2BC3-CH5.docx

12 views6 pages
11 Apr 2012
Department
Professor

For unlimited access to Textbook Notes, a Class+ subscription is required.

Commerce 2BC3
Chapter 5: Recruiting in Labour Markets
Recruiting: process of generating a pool of qualified applicants for organizational jobs
- Finding qualified applicants
- Acquiring the human capital necessary to replace normal attrition and provide for growth
probably will require an employer to:
Know the business and industry to successfully recruit qualified employees
Identify keys to success in the labour market
Cultivate networks and relationships with sources of prospective employees
Promote the company brand so that the organization becomes known as a good place to
work
Create recruiting metrics in order to measure the effectiveness of recruiting efforts
Strategic Approach to Recruiting
- Becomes more important as labour markets shift and become more competitive
with organizational goals and plans
- Strategy is a general framework the provides guidance for actions
- Can be expensive (Cost of the unfilled jobs)
- Management needs to match recruiting activity with organizational and HR plans
- Understanding labour market adjustments are key
Labour Markets
- External supply pool form which organizations extract employees
- Important for recruiting efforts to address a number of specific issues that affect employers in
today’s labour markets
Labour Market Components
- The broadest component and measure:
Labour force population: All individuals who are available for selection if all possible recruitment
strategies are used
Each recruiting method will reach different segments of the labour force population
Applicant population: A subset of the labour force population that is available for selection using
a particular recruiting approach
4 recruiting decisions affect reaching the applicant population:
Recruiting method: Advertising medium chosen, including use of employment agencies
Recruiting message: What is said about eh job and how it is said
Applicant qualifications required: Education level and amount of experience needed
Administrative procedures: When recruiting is done, applicant follow up, and use of previous
applicant files
Applicant pool: All persons who are actually evaluated for selection
- Many factors can affect the size of the applicant pool, including the reputation of the
organization, the job specifications, and the information available
Labour Markets and Recruiting
- The supply of workers in various labour markets substantially affects staffing
Geographic Labour Markets
- Based on geographic location
- Local, regional, nation, and international
- Local vary in workforce availability and quality
- Attempting to recruit locally or in a limited geographic area for a job market that is really national
will likely result in disappointing applicant rates
Global Labour Markets
- Can be advantageous
- Recruiting employees for global assignments requires approaches and understanding different
from those used for typical recruiting efforts in the home country
- Must consider differences in culture, laws, and language
- Can present challenges
- Internet has made it more accessible
Unlock document

This preview shows pages 1-2 of the document.
Unlock all 6 pages and 3 million more documents.

Already have an account? Log in
Industry and Occupational Labour Markets
- Based on KSAs required for the jobs
- IT labour market has fluctuated
Educational and Technical Labour Markets
- Educational and technical qualifications to define the people
Unemployment Rate and Labour Markets
- Rate up, many applicants are looking for jobs
- Rate down, few applicants
- Rates vary with the business cycle
Strategic Recruiting Decisions
- Based on the recruiting needs identified as a part of HR planning
Organization-Based vs. Outsourced Recruiting
- An initial and basic decision will be done by the employer or outsourced
- Outsourcing is a way to both decrease the number of HR staff needed and to free up time for
HR staff members
- A common means for outsourcing is retaining such firms and employment agencies to recruit
candidates
Professional Employer Organizations (PEOs) and Employee Leasing
Employee leasing process:
- An employer signs an agreement with the PEO, after which the existing staff is hired by the
leasing firm and leased back to the company
- For a fee, a small-business owner or operator turns the staff over to the leasing company, which
then writes the paycheques, pays the taxes, prepares, and implements HR policies, and keeps all
the required records
Employment agency: Provides a work finding service for job seekers and supplies employers
with applicants they may then hire
PEOs:
- Has their own workforce, which it supplies employers with applicants they may then hire
- Can be an advantage because it handles the HR complexities
- Employers should consult outside experts before shifting to these for staffing
- One advantage for employees of leasing companies is that they may receive better benefits
than they otherwise would get in many small businesses
- Increase payroll costs
Recruiting Presence and Image
- Recruiting efforts may be viewed as either continuous or intensive
Continuous efforts to recruit offer the advantage of keeping the employer in the recruiting market
Intensive recruiting may take the form of a vigorous recruiting campaign aimed at hiring a given
number of employees, usually within a short period of time
- These efforts may result in failure in the HR planning system to identify needs in advance or to
recognize drastic changes in workforce needs due to unexpected workloads
Employment “Branding” and Image
- Portraying a positive image for the employer
- Crucial to attracting applicants and retaining employees, who also may describe the
organization in positive or negative terms to others
- Attract more qualified employees
- Eg. 100 Best Companies to Work for
- Seen as a part of organizational marketing efforts and linked to the overall image and reputation
of the organization and its industry
Training of Recruiters
- Trained on interviewing techniques, communication skills, and knowledge of the job being filled
- Crucial that they learn the types of actions that violate human rights and how to be sensitive to
diversity issues with applicants
Regular vs. Flexible Staffing
Flexible Staffing: Use of workers who are not traditional employees
Unlock document

This preview shows pages 1-2 of the document.
Unlock all 6 pages and 3 million more documents.

Already have an account? Log in

Get access

Grade+
$10 USD/m
Billed $120 USD annually
Homework Help
Class Notes
Textbook Notes
40 Verified Answers
Study Guides
1 Booster Class
Class+
$8 USD/m
Billed $96 USD annually
Homework Help
Class Notes
Textbook Notes
30 Verified Answers
Study Guides
1 Booster Class