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Lecture

Chapter 6 - Recruitment.docx

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Department
Human Resources Management
Course
HRM 200
Professor
Katrina Di Gravio
Semester
Summer

Description
Chapter 6: Recruitment Recruitment – how do I get you to work for my company Selection – now that we have recruited you, how do we select after interviews Strategic Importance of Recruitment  The quality of an organization’s human resources begins with a strategic perspective in management of recruitment 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 résumés and/or completed application forms are received from an adequate number of applicants  How do we know what we need? Based on the job description – job competencies (job analysis is the cornerstone – job specification, qualifications, ability to write job description to attract the right candidate) Recruiter  Specialist in recruitment, whose job it is to find and attract capable candidates. Employer Branding  Employers you want to work for based on branding: o TD, Google, Facebook. Apple, Suncor, Microsoft etc. o You want to work for them because they are the biggest and best based on their presence and media, brand loyalty o Recruiter video: Apple brands itself as being the best or potential to being the best, has a multicultural base, selling their product, demographics, every individual can make a difference regardless of company size, life will have meaning, uplifting music  The image or impression of an organization as an employer based on the benefits of being employed by the organization Branding  Branding includes experiences a candidate goes through while interacting with a company throughout the recruitment process, including: o what candidates experience when they go to the company’s website o whether HR sends an acknowledgement letter or email thanking each candidate who sends in a résumé – “thanks for applying” o how candidates are greeted by the receptionist when they make initial contact by phone or in person o whether the HR person who interviews candidates is a good spokesperson who can articulate organization’s values and culture Strategic Importance of Recruitment  Step 1 - define the target audience, where to find them, and what they want from an employer  Step 2 - develop the employee value proposition - the specific reasons why the organization is a unique place to work and a more attractive employer for the target audience compared to other organizations  Step 3 - communicate the brand by incorporating the value proposition into all recruitment efforts. Selling the culture and climate of the organization. Desire to be a part of the organization The Recruitment Process Recruiting within an Organization: Advantages  employees see that competence is rewarded thus enhancing commitment, morale and performance  insiders may be more committed to company goals and less likely to leave  mangers are provided with a longer-term perspective when making business decisions – more predictable workforce  firm is likely to have a more accurate assessment of person’s skills and performance level  inside candidates require less orientation Recruiting within an Organization: Disadvantages  discontent of unsuccessful candidates o “I wasn’t good enough” feeling because you were not picked. Need some rationale or feedback about what was wrong  time consuming to post and interview all candidates if one is already preferred  employee dissatisfaction with insider as new boss o been passed over o Person transitioning into the role has a bit more power  possibility of “inbreeding” o New information or new ideas? o Maybe new blood is needed Recruiting Within the Organization: Requirements  Job posting o Internally people need to know, if not in company, at least in department  HR Records o If employees match the job description via HRIS System or inventories  Skills inventories o Find people internally and then do interviews Recruiting Outside the Organization: Advantages  generation of a larger pool of qualified candidates  availability of a more diver
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