© 2013 by nelson education1 recruitment: the first step in the selection process

© 2013 by Nelson Education 1

Recruitment: The First Step inthe Selection Process


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


◦ 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)


◦ 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)


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


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


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


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


Image advertising: advertising designed to raise an organization’s profile in a positive manner in order to attract job seekers’ interest

Image Advertising


Guidelines for Effective Recruiting1. 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


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


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


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


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


External Factors: The Labour Market◦ Labour markets and recruiting◦ Part-time labour markets and recruiting

Recruitment Strategy


Outsourcing

Outsourcing: contracting with an outside agent to take over specified HR functions


External Factors: ◦ The Legal Environment◦ Systemic Discrimination◦ Diversity Recruitment

Recruitment Strategies


Internal Factors:◦ Business Plan◦ Job Level and Type◦ Recruiting Strategy and Organizational Goals◦ Describing the Job

Recruitment Strategies


Human resources planning: the process of anticipating and providing for the movement of employees into, within, and out of an organization

Human Resources Planning


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 (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?


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?


Timing of recruitment initiatives Locating and targeting the applicant pool

Recruitment Action Plan


Elements of a Recruitment and Staffing Action Plan

1. Develop a recruitment strategy2. Develop the applicant pool3. Screen the applicant pool4. Conduct a review of job applicants5. Evaluate the recruiting effort



Internal Job Postings Replacement Charts Human Resources Information Systems Nominations

Recruitment Sources for Internal Candidates


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


Recruitment Sources for External Candidates

Job Advertisements Newspapers Professional Periodicals and Trade Journals Radio and Television Public Displays Direct Mail


Special Recruiting Events Job Fair Employee Referral Networking Walk Ins Employment Agencies

Recruitment Sources for External Candidates (continued)


Recruitment Sources for External Candidates (continued) Service Canada Centres Executive Search Firms In-house Recruiters Temporary Help Agencies


Seeking entry-level technical, professional and managerial employees

Placement services provided in the educational institutions

Well-established campus recruiting programs

Recruiting at Educational Institutions


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


1. Do you think the Internet is a good vehicle to look for a job? Discuss the advantages and disadvantages.

Class Activity


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


Comparison of Recruitment Methods (continued)


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


Recruitment and Selection Today 6.5 (continued) Attitudinal measures

◦ Job satisfaction◦ Job involvement◦ Satisfaction with supervisor◦ Commitment to organization◦ Perceived accuracy of job descriptions


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


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)


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)


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


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)

© 2013 by nelson education1 recruitment: the first step in the selection process

Documents

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