BU354 Lecture Notes - Lecture 14: Job Satisfaction
Recruitment
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 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
Employer Branding – the image or impression of an organization as an
employer based on the benefits of being employed by the organization
Define the target audience, where to find them, and what they want from an
employer
2. Develop the 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
3. Communicate the brand by incorporating the value proposition into all
recruitment efforts
Filling open positions with inside candidates has several advantages. Employees
see that competence is rewarded, thus enhancing their commitment, morale, and
performance. It is generally safer to promote from within since the firm is likely to
have a more accurate assessment of the person’s skills and performance level. A
drawback however is that employees who apply for jobs and don’t get them may
become discontented.
Job Posting – the process of notifying current employees about vacant
positions
The advantages of external recruitment include:
- the generation of a larger pool of qualified candidates
- the availability of a more diverse applicant pool
- the acquisition of skills/knowledge not current available within the
organization
- the elimination of rivalry and competition caused by employees aiming for
transfers/promotions
Yield Ratio – the percentage of applicants that proceed to the next stage of
the selection process
find more resources at oneclass.com
find more resources at oneclass.com
Document Summary
Recruiter a specialist in recruitment, whose job it is to find and attract capable candidates. Employer branding the image or impression of an organization as an employer based on the benefits of being employed by the organization. Filling open positions with inside candidates has several advantages. Employees see that competence is rewarded, thus enhancing their commitment, morale, and performance. It is generally safer to promote from within since the firm is likely to have a more accurate assessment of the person"s skills and performance level. A drawback however is that employees who apply for jobs and don"t get them may become discontented. Job posting the process of notifying current employees about vacant positions. The generation of a larger pool of qualified candidates. The availability of a more diverse applicant pool. The acquisition of skills/knowledge not current available within the organization. The elimination of rivalry and competition caused by employees aiming for transfers/promotions.
