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Recruitment | 6-1

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Dessler, Chhinzer, ColeHuman Resources

Management in CanadaCanadian Twelfth Edition

Chapter 6: Recruitment

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Recruitment | 6-2

Learning Outcomes

• DEFINE recruitment and DISCUSS the increasing use of employer branding.

• EXPLAIN the recruitment process.

• ANALYZE the role of job posting, human resources records, and skills inventories in recruiting from within.

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Recruitment | 6-3

Learning Outcomes

• IDENTIFY at least ten methods used for external recruiting.

• EXPLAIN two strategies used to recruit non-permanent staff.

• DISCUSS strategies for recruiting a more diverse workforce.

• EXPLAIN the importance of application forms.

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Recruitment | 6-4

Recruitment

“The process of searching out and attracting qualified job applicants, which begins with the identification of a position that requires staffing and is completed when résumés and/or completed application forms are received from an adequate number of applicants”

Recruiter•A specialist in recruitment, whose job it is to find

and attract capable candidates

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Recruitment | 6-5

Employer Branding

• the image of an organization based on the benefits of being employed by that organization

• includes experiences a candidate goes through during the recruitment process, including: • experience when they go to the company’s website

• acknowledgement thanking candidate who sends in a résumé

• initial greeting by the receptionist

• ability of the interviewer to articulate organization’s values and culture

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Recruitment | 6-6

Employer Branding: Three Steps

• define the target audience, where to find them, and what they want from an employer.

• develop the employee value proposition, and the reasons why the organization is a more attractive employer.

• communicate the brand by incorporating the value proposition into all recruitment efforts.

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Recruitment | 6-7

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The Recruitment Process

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Recruitment | 6-8

Developing and Using Application Forms

• most firms use a standard application form:• facilitates comparison of candidates

• information that the company requires is specifically requested

• may be used as a sample of the candidate’s own work

• includes a written authorization for reference checking

• includes acknowledge that the information provided is true and accurate

• many application forms include an optional section regarding designated group member status

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Recruitment | 6-9

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Optional Section Designated Group

continued

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Recruitment | 6-10

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Optional Section Designated Group

continued

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Recruitment | 6-11

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Optional Section Designated Group

continued

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Recruitment | 6-12

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Optional Section Designated Group

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Recruitment | 6-13

Application Types

Biographical Information Blank (BIB)

•biographical data predictive of job success is scored

•includes background, experiences, preferences

Online Applications

•reduce risk of lost applications•increase exposure level of job ad•may reduce biases based on face-to face

meetings

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Recruitment | 6-14

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Online Application Form

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Recruitment | 6-15

Recruiting From Within: Advantages

• rewarding competence enhances commitment, morale and performance

• insiders may be more committed to goals and less likely to leave

• managers have longer-term perspective when making business decisions

• more accurate assessment of candidate’s skills and performance level

• require less orientation

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Recruitment | 6-16

Recruiting From Within:Disadvantages

• discontent of unsuccessful candidates• time consuming to post and interview all

candidates if one is already preferred• employee dissatisfaction with insider as

new boss• possibility of “inbreeding”

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Recruitment | 6-17

Internal Recruitment Methods

Job Posting•notifying current employees about vacant

positions

Human Resources Records•review of information on existing employees to

identify candidates for openings

Skills Inventories•review of qualification, interest skills of existing

employees

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Recruitment | 6-18

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Internal Job Posting

continued

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Recruitment | 6-19

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Internal Job Posting

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Recruitment | 6-20

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Internal Job PostingAdvantages and Disadvantages

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Recruitment | 6-21

Recruiting from Outside:Advantages

• a larger pool of qualified candidates

• availability of a more diverse applicant pool

• acquisition of new skills, knowledge, and ideas

• elimination of employee rivalry and competition for transfers and promotions

• hiring individuals who already have necessary skills reduces training costs

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Recruitment | 6-22

Planning External Recruitment

Considerations:

•type of job affects recruitment method chosen

•yield ratios - percentage of applicants that proceed to next stage of selection

•time lapse data - time from start of recruitment to new employee starting work

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Recruitment | 6-23

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Yield Ratio

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Recruitment | 6-24

External Recruitment Methods

• employee referrals

• former employees

• educational institutions

• open houses, job fairs

• professional and trade associations

• labour organizations

• military personnel

• online recruiting

• Human Resources and Skills Development Canada (HRSDC)

• executive search firms

• private employment agencies

• walk-ins and write-ins

• online networking sites

• print advertising

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Recruitment | 6-25

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Successful External Recruitment

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Recruitment | 6-26

Guide for External Recruitment Ads (AIDA)

The ad should:

•attract attention

•develop interest

•create desire for the job

•instigate action

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Recruitment | 6-27

Recruiting Non-Permanent Staff

Temporary Help Agencies

• provide relief for employees who are ill, on vacation, taking a leave of absence, etc.

• benefits:• cost less than permanent employees

• immediate replacement of an unsuitable temporary worker

• workers are often highly motivated

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Recruitment | 6-28

Recruiting Non-Permanent Staff

Contract Workers

• work directly for the employer

• specific type of work or period of time

• benefits:• coverage for seasonal or unplanned peaks in

business

• specialized work or projects

• reduced layoffs during downturns

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Recruitment | 6-29

Recruiting a More Diverse Workforce

Attracting Older Workers

• Workers at or beyond retirement age

• Typically have high job satisfaction, strong sense of loyalty and work ethic, good people skills

• Considerations:• remove stereotypical attitudes

• develop flexible work arrangements

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Recruitment | 6-30

Recruiting a More Diverse Workforce

Attracting Younger Employees

• High energy, enthusiasm, physical strength

• Consider:• provide independence and work-life balance

• give variety of experiences

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Recruitment | 6-31

Recruiting a More Diverse Workforce

Recruiting Designated Group Members

• Assists in goal of employment equity

• Consider:• alternative publications for recruitment

• liaise with agencies assisting designated groups