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Recruitment: The First Step in the Selection Process

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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
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Chapter Learning Outcomes (continued)


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

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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

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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

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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

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The Organizational Context

Interests and values: an individuals 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

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Corporate Image and Applicant Attraction

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

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Image Advertising

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

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Recruitment and Selection Notebook 6.1

Guidelines for Effective Recruiting


1. 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 organizations climate, efficiency, and attitude toward employees

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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

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The Person-Organization Fit

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 organizations values and culture and has the contextual attributes desired by the organization

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Communication and Perception

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

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Realistic Job Preview

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

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Recruitment Strategy

External Factors: The Labour Market


Labour markets and recruiting Part-time labour markets and recruiting

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Outsourcing

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

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Recruitment Strategies

External Factors:
The Legal Environment Systemic Discrimination Diversity Recruitment

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Recruitment Strategies

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

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Human Resources Planning

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

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Recruitment and Selection Notebook 6.3

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?

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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?

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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?

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Recruitment Action Plan

Timing of recruitment initiatives Locating and targeting the applicant pool

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Recruitment and Selection Notebook 6.4

Elements of a Recruitment and Staffing Action Plan


1. 2. 3. 4. 5. Develop a recruitment strategy Develop the applicant pool Screen the applicant pool Conduct a review of job applicants Evaluate the recruiting effort

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Recruitment Sources for Internal Candidates


Internal Job Postings Replacement Charts Human Resources Information Systems Nominations

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Class Activity
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?

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Recruitment Sources for External Candidates


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

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Recruitment Sources for External Candidates (continued)


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

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Recruitment Sources for External Candidates (continued)


Service Canada Centres Executive Search Firms In-house Recruiters Temporary Help Agencies

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Recruiting at Educational Institutions

Seeking entry-level technical, professional and managerial employees Placement services provided in the educational institutions Well-established campus recruiting programs

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E-Recruiting: The Use of the Internet and Social Networks

Internet recruiting: the use of the Internet to match candidates to jobs through electronic databases that store information on jobs and job candidates

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Class Activity
1.

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

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Social Network Recruiting

Social networks: Internet sites that allow users to post a profile with a certain amount of information that is visible to the public

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Comparison of Recruitment Methods (continued)

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Comparison of Recruitment Methods (continued)

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Comparison of Recruitment Methods (continued)

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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

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Recruitment and Selection Today 6.5 (continued)

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

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Summary

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

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Summary (continued)

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

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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

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Discussion Questions
1.

Discuss the relationship between recruitment and selection.


Discuss how the characteristics of the job and organization influence job seekers. Why is it important that job seekers develop accurate expectations of what their position/role will be in an organization before accepting employment there?
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2.

3.

Discussion Questions (continued)


4.

Why does a realistic job preview benefit both the job seeker and the organization? What are the internal and external factors that influence an organizations recruitment strategy?
What are the elements of an effective recruitment and staffing action plan?

5.

6.

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