© 2013 by Nelson Education 1
Recruitment: The First Step inthe Selection Process
© 2013 by Nelson Education 2
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 Education 3
◦ 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 Education 4
◦ 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 Education 5
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 Education 6
© 2013 by Nelson Education 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 Education 8
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 Education 9
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 Education 10
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 Education 11
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
© 2013 by Nelson Education 12
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 Education 13
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 Education 14
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 Education 15
© 2013 by Nelson Education 16
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 Education 17
External Factors: The Labour Market◦ Labour markets and recruiting◦ Part-time labour markets and recruiting
Recruitment Strategy
© 2013 by Nelson Education 18
Outsourcing
Outsourcing: contracting with an outside agent to take over specified HR functions
© 2013 by Nelson Education 19
External Factors: ◦ The Legal Environment◦ Systemic Discrimination◦ Diversity Recruitment
Recruitment Strategies
© 2013 by Nelson Education 20
Internal Factors:◦ Business Plan◦ Job Level and Type◦ Recruiting Strategy and Organizational Goals◦ Describing the Job
Recruitment Strategies
© 2013 by Nelson Education 21
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 Education 22
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 Education 23
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 Education 24
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 Education 25
Timing of recruitment initiatives Locating and targeting the applicant pool
Recruitment Action Plan
© 2013 by Nelson Education 26
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
Recruitment and Selection Notebook 6.4
© 2013 by Nelson Education 27
Internal Job Postings Replacement Charts Human Resources Information Systems Nominations
Recruitment Sources for Internal Candidates
© 2013 by Nelson Education 28
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 Education 29
Recruitment Sources for External Candidates
Job Advertisements Newspapers Professional Periodicals and Trade Journals Radio and Television Public Displays Direct Mail
© 2013 by Nelson Education 30
Special Recruiting Events Job Fair Employee Referral Networking Walk Ins Employment Agencies
Recruitment Sources for External Candidates (continued)
© 2013 by Nelson Education 31
Recruitment Sources for External Candidates (continued) Service Canada Centres Executive Search Firms In-house Recruiters Temporary Help Agencies
© 2013 by Nelson Education 32
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 Education 33
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 Education 34
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 Education 35
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 Education 36
© 2013 by Nelson Education 37
Comparison of Recruitment Methods (continued)
© 2013 by Nelson Education 38
Comparison of Recruitment Methods (continued)
© 2013 by Nelson Education 39
Comparison of Recruitment Methods (continued)
© 2013 by Nelson Education 40
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 Education 41
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 Education 42
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 Education 43
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 Education 44
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 Education 45
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 Education 46
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)