Human Resource Management
Chapter 6 Recruitment: Process of searching out and attracting qualified job applicants (identifying a position that requires staffing, completed when resumes are received. Recruiters: job to find and attract qualified applicants .Employer branding: image or impression of organization as an employer based on benefits of being employed by the organization. Experiences a candidate goes through during recruit process Branding steps: define target audience( where to find them, what they want one of the 4 generations), 2.develop employee value proposition(reasons why organization is more attractive employer, reinforce value proposition in communication(using various channels like TV, radio, print, social media Recruitment Process Identify job opening Specify job opening Select methods of recruitment (internal, external)Generate pool of qualified applicants -Hr planning/strategic plan-employee resignations/terminations-frim job description/job specification -Internal-external-employment equity diversity goalsApplication forms : most firms use standard form; facilitates comparison of candidates, info company requires requested, used a sample of canadidates own work. Authorization for reference checking, info provided true/accurate. Application type: 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 as, reduces biases based on face to face meeting
InternalExternalAdvantages: provides qualified employees with a chance for transfer promotionReduces the likelihood of special deals and favouritismEqual opportunity to all qualified employeesOrganization commitment to career growth and developmenta large pool of qualified candidatesdiverse applicant poolnew skills, knowledge, ideaselimination of employee rivalry and competition for transfer and promotionsDisadvantages: unsuccessful job candiates become demotived, unhappy if feedback not communicated timely mannerTensions rise if it appears that qualified internal candidate was passed over an equally qualified or less qualified external candidateDecision which candidate to select be more difficult if there are 2 equally qualified candidatesHuman capital theory: accumulation of firm specific knowledge & experience involves joint investment by employee, employeer. Both benefit from maintaining long term relationship. Job posting: notifying current employees about vacant positions. Human resources records: review of info on existing employees to identify candidates for opening. Skill inventories: review of qualification, interest skills of existing employees..10 methods: employee referrals, former employees, educational institutions,open houses, job fairs ,professional and trade associations, labour organizations ,military personnel, online recruiting, online networking sites, private employment agencies,. Recruiting non permanent staff: temporary help agencies (provide relief for employees who are ill, vacation etc. Benefits: cost less than permanent employees, replacement of temp worker, highly motivated workers. Contract workers: work directly for employer, specific type work or period of time. Benefits: reduced layoffs during downturns, specialized work or projects. Recruit diverse workforce: attracting younger employees; high energy, enthusiasm, physical strength; consideration: provide independence & work life balance, give variety of experiences. Attracting older employees: retirement age, high job satisfaction, strong sense of loyalty& work ethic. Considerations: remove stereotypical attitudes, develop flexible work arrangements. Attracting designated group members: assists in goal of employment equity. Consideration: alternative publications for recruitment