Chapter 6 Recruitment

Evaluating recruiting methods

-Behavioural measures -Performance measures -Attitudinal measures

Methods for Internal Recruitment

-Job postings -Replacement charts -Information systems -Nominations

Attitudinal Measures

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

Methods for external recruitment

-Newspaper ads -Radio and TV -Employee referrals -In-house recruiter

Performance Measures

-Performance ratings -Sales quotas -Performance potential

Reasons to use Application forms

1) Compare candidates 2) Request info required by firm 3) Acknowledges truth of info 4) Written authorization of reference 5) Sample of Candidates work

5 Recruitment constraints

1) Organizational policies such as Promote from within 2) Compensation Policies 3) Employment equity plan 4) Monetary and nonmonetary inducements offered by competitors 5) Current labour shortage

4 factors important to creating accurate expectations that candidates hold about prospective jobs

1. Source of information 2. Communication media 3. Content of information 4. Nature of the job candidates

Biographical information blank

A detailed job application form requesting data found to be predictive of success on the job (performance), pertaining to background, experiences, and preferences. Responses are scored.

Want Ad

A recruitment ad describing the job and specifications, the compensation package, and the hiring employer.

Blind Ad

A recruitment ad in which the identity and address of the employer are omitted.

Replacement Charts

Advantages: -Based on known human resources Disadvantages: -Limited by organizational chart and structure

Nominations

Advantages: -Based on known human resources Disadvantages: -Random process -May lead to discrimination

Job Postings

Advantages: -Inexpensive -Rewards performance -Discovers talent Disadvantages: -Time consuming -Produces instability -Demoralizing process

Employee referrals

Advantages: -Inexpensive Disadvantages: -May lead to discrimination and inbreeding

Information Systems

Advantages: -Known KSAO database linked to job Disadvantages: -Expensive -Rarely used by companies

In-house recruiter

Advantages: -Knows company Disadvantages: -Limited knowledge of recruiting methods

Radio and TV

Advantages: -Mass audience -Targets specific groups -Image advertising Disadvantages: -Very expensive -Short ad duration -Provides little information

Newspaper ads

Advantages: -Quick and flexible -Specific market Disadvantages: -Expensive -Short lifespan for ads

Image Advertising

Advertising designed to raise an organization's profile in a positive manner in order to attract job seekers' interest

Interests and Values

An individual's likes and dislikes and the importance or priorities attached to those likes and dislikes

Outsourcing

Contracting with an outside agent to take over specified HR functions

Skills Inventories

Even better recruitment tool which is often used as a supplement for job postings and review of qualification, interest skills of existing employees

Professional and Trade Associations

Extemely when seeking specialized skills in fields like IT, engineering, HR and accounting, particularly when experience is a job requirement

Human Resources and Skills Development Canada (HRSDC)

Helps unemployed individuals find suitable jobs and helps employers locate qualified candidates to meet their needs at no cost to either party

1) Attract Attention (look good) 2) Develops Interest 3) Create a desire for the job 4) Instigate action

How to achieve optimum results from an advertisement

Source of information

In describing a job or person, the organization should present information to job candidates that accurately describes the job and its context

Systematic Discrimination

In employment, the intentional or unintentional exclusion of members of groups that are protected under human rights legislation through recruiting, selection, or other personnel practices or polices.

Social Networks

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

What is a disadvantage to using the Internet to recruit external candidates?

It is not always valid and reliable

Credible

Job candidates must believe that the information they receive is reliable and accurate

Accurate

Job candidates should be given both positive and negative information about the job and the organization

Specific

Job candidates should be given detailed information that will allow them to make an informed decision

Broad

Job candidates should be given information about a wide range of job and organizational attributes, not only information related to a narrow range of topics

Important

Job candidates should be given information that is important to their decision making and which they are unlikely to receive through other means

Labour Organizations

Obtain recruits through union hiring halls and common in construction industry

Self-Selecting Out

Occurs during the recruitment process when candidates form the opinion that they do not want to work in the organization for which they are being recruited

Employment Equity

Policies and practices designed to increase the presence of qualified women, visible minorities, Aboriginal people, and people with disabilities in the work force

Why is recruitment important?

Poor hires increase costs (increased supervision and decreased productivity) Cost of turnover (costs starting from firing to hiring again)

Internet job boards

Post job opening online and customize it by using corporate logos and adding company details Ex. Workopolis

Private Employment Agencies

Provide assistance to employers seeking clerical staff, functional specialists and technical employees

Human Resources Records

Records which ensure that qualified individuals are notified in person of vacant positions

Communication media

Recruitment media differ in their effectiveness. Organizations should use as many different types of communication media as they can afford, including newer technologies such as job postings on their websites or on Internet employment sites

Temporary Help agencies

Specialize in providing temporary workers to cover for employees who are ill, on vacation or on leave of absense, to cover seasonal work, peak workload and special projects

Contract Workers

Specialized Employees who develop work relationships directly with the employer for a specific type of work or period of time

Employer Branding

The image or impression of an organization as an employer based on the benefits of being employed by the organization.

Nature of the job candidates

The organization must know something about the audience that it wants to respond to the information. This includes knowledge of social and demographic characteristics of the target group. The content of the message should be compatible with its intended audience and address their needs and interests. It should be placed in media most likely used by the target group.

yield ratio

The percentage of applicants that proceed to the next stage of the selection process and Indicates which recruitment methods are the most effective at producing qualified candidates

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 resumes or completed application forms are received from an adequate number of applicants.

Applicant Pool

The set of potential candidates who may be interested in, and who are likely to apply for, a specific job.

Job Search

The strategies, techniques, and practices an individual uses in looking for a job

Internet Recruiting

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

Person-organization fit

This is the case when a job candidate fits the organization's value and culture and has the contextual attributes desired by the organization

Person-job Fit

This is the case when a job candidate has the knowledge, abilities, skills and other attributers and competencies required by the job in question

Behavioural Measures

Turnover -within 6 months -within 12 months -within 24 months Absenteeism

Executive Search firms

Used to fill critical position in a firm (middle to senior level pro and managerial positions) and are headhunters

Which of the following statement is FALSE? a. Executive searches are considered ethical b. Executive searches cost, on average, 30 percent of the candidate's gross starting salary. c. Executive search firms can contact potential clients directly. d. Executive search firms conduct hiring negotiations.

a. Executive searches are considered ethical

type of job

affects recruitment method chosen

Which of the following could be identified as a weakness when an organization (client) outsources recruitment and selection to an external firm? a. The employee is "leased" to the client by the outside firm. b. The client can be subject to discrimination claims. c. The client has to pay increased administrative fees. d. The client suffers from a decrease in work force flexibility.

b. The client can be subject to discrimination claims.

Which will NOT help job candidates develop accurate expectations about the job that they are applying for? a. providing candidates with a realistic job preview b. using more than one media source to communicate with job candidates c. providing candidates with only positive feedback about the job d. providing candidates with information about the job and organization

c. providing candidates with only positive feedback about the job

Which is NOT an external factor that can influence HR recruitment strategies? a. the labour market b. the legal environment c. the business plan d. the competition

c. the business plan

Open houses

common among retail firms, method used to build new store from ground up

Which of the following claims is FALSE about using Canadian Employment Centres to recruit external candidates? a. They are inexpensive. b. They provide job-KSAO fit. c. Their success is limited to certain occupational categories. d. They are rarely used by companies.

d. They are rarely used by companies.

Which of the following internal recruitment practices are the least systematic internal recruitment method? a. internal job postings b. replacement charts c. human resources information systems d. nominations

d. nominations

Generation Yers

emphasize that they will be working with experts across the organization, and will have a variety of experiences. Attracted to firms that value social responsibility, diversity and creativity

Employee Referrals

encouraging applications from friends and relatives of current employees and giving cash awards for referrals who are hired

Which of the following does recent research suggest is the recruitment method that people use most often to find work?

family or friend

What is the correct term for advertising that is designed to raise an organization's profile in a positive manner to attract job seekers?

image advertising

entry level positions

most ___ must be filled by external candidates

Inbreeding

occurs when the management team has been brought up through the ranks and has the tendency to make decisions "by the book" to maintain status quo when a new innovative direction is needed

What is the correct term for a case when a job candidate has the knowledge, skills, abilities, or competencies required by the job in question?

person-job fit

Headhunters

search firms that contact qualified candidates who are employed and not actively looking to change jobs

During the recruitment and selection process, candidates may suddenly decide that they no longer want to work for the company recruiting them. What is the term for this?

self-selecting out

Time-lapse data

the average # of days from when the company initiates a recruitment method to when the successful candidate begins to work

Job posting

the process of notifying current employees about vacant positions which Includes info from job description, job specification hours of work, pay range, posting and closing date

Employee value proposition

the specific reasons why the organization is a unique place to work and a more attractive employer for the target audience compared to other organizations.

5 Steps to Recruitment Process

1) Identify Job Opening 2) Job requirements 3) Internal or External Recruitment? 4) Generate pool of qualified applications 5) Application form is filled out and handed in

3 Steps of employee branding

1) Target audience 2) Employee value proposition 3) Communicate brand & proposition

Write ins

People who submit unsolicited resumes to organizations

Content of information

The content of information provided throughout the recruitment process is the most important factor in creating accurate job expectations and should be -Accurate -Specific -Broad -Credible -Important

Generation Xers

attract them to the job by stressing that they will be able to work independently and that work-life balance is supported

Which of the following is NOT a benefit of recruiting internal candidates? a. They have greater expectations about the job or organization. b. They have minimal qualifications for the job c. They have higher levels of organizational commitment. d. They have higher levels of satisfaction.

b. They have minimal qualifications for the job

Walk ins

individuals who go to organizations in person to apply for jobs w/o referral or invitation

Job fair onsite

inform candidates about job opportunities in informal, relaxed setting