We will begin shortly …

 Today’s class will run for about 100 Mins

with a break halfway
 Please keep your lines muted
To reduce background noise
Remember to unmute if you’re speaking!
Raise your hand, ask questions in the chat
window
 This session is being recorded
Link to this class will be shared when ready
 HRM782
Recruitment and Selection
Lawrence Chi
Winter 2022
Assessments
(due week of)
 Individual Assignments
17 January
7 February
21 February
21 March

 Group Assignment#1(Indigenous Peoples)

7 March

 Group Assignment #2 (Interview Simulation)

Videos due on 21 March (all classes)
Reports during the week of 4 April

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Success in this class ….
 Respect deadlines

 Review concepts weekly … ensure you

understand

 Stimulate different parts of your brain:

Write longhand notes
Speak thoughts aloud

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 Hello old friends ….

Organizational Goals

Organizational
Strategy

People
Requirements
Staffing

Rewarding Organizing

Culture

Performing Learning
 Chapter 1
An Introduction to Recruitment and Selection

Copyright © 2016 by Nelson Education Ltd.

Figure 1.1: Example of a Human
Resources System

Copyright © 2016 by Nelson Education Ltd.

A Systems View of HR
 Two basic principles underlie the model
presented in Figure 1.1 (p. 4)
◦ Principle 1: HRM must carefully coordinate its
activities with the other organizational units and
people if the larger system is to function properly
◦ Principle 2: HR managers must think in systems
terms and have the welfare of the whole
organization in mind

Copyright © 2016 by Nelson Education Ltd.

Recruitment and Selection
 Recruitment: the 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

Copyright © 2016 by Nelson Education Ltd.

Recruitment and Selection
 Selection: the choice of job candidates from a
previously generated applicant pool in a way
that will meet management goals and
objectives as well as current legal
requirements

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Copyright © 2016 by Nelson Education Ltd.

Why Recruitment and Selection Matter
◦ Are responsible for a firm’s relative profit
◦ Correlate with an organization’s long-term
profitability and production ratios
◦ Help to establish employee trust
◦ Improve the knowledge, skills, abilities, and other
attributes (KSAOs) of current and future employees,
increase motivation, and retain high-quality
workers

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Copyright © 2016 by Nelson Education Ltd.

Why Recruitment and Selection Matter
 Best practices:
◦ Involve the ethical treatment of job applicants
throughout the recruiting and hiring process
◦ Result from HR professionals following the accepted
standards and principles of professional
associations
◦ Are legally defensible (e.g., human rights
legislation)
◦ Reduce employee turnover and increase productivity

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Copyright © 2016 by Nelson Education Ltd.

Social/Economic Factors Affecting
Recruitment and Selection
 Global Competition  Organizational
Priorities
 Technology and the
Internet  Type of Organization

 Changing Workforce  Unionized Work

Demographics Environments

 Different Economic
Context

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Copyright © 2016 by Nelson Education Ltd.

Social/Economic Factors Affecting
Recruitment and Selection
 Global competition: index is based on
economic, social, and political globalization
Increasing globalization has changed the
level of competition

 Rapid advances in technology and the

Internet: employers expect new hires to be
computer literate
Hiring through e-recruiting

Copyright © 2016 by Nelson Education Ltd. 14

Social/Economic Factors Affecting
Recruitment and Selection
 Changing workforce demographics: abolition
of mandatory retirement at age 65 creates
less room for new entry-level employees

 The economic context: supply and demand of

jobs and people (e.g., economic booms,
recessions)

Copyright © 2016 by Nelson Education Ltd. 15

Social/Economic Factors Affecting
Recruitment and Selection
 Type of organization:
Public sector: both federal and provincial;
formalized recruitment and selection
systems
Private sector: may vary depending on the
type and size of the business/industry

 Organizational restructuring: workforce that is

approaching retirement, flattening of
organizations

Copyright © 2016 by Nelson Education Ltd. 16

Social/Economic Factors Affecting
Recruitment and Selection
 Redefining jobs: workers need a wide range of
skills in order to do their job
 Unionized work environments: negotiated

collective agreements generally address

issues of recruitment and selection
 Best practices: employers must have in place

HR strategies for recruiting, identifying, and

selecting employees who will contribute to the
overall effectiveness of the organization

Copyright © 2016 by Nelson Education Ltd. 17

Group Assignment #2
Interview Simulation
Immediate Tasks to be done:
 Register your Panel of 4

Enter one member’s email as the

designated Taleo administrator … there are
no additional tasks or responsibilities
Before class next week
Activity For Next Class
We meet at an HR networking function and I
have a job opportunity for you:

 Email your resume to me

You have a deadline of 30 minutes starting

from now

Lawrence.chi@senecacollege.ca

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