important information on the job and the organization to job candidates by several different, reliable, and credible sources 5.Give serious consideration not only to the content of information presented to candidates but also to the context in which it is presented
© 2013 by Nelson Education13 Person-job fit: when a job candidate has the knowledge, skills, abilities, or other attributes and competencies required by the job in question Person-organization fit: when a job candidate fits the organization’s values and culture and has the contextual attributes desired by the organization The Person-Organization Fit
© 2013 by Nelson Education14 If perceptions are positive, a job offer is made and accepted If the perceptions of one do not match those of the other, a job offer is either not made or, if made, not accepted Perceptions are based on communication Communication and Perception
© 2013 by Nelson Education15
© 2013 by Nelson Education16 Realistic job preview: a procedure designed to reduce turnover and increase satisfaction among newcomers to an organization by providing job candidates with accurate information about the job and the organization Realistic Job Preview
© 2013 by Nelson Education17 External Factors: The Labour Market ◦ Labour markets and recruiting ◦ Part-time labour markets and recruiting Recruitment Strategy
© 2013 by Nelson Education18 Outsourcing Outsourcing: contracting with an outside agent to take over specified HR functions
© 2013 by Nelson Education19 External Factors: ◦ The Legal Environment ◦ Systemic Discrimination ◦ Diversity Recruitment Recruitment Strategies
© 2013 by Nelson Education20 Internal Factors: ◦ Business Plan ◦ Job Level and Type ◦ Recruiting Strategy and Organizational Goals ◦ Describing the Job Recruitment Strategies
© 2013 by Nelson Education21 Human resources planning: the process of anticipating and providing for the movement of employees into, within, and out of an organization Human Resources Planning
© 2013 by Nelson Education22 Developing a Recruitment Strategy ◦ Based on our business plan, how many positions will we need to staff? ◦ Based on the job analysis, what is the nature of the position that must be filled? ◦ Based on the job analysis, what qualifications must job candidates possess? Recruitment and Selection Notebook 6.3
© 2013 by Nelson Education23 Recruitment and Selection Notebook 6.3 (continued) ◦ Based on organization analysis, what percentage of the positions can, or should, be staffed with internal candidates? ◦ Based on the labour market, is there an available supply of qualified external candidates? ◦ Based on the labour market, how extensively will we have to search for qualified applicants?
© 2013 by Nelson Education24 Recruitment and Selection Notebook 6.3 (continued) ◦ Based on legal considerations, what are our goals with respect to employment equity? ◦ Based on the business plan, organization analysis, and job analysis, what information and materials will we present to job candidates?
© 2013 by Nelson Education25 Timing of recruitment initiatives Locating and targeting the applicant pool Recruitment Action Plan
© 2013 by Nelson Education26 Elements of a Recruitment and Staffing Action Plan 1.Develop a recruitment strategy 2.Develop the applicant pool 3.Screen the applicant pool 4.Conduct a review of job applicants 5.Evaluate the recruiting effort Recruitment and Selection Notebook 6.4
© 2013 by Nelson Education27 Internal Job Postings Replacement Charts Human Resources Information Systems Nominations Recruitment Sources for Internal Candidates
© 2013 by Nelson Education28 1. As a recent graduate of the Human Resources program, how would you go about looking for a job? What do you need to think about in your job search? Class Activity
© 2013 by Nelson Education29 Recruitment Sources for External Candidates Job Advertisements Newspapers Professional Periodicals and Trade Journals Radio and Television Public Displays Direct Mail
© 2013 by Nelson Education30 Special Recruiting Events Job Fair Employee Referral Networking Walk Ins Employment Agencies Recruitment Sources for External Candidates (continued)
© 2013 by Nelson Education31 Recruitment Sources for External Candidates (continued) Service Canada Centres Executive Search Firms In-house Recruiters Temporary Help Agencies
© 2013 by Nelson Education32 Seeking entry-level technical, professional and managerial employees Placement services provided in the educational institutions Well-established campus recruiting programs Recruiting at Educational Institutions
© 2013 by Nelson Education33 Internet recruiting: the use of the Internet to match candidates to jobs through electronic databases that store information on jobs and job candidates E-Recruiting: The Use of the Internet and Social Networks
© 2013 by Nelson Education34 1. Do you think the Internet is a good vehicle to look for a job? Discuss the advantages and disadvantages. Class Activity
© 2013 by Nelson Education35 Social networks: Internet sites that allow users to post a profile with a certain amount of information that is visible to the public Social Network Recruiting
© 2013 by Nelson Education36
© 2013 by Nelson Education37 Comparison of Recruitment Methods (continued)
© 2013 by Nelson Education38 Comparison of Recruitment Methods (continued)
© 2013 by Nelson Education39 Comparison of Recruitment Methods (continued)
© 2013 by Nelson Education40 Recruitment and Selection Today 6.5 Behavioural measures ◦ Turnover Within 6 months Within 12 months Within 24 months ◦ Absenteeism Performance measures ◦ Performance ratings ◦ Sales quotas ◦ Performance potential
© 2013 by Nelson Education41 Recruitment and Selection Today 6.5 (continued) Attitudinal measures ◦ Job satisfaction ◦ Job involvement ◦ Satisfaction with supervisor ◦ Commitment to organization ◦ Perceived accuracy of job descriptions
© 2013 by Nelson Education42 Recruitment is the first step in hiring or staffing process Recruitment needs to attract qualified job applicants and must take into account the strategies that job seekers use Summary
© 2013 by Nelson Education43 HR planners must consider both the internal and external constraints HR professionals must know the effectiveness of different recruitment methods and build them into their recruitment strategy plans in order to evaluate the recruiting outcomes Summary (continued)
© 2013 by Nelson Education44 Obtain appropriate methods for contacting the target applicant pool Recruitment strategies must contain an action plan Recruitment campaigns are based on the principle of improving the fit Summary (continued)
© 2013 by Nelson Education45 1. Discuss the relationship between recruitment and selection. 2. Discuss how the characteristics of the job and organization influence job seekers. 3. Why is it important that job seekers develop accurate expectations of what their position/role will be in an organization before accepting employment there? Discussion Questions
© 2013 by Nelson Education46 4. Why does a realistic job preview benefit both the job seeker and the organization? 5. What are the internal and external factors that influence an organization’s recruitment strategy? 6. What are the elements of an effective recruitment and staffing action plan? Discussion Questions (continued)
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