© 2010 by Nelson Education Ltd. PowerPoint Slides to accompany Prepared by Jody Merritt St. Clair College Revised by Mike Teed Bishop's University

© 2010 by Nelson Education Ltd. 2 Chapter One An Introduction to Recruitment and Selection

© 2010 by Nelson Education Ltd. 3 Chapter Learning Objectives 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; Be aware of which professional associations and groups in Canada have a stake in recruitment and selection; Become familiar with basic ethical issues in recruitment and selection; and; Understand how the rest of the chapters in this book work together to present a detailed picture of both the practice and theory of recruitment and selection in Canada After reading this chapter you should be able to:

© 2010 by Nelson Education Ltd.4 Why Recruitment and Selection Matters The benefits of effective recruitment and selection Reduced turnover Increased productivity Increased profits Help establish employee trust

© 2010 by Nelson Education Ltd.5 Why Recruitment and Selection Matters What are “Best Practices” in Recruitment and Selection Contribute to attaining organizational goals and objectives Use valid and reliable measures Legally defensible

© 2010 by Nelson Education Ltd. 6 Why Recruitment and Selection Matters Best practices in recruitment and selection: –Reduce employee turnover and increase productivity –Are responsible for up to 15% of a firm’s relative profit –Correlate with an organization’s long-term profitability and productivity ratios –Help to establish employee trust –Improve the KSA’s of current/future employees

© 2010 by Nelson Education Ltd. 7 Why Recruitment and Selection Matters Recruitment –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. –Achieve management goals and objectives, while meeting current legal requirements –Examples: Internal postings, referrals, job advertisements

© 2010 by Nelson Education Ltd. Why Recruitment and Selection Matters Selection –Choice of job candidates from a previously generated applicant pool in a way that will meet management goals and objectives as well as current requirements. –Examples: Interview and cognitive ability test © 2010 by Nelson Education Ltd.8

A Systems View of HR 9

© 2010 by Nelson Education Ltd. 10 A Systems View of HR Two basic principles underlie the model presented in Figure 1.1 (p. 4) –HRM must carefully coordinate its activities with the other organizational units and people if the larger system is to function properly –HR managers must think in systems terms and have the welfare of the whole organization in mind

© 2010 by Nelson Education Ltd. 11 Recruitment and Selection and the HR Profession Who does Recruitment and Selection? –In-house human resource staff –Management consulting firms

© 2010 by Nelson Education Ltd. 12 An Introduction to Ethical Issues Ethics –Distinguishing between Right and wrong Moral from immoral Can and can not be done

© 2010 by Nelson Education Ltd. 13 Human Resources and the Internet HR Information via the Internet –More HR information available on the net Academy of Management Canadian HR Reporter Human Resource and Social Development Canada See Notebook 1.3 (p. 13) for more examples

© 2010 by Nelson Education Ltd. 14 Summary Effective recruitment and selection –Contributes to organizational productivity and worker growth. –Carried out within the context of an organizational system and external environment.