MHR 523 Lecture Notes - Employer Branding

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Chapter 6 ± Recruitment
Recruitment ± process of searching out & attracting qualified job applicants, which begins with the
identification of a position that requires staffing & is completed when resumes &/ completed application
forms are received from adequate number of applicants
1. Identify job openings ± HR planning/strategic plan & employment resignations/terminations
2. Specific job requirements ± from job description/specification
3. Select methods of recruitment ± internal/external
4. Generate pool of qualified applicants ± employment equity/diversity goals
Constraints: promote from within policies, compensation policies, employment equity plans,
inducements of competitors, skill shortages
Recruit from Within
Advantages ± enhance commitment, morale, performance, less likely to leave, long-term
perspective, more accurate assessment, less orientation
Recruiter ± specialist in recruitment, whose job it is to find & attract capable candidates
Employer branding - image/impression of organization as employer based on benefits of being employed
by organization
- What candidates experience when go to company website
- Whether HR sends acknowledgement letter/email tanking each candidate who sends in resume
- How candidates greeted by receptionist when make initial contact by phone/in person
- Whether HR person interviewing candidates is good spokesperson who can articulate
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1. Define target audience, where to find, what they want from employer
2. Develop employee value proposition, specific reasons why organization is unique place to work &
more attractive than other organizations
3. Communicate brand by incorporating value proposition into all recruitment efforts
Internal Recruit
Job posting ± process of notifying current employees about vacant positions
Advantages ± equal opportunity, reduce favouritism, commitment to career growth &
development, communicates policies on transfer/promotion
Disadvantage ± reduce morale & motivation, tension between candidates, difficult decision
between equally qualified candidates
External advantages
- Generation of larger pool of qualified candidates, may have positive impact on quality of selection
decision
- Availability of more diverse applicant pool, assist in meeting employment equity goals &
timetables
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Document Summary

Recruitment process of searching out & attracting qualified job applicants, which begins with the identification of a position that requires staffing & is completed when resumes &/ completed application forms are received from adequate number of applicants. Identify job openings hr planning/strategic plan & employment resignations/terminations: specific job requirements from job description/specification, select methods of recruitment internal/external, generate pool of qualified applicants employment equity/diversity goals. Constraints: promote from within policies, compensation policies, employment equity plans, inducements of competitors, skill shortages. Advantages enhance commitment, morale, performance, less likely to leave, long-term perspective, more accurate assessment, less orientation. Recruiter specialist in recruitment, whose job it is to find & attract capable candidates. Employer branding - image/impression of organization as employer based on benefits of being employed by organization. What candidates experience when go to company website. Whether hr sends acknowledgement letter/email tanking each candidate who sends in resume.

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