Chapter 6 HRM.docx

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21 Mar 2012
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Chapter 6 HRM
The strategic importance of recruitment
- Recruitment is the process of finding and gathering people who possess the skills for a job, the
first step of recruitment is to identify the position we are recuritng for and recruitment is
completed when resumes and/or completed application forms are received from a large
number of applicants
- Recruiters are specialists in recruitment who is responsible for finding and attracting qualified
applicants to the job position. Recruiters are important in helping the company achieve its
objectives as competition for employees that are needed for strategy implementation increases
due to the growing increase in demand and a fixed amount of a small labor source
Employer branding
- The purpose of employer branding is to attract people to apply to work at the organization and
to earn the loyalty of its current employees
- Employer branding is the image or impression of an organization as an employer based on the
perceived benefits of being employed by the organization
- Employer branding is the experience employees have when working for a company, based on
feelings, emotions, senses, realities, and benefits (functional, economic, and psychological), it is
a promise made by the employer to employees and their perception of how well the promise is
delivered
- Employer branding is important in the recruitment process as those who were not hired share
their experience with others and depending on their experience, it may attract or drive away
people from the company
- List of experiences a job applicant goes through pg 144
- The first step in employer brandings is to determine who we are trying to appease, where to
find them and what they want from an employer, the target audience includes anyone of the
four generations, the underemployed or the four employment equity groups
- Step two is to develop the employee value proposition which are the specific reasons why the
company is a unique place to work and a more attractive employer for the target audience
compared to other organization
- Companies can use concrete facts, programs, policies, survey results and information to
convince others that they are the employer of choice
- Step 3 is to communicate the brand by applying the value proposition into recruitment efforts,
the communication is to reinforce and remind current and potential employees of promises in
the employee value proposition and of the organization’s ability to deliever it through their
managers
- With an effective branding strategy, people swarm the company for a job. Successful brands
results in job seekers saying “I want to work here”
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The recruitment process
- Through HR planning, we determine whether job vacancies exist inside the organization in the
present and the future and also determine whether they should be filled internally and which
jobs should be filled externally
- The requirements of the job that needs someone to fill in for needs to be determined, this step
involves reviewing the job description and the job specification and updating them when
needed
- Third step is where the appropiate recruiting sources and methods are chosen, the main
decision is to determine whether or not to start with internal or external recruiting.
- Fourth step is where a list of qualified applicants are listed, the requirements of employment
equity legislation and the organization’s diversity goals should be portrayed in the applicant pool
- Recruiters must be aware of the constraints that influence the recruitment process in order to
be effective
- The most major constraint Is the labor shortage as it makes recruiting more difficult
Recruiting within the organization
- Solving job vacancies through internal employees yields advantages such as the improvement of
employee’s commitment, morale and performance after realizing that competence is rewarded,
also working with the company for period of time establishes a bond with the company where
they are more committed to the goals of the company and are less likely to leave, and managers
are provided with a longer term perspective when making business decisions. Furthermore
because these employees have worked with the company for a long time they have an accurate
idea of their potential than outsiders and lastly they require less orientation than outsiders
- The drawbacks of recruiting are such that employees who do not get the job will feel unhappy,
furthermore false hope is established as managers already know who they want to hire for the
position and a lot of time would be wasted interviewing each applicant. Furthermore,
employees will be less satisfied and resistant to a new boss who was appointed from their own
ranks than they would be to a newcomer and recruiting from within can lead to inbreeding
where when an entire management team was brought up through the ranks, they base their
decisions by the book and to maintain the status quo when a unstructured, new direction is
needed
Recruiting from within can be accomplished with:
Job posting
- This is a process of informing internal employees about job openings in he organizations
- The job posting discloses the title of the job, the tasks associated with the job, the qualifications
of the job, the average work day, the wage, the date it was posted and the date the offer will
end
- Advantages and disadvantages on pg 148
Human resource records
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- Human resources records are referred to in order for the company to ensure that qualified
individuals are notified in person of a job opening
Skill inventories
- Regardless if their computerized or manual, referring to skill inventories makes sure that those
internal candidates who possess the skills needed are identified and considered for transfer or
promotion when opportunities appear
Limitations of recruiting from within
- Having job vacancies in the higher level jobs is common with current employees as these
internal employees may not meet the criteria needed to transfer or be promoted, or jobs may
require specialized training and experience that there are no potential internal replacements
- Hiring people outside of the organization is beneficial as they are equipped with the lastest
knowledge and expertise or gain new ideas and revitalize the department or organization
Recruiting outside the organization
- A replacement from an external candidate is needed if none of the current employees are
capable of transferring or being promoted to the vacant job
- Advantages of external recruitment page 149
Planning external recruitment
- The nature of the job has an impact on the recruitment method chosen
- The yield ratio is the percentage of applicants that move onto the next stage of the selection
process
- A recruiting yield pyramid can be made for each method by calculating the yield ratio for each
step in the selection process
- The average amount of days from the day the company starts its recruitment method to when
the successful candidate works is called the time lapse data
- Calculating time lapse data for each recruitment method means that the amount of lead time
available can be taken into account when deciding which strategy or strategies would be the
most appropriate
External recruitment methods
Online recruiting
- The internet provides recruiters with a large audience for job postings and a large talent pool,
online recruiting may involve logging onto internet job boards, using a corporate website or
using social networking sites
Internet Job boards
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