ADM 2337 Lecture : Chapter 6.docx

• School: University of Ottawa
• Department: Administration
• Course: ADM 2337
• Professor: Catherine Elliott

Document Summary

The process of searching out and attracting qualified job applicants. Ends when an adequate number of candidates apply. Competence is rewarded thus: increasing commitment and performance, decreasing turnover. Less orientation needed (lower costs of training and recruitment) Time consuming if one is already preferred (manager already knows who he wants to fill the position) Dissatisfaction with insider as new boss. (people have to get used to a new relationship or new role the person is playing) Inbreeding good to have fresh new ideas from outside instead of familiar people from the inside. Methods: job posting, (intranet), hr records and skills inventories. Acquisition of new skills/reduced need for training (sometimes companies buy other smaller companies, if they want to acquire skills that are very specific) Elimination of employee rivalry and competition. (employee equity can be preserved) Type of job affects recruitment method chosen. Time lapse data time from start of recruitment to new employee starting work.