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McMaster University

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 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 - Allows an employer to avoid some of the cost of full-time benefits, as well as to recruit in a somewhat different market - Provide temporary workers. Independent contractors, and employee leasing Temporary Workers - Rate/day or rate/week basis - May make sense for a seasonal organization - As a way for individuals to move into full time regular employment - Placement charge is a temporary worker is hired full-time within a certain time period (90 days) Independent Contractors - Workers who perform specific services on a contract basis - Used in a number of areas - Employers get significant savings - Differences between employees and independent contractors Recruiting and Diversity Considerations 4 to note: 1) Employment Advertising - Must exercise care - The federal and provincial human rights commissions provide guidelines that state no direct or indirect references implying gender or age are permitted - State requirements that match the job  Must be the minimal requirements for the job - Should indicate that the employer is an equal opportunity employer to send the message to applicants that they will be considered on merit and fair employment practices - Employers demonstrate inclusive recruiting by having diverse individuals represented in company materials, advertisements, and as recruiters  Helps recruit more individuals with varied backgrounds Recruiting Diverse Workers Designated Group Members - Employers must have employment equity plans - Women, visible minorities, disabled persons, or Aboriginal peoples - Hire the most qualified workers Women - 47% of the workforce - Attempting to break the glass ceiling Visible Minorities - Offer a huge opportunity to fill unemployment gaps - Toronto Region Immigrant Employment Council (TRIEC) works to create solutions to better integrate skilled immigrants in the GTA’s labour market Capture the necessary skills and experience if these professionals entering Canada: - Relax the Canadian experience requirement - Facilitate access to that first job - Make employee orientation more supportive - Make it someone’s job to help the newcomer succeed - Make sure your people are cross-culturally savvy - Support the community that’s helping you Persons with Disabil
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