MHR 523 Lecture Notes - Lecture 5: Criminal Record, Qualified Privilege, Human Capital
2 Jul 2018
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Department
Course
Professor
15/02/18 Week 5
Employee Recruitment and Employee Selection
Employee 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 is to find and attract capable
candidates.
Employee Branding
● The image of an organization based on the benefits of being employed by that
organization.
● Includes experiences a candidate goes through during the recruitment process,
including:
○ Experience when they go to the company’s website.
○ Acknowledgement thanking candidates who send in a resume.
○ Initial greeting by the receptionist.
○ Ability of the interviewer to articulate organization's values and culture
● Three steps:
1. Define the target audience, where to find them, and what they want from an employer.
2. Develop the employee value proposition, and the reasons why the organization is a more
attractive employer.
3. Communicate the brand by incorporating the value position into all recruitment efforts.
The Recruitment Process
1. Identify job openings
● HR planning/strategic plan
● Employee resignations/terminations
2. Specify job requirements
● From job description/job specification
3. Select methods of recruitment
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● Internal
● External
4. Generate pool or qualified applicants
● Employment equity/diversity goals
Application Forms
● Most firms use a standard application form:
○ Facilitates comparison of candidates.
○ Information that the company requires is specifically requested.
○ May be used as a sample of the candidate’s own work.
○ Includes a written authorization for reference checking.
○ Includes acknowledgement that the information provided is true and accurate.
○ Many application forms include an optional section regarding designated group
member status.
● Application types
○ Biographical data predictive of job success is scored.
○ Includes background, experiences, preferences.
● Online Applications
○ Reduce risk of lost applications.
○ Increase exposure level of a job ad.
○ May reduce biases based on face-to-face meetings.
Recruiting Avenues: Within
●Human Capital Theory
○ The accumulation of firm-specific knowledge and experience involves a joint
investment by both the employee and employer.
○ Therefore, both parties benefit from maintaining a long-term relationship.
●Job Posting
○ Notifying current employees about vacant positions.
●Human Resources Records
○ Review of information on existing employees to identify candidates for openings.
●Skills Inventories
○ Review of qualification, interest skills of existing employees.
Advantages Disadvantages
find more resources at oneclass.com
find more resources at oneclass.com
Document Summary
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 is to find and attract capable candidates. The image of an organization based on the benefits of being employed by that organization. Includes experiences a candidate goes through during the recruitment process, including: Experience when they go to the company"s website. Acknowledgement thanking candidates who send in a resume. Ability of the interviewer to articulate organization"s values and culture. From job description/job specification: select methods of recruitment. External: generate pool or qualified applicants. Most firms use a standard application form: Information that the company requires is specifically requested. May be used as a sample of the candidate"s own work. Includes a written authorization for reference checking.
