An Introduction to Recruitment and Selection

© 2013 by Nelson Education2 Chapter Learning Outcomes  After reading this chapter you should: ◦ Appreciate the importance and relevance of recruitment and selection to Canadian organizations ◦ Know where recruitment and selection fit into the organization as a whole and the human resources management system in particular

© 2013 by Nelson Education3 Chapter Learning Outcomes (continued) ◦ Understand how changes in technology, global competition, changing labour force demographics, and increasing government regulation and societal pressures for conformity to ethical, environmental, and human rights standards have an impact on recruitment and selection

© 2013 by Nelson Education4 Chapter Learning Outcomes (continued) ◦ Be aware of which professional associations and groups in Canada have a stake in recruitment and selection ◦ Become familiar with basic ethical and professional issues in recruitment and selection

© 2013 by Nelson Education5 Why Recruitment and Selection Matter  Best practices: ◦ Involve the ethical treatment of job applicants throughout the recruiting and hiring process ◦ Result from HR professionals following the accepted standards and principles of professional associations ◦ Are legally defensible (e.g., Human Rights legislation) ◦ Reduce employee turnover and increase productivity

© 2013 by Nelson Education6 ◦ Are responsible for a firm’s relative profit ◦ Correlate with an organization’s long-term profitability and production ratios ◦ Help to establish employee trust ◦ Improve the Knowledge, Skills, Abilities, and Other Attributes (KSAO’s) of current and future employees, increase motivation, and retain high quality workers Why Recruitment and Selection Matter (continued)

© 2013 by Nelson Education7 1. What is your preferred career track in Human Resources? 2. What professional associations would you join and what activities would you engage in? Class Activity

© 2013 by Nelson Education8 Recruitment and Selection  Recruitment: the generation of an applicant pool for a position or job in order to provide the required number of candidates for a subsequent selection or promotion program

© 2013 by Nelson Education9 Recruitment and Selection (continued)  Selection: the choice of job candidates from a previously generated applicant pool in a way that will meet management goals and objectives as well as current legal requirements

© 2013 by Nelson Education10

© 2013 by Nelson Education11  Global Competition  Rapid Advances in Technology and Internet  Changing Work-Force Demographics  Economic Context  Type of Organization  Organizational Restructuring  Redefining Jobs  Best Practices Social/Economic Factors Affecting Recruitment and Selection

© 2013 by Nelson Education12 Social/Economic Factors Affecting Recruitment and Selection (continued)  Global competition: index is based on economic, social, and political globalization ◦ Increasing globalization has changed the level of competition  Rapid advances in technology and the Internet: employers expect new hires to be computer literate ◦ Hiring through e-recruiting

© 2013 by Nelson Education13  Changing work-force demographics: abolition of mandatory retirement at age 65 creates less room for new entry-level employees  Economic context: supply and demand of jobs and people (e.g., economic booms, recessions) Social/Economic Factors Affecting Recruitment and Selection (continued)

© 2013 by Nelson Education14  Types of organizations: ◦ Public sector: both federal- and provincial- formalized recruitment and selection systems ◦ Private sector: may vary depending on the type and size of the business/industry  Organizational restructuring: workforce that is approaching retirement, flattening of organizations Social/Economic Factors Affecting Recruitment and Selection (continued)

© 2013 by Nelson Education15 Social/Economic Factors Affecting Recruitment and Selection (continued)  Redefining jobs: workers need a wide range of skills in order to do their job  Best practices: employers must have in place HR strategies for recruiting, identifying, and selecting employees who will contribute to the overall effectiveness of the organization

© 2013 by Nelson Education16 A Systems View of HR  Two basic principles underlie the model presented in Figure 1.1 (p. 6) ◦ Principle 1: HRM must carefully coordinate its activities with the other organizational units and people if the larger system is to function properly ◦ Principle 2: HR managers must think in systems terms and have the welfare of the whole organization in mind

© 2013 by Nelson Education17 Recruitment and Selection Today 1.2  Professional Associations Involved in Recruitment and Selection: ◦ Canadian Council of Human Resources Associations (CCHRA): ◦ Canadian Psychological Association (including the Canadian Society for Industrial and Organizational Psychology):

© 2013 by Nelson Education18  HR functions: ◦ Must keep abreast of developments in their field through continuous learning ◦ Responsible for knowing the latest legal and scientific information related to R & S ◦ Responsible for implementing policies and procedures in accordance with accepted professional standards Recruitment and Selection and the HR Profession

© 2013 by Nelson Education19 The CHRP Edge There are six characteristics that define a profession: 1.A common body of knowledge 2.Agreed performance standards 3.A representative professional organization 4.External perception as a profession 5.A code of ethics 6.An agreed certification procedure

© 2013 by Nelson Education20  Ethics: the determination of right and wrong; the standards of appropriate conduct or behaviour for members of a profession; what those members may or may not do An Introduction to Professional Issues and Ethical Standards

© 2013 by Nelson Education21 An Introduction to Professional Issues and Ethical Standards (continued)  Professional standards: provide guidance on how HR professionals should behave in certain situations including the use of employment tests

© 2013 by Nelson Education22  Applicant testing: ethical dilemmas frequently occur during the testing of job applicants with various selection tools  Employment interview: subject to the same set of regulations as any other employment test and must meet professional standards when used in making high-stakes decisions Ethical Dilemmas

© 2013 by Nelson Education23  You are an HR manager who is considering the use of a selection system. You know that it will do a good job at selecting the best workers, but it also screens out members of visible minorities at a rate much greater than that for the white majority.  (Continued on the next slide.) Ethical Dilemmas to Consider

© 2013 by Nelson Education24 Ethical Dilemmas to Consider (continued) 1. Should you use this system or try to find another that does not screen out so many members of visible-minority groups? 2. What if the new system does not do as good a job at selecting the best workers?

© 2013 by Nelson Education25 Useful HR Websites  Human Resources–Related Organizations ◦ Academy of Management ◦ Administrative Sciences Association of Canada ◦ American Psychological Association ◦ BC Human Resources Management Association ◦ Canadian Psychological Association ◦ Canadian Society for Industrial and Organizational Psychology

© 2013 by Nelson Education26 Useful HR Websites ◦ Canadian Council of Human Resources Associations ◦ Human Resources Association of New Brunswick ◦ Human Resources Association of Nova Scotia ◦ Human Resources and Skills Development Canada ◦ Human Resources Institute of Alberta ◦ Human Resources Management Association of Manitoba

© 2013 by Nelson Education27 Useful HR Websites ◦ Human Resources Professionals Association (Ontario +) ◦ International Personnel Assessment Council ◦ International Public Management Association for Human Resources ◦ Ordre des conseillers en ressources humaines agréés ◦ Saskatchewan Association of Human Resource Professionals

© 2013 by Nelson Education28 Useful HR Websites ◦ Society for Human Resource Management ◦ Society for Industrial and Organizational Psychology  Human Resources Information Sources ◦ Canadian Business ◦ Canadian HR Reporter ◦ Globe and Mail Report on Business

© 2013 by Nelson Education29 Useful HR Websites ◦ HR Focus ◦ HR-Guide.com ◦ HR Magazine ◦ HRN Management Group ◦ Occupational Outlook Quarterly Online ◦ People Management ◦ Statistics Canada ◦ Workforce Management

© 2013 by Nelson Education30  Effective recruitment and selection are important because they contribute to organizational productivity and worker growth  Recruitment and selection play an essential role in contemporary organizations Summary

© 2013 by Nelson Education31  It must be carried out within the context of an organizational system, as well as that of the external environment  Professional associations and groups exist to help HR professionals and their clients through ethical codes/standards of practice  Codes of ethics are important to HR as it continues to develop as a profession Summary (continued)

© 2013 by Nelson Education32 1. How can HR professionals demonstrate that they add value to a company’s bottom line? 2. What are possible consequences of using poor or outdated recruitment and selection practices? Discussion Questions

© 2013 by Nelson Education33 3. What are the advantages of obtaining a professional designation such as CHRP? 4. Discuss the impact that current socioeconomic conditions are having on recruitment and selection practices. Discussion Questions (continued)