MGMT 206 Lecture Notes - Lecture 3: W. M. Keck Observatory, Video Research, Predictive Validity
Strategic recruitment
• Linking recruiting activities to the organisations strategic business objectives and culture.
Recruitment
• Seeking and attracting a pool of qualified applicants from which candidates for job vacancies
can be selected.
Employment branding
• Promoting an image of the company as a good employer, to create a favourable impression
with potential applicants.
Some issues around recruitment:
• Realistic job preview
o A method of conveying job information to an applicant in an unbiased manner, including
both positive and negative factors.
• Recruitment policy
o EEO (equal employment opportunity)
o Promotion from within
o Promotion from outside.
Recruitment activities:
• Determine and categorise the organisations long range and short range HR needs.
• Keep alert to changes in the labour market.
• Develop appropriate recruitment advertisements and literature and select method/s to be
used.
• Record the number and quality of applicants from each recruiting source.
• Follow-up on applicants and evaluate.
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Employment checklist:
1. Is there a genuine need for this job to be filled?
2. Should the job be filled internally or externally?
3. What is the budget for filling the position?
4. What are the duties, responsibilities, reporting relationships, qualifications, experience, skills
and personal qualities?
5. What is the job size? What is the job title?
6. What pay and fringe benefits will the position attract?
7. How will candidates be recruited?
8. What advertisement copy/layout/style will be used? Prepared in-house/by agency? Who will
approve it? Who will be responsible for placing the ad? Which media will be used to relay the
ad?
9. Who will be involved in the recruitment and selection process?
10. Who will handle the induction?
11. Who will give job instructions/arrange for training?
12. Who will review the new hire's performance during probation?
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Some internal recruitment methods:
• Computerised record systems
o Skills inventories
o Replacement charts
• Job posting
o Bulletin boards
o Newsletters
o Personal letters
o Computerised posting programs
Some external recruitment methods:
• International recruitment
• Advertising
• Employment agencies
• Management recruitment consultants
• Executive leasing
• University recruiting
• Employer referrals
• Unsolicited applications
• Professional associations
• Trade unions
Recruitment best practice:
• Realistic job previews
• Recruitment sources
• Recruiter behaviours
• Employment inducements
• Recruitment activities
• Recruitment advertising
• Organisational image, reputation and symbolic attributes
• Creative, innovative and effective recruitment practices
find more resources at oneclass.com
find more resources at oneclass.com
Document Summary
Linking recruiting activities to the organisations strategic business objectives and culture. Seeking and attracting a pool of qualified applicants from which candidates for job vacancies can be selected. Employment branding: promoting an image of the company as a good employer, to create a favourable impression with potential applicants. Some issues around recruitment: realistic job preview, a method of conveying job information to an applicant in an unbiased manner, including both positive and negative factors, recruitment policy, eeo (equal employment opportunity, promotion from within, promotion from outside. Some internal recruitment methods: computerised record systems, skills inventories, replacement charts. Job posting: bulletin boards, newsletters, personal letters, computerised posting programs. International recruitment: advertising, employment agencies, management recruitment consultants, executive leasing, university recruiting, employer referrals, unsolicited applications, professional associations, trade unions. Recruitment best practice: realistic job previews, recruitment sources, recruiter behaviours, employment inducements, recruitment activities, recruitment advertising, organisational image, reputation and symbolic attributes, creative, innovative and effective recruitment practices.
