HTH 503 Chapter Chapter 5 & 6: HTH503
2 May 2018
School
Department
Course
Professor
Chapter 5
Recruitment- the process of finding and attracting capable individuals to apply for
employment and to accept job offers that are extended to them
Selection- the identification of candidate from a pool of recruits who best meet job
requirements, using tools such as application blanks, tests and interviews
Recruitment Process
1. Identify job openings
2. Identify job requirements
3. Determine recruitment methods
4. Obtain application
5. Shortlist and select final candidate
6. Prepare and negotiate offers
Strategic Importance of Recruitment
- Recruitment decisions have huge impact for strategic success:
Competitive advantage from HR
Benefits of diversity management
Focusing on employee development
Investing resources into recruitment
Advantages V.S Weaknesses
1. Internal Recruiting
Advantages:
- Employee is familiar with the organization
- Employee is “known”, which increases the ability to predict success
- Improves employee morale and motivation
Disadvantages:
- Internal competition can reduce cooperation
- No “new blood” and prevent creative solutions
- Poor morale (increase turnover)
2. External Recruiting
Advantages:
- Able to acquire skills and knowledge that may not be available within
- Newer ideas and novel ways of solving challenges may emerge
Disadvantages:
- Newcomers might not fit in
- Take longer time to learn about the organization
- Expansive
- Lowered morale and motivation of current employees
Constraints on Recruitment
- Inducements
- Costs
- Job requirements
- Environmental conditions (leading economic indicators, predicted versus
actual sales, employment statistics)
- Recruiter habits
- Diversity management
- HR plans
- Organizational policies
Organizational Policies (internal policies that affect recruitment)
- Promote-from-Within Policies: gives present employees the first opportunity
- Compensation Policies: must adhere to stated pay ranges
- Employment Status Policies: limitations against hiring part-time
- International Hiring Policies: foreign jobs may need to be staffed with locals
Applying for a job
- Submit a resume
- Application tracking system (ATS)
databases of potential candidates that enable a good match between job
requirements and applicant characteristics and also enlarge the recruitment
pool
- Job application form
A company form completed by a job applicant indicating their contact
information, education, prior employment references, special skills, work
history to the position
Recruitment Methods
- Walk-ins and Write-ins (job seekers who arrive at or write to the HRD in
search of a job without prior referrals and not in response to a specific ad)
- Employee referrals
- Advertising
Common, effective method to seek potential workers
Blind ads- ads that do not identify the employer
Cost is determined by the size of the advertisement
Layout and design of an advertisement should reflect company’s image and
character
- Internal recruiting
- Social media
- Employment and Social Development Canada (ESDC) [Federal department
that provides programs and service for employers and present and potential
employees]
- Private employment agencies
- Professional search firms (agencies that collects fee to recruit for a company)
- Educational institutions
- Professional and labor organizations
- Temporary help agencies (provide supplemental workers for temporary
vacancies caused by employer leave, sickness ext.)
- Departing employees (buy-back: method convincing an employee who is
about to resign to stay by offering better benefits)
- Job fairs
- Contract workers/ employee leasing
- Partnership with social agencies
- Recruitment abroad
Choosing Recruitment Sources
- How does a recruiter choose which method to use?
How many recruits are needed?
What is the skill level required?
What sources are available?
What has worked in the past?
How much is the budget?
Document Summary
Recruitment- the process of finding and attracting capable individuals to apply for employment and to accept job offers that are extended to them. Selection- the identification of candidate from a pool of recruits who best meet job requirements, using tools such as application blanks, tests and interviews. Recruitment process: identify job openings, identify job requirements, determine recruitment methods, obtain application, shortlist and select final candidate, prepare and negotiate offers. Recruitment decisions have huge impact for strategic success: Employee is known , which increases the ability to predict success. No new blood and prevent creative solutions. Poor morale (increase turnover: external recruiting. Able to acquire skills and knowledge that may not be available within. Newer ideas and novel ways of solving challenges may emerge. Take longer time to learn about the organization. Environmental conditions (leading economic indicators, predicted versus actual sales, employment statistics) Promote-from-within policies: gives present employees the first opportunity. Compensation policies: must adhere to stated pay ranges.
