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Chapter 6

Chapter 6 - Recruitment.docx

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Aaron Schat

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Chapter 6: Recruitment: the First Step in the Selection Process Simplified view of the HRM system - Recruitment is an outcome of HR planning  (1) An assessment of the internal and external factors affecting the organization  (2) An organization analysis based of those factors  (3) A job analysis that identifies worker behaviors and characteristics to aid in selecting candidates who are qualified for the position - Goal of recruitment is to attract a large pool of qualified candidates (an applicant pool) from whom the organization can select the best-qualified people for the position - Quality and quantity of the applicant pool is related to the source and nature of the recruiting information an applicant receives - Job applicants are not passive; they form opinions of the organization, the selection process, the people they meet, and the desirability of working in the organization - Recruiting has become a two-way street - Self-selecting out: occurs during the recruitment process when candidates from the opinion that they do not want to work in the organization for which they are being recruited o Best interest of both parties is the information is accurate and realistic o Decisions based on inaccurate information, both candidate and organization worse off Organization Context - Organizations characteristics such as location, size of enterprise, and type of industry may steer individuals away from applying for jobs no matter how attractive or qualified they are. - Jobs providing autonomy, decision-making authority, opportunities for self- development win out - Special accommodations and flexible work arrangements gain competitive advantage - Interests and values ultimately influence job applicants, but do not indicate if a person if qualified - Degree of job satisfaction influences turnover - Job seekers have distinct preferences on firm size; almost to the fact that they have two different labour markets - Large firms: bureaucratic recruiting practices - Small firms: more informal methods - Government of Canada uses online recruitment extensively Corporate Image and Applicant Attraction - Image predicts the likelihood of interest n the part of a job seeker - More familiar and applicant is with an organization, the more likely they will hold a positive image of it - Profitability and pay level positively influence attractiveness and reputation - Organizations promoting positive social policies more attractive to applicants - Organizations that promote job as one that is psychological healthy are more attractive (org that take care of employee health) - Job advertisements by organizations that do not include job descriptions or pay are unattractive - Image Advertising: advertising designed to raise an organizations profile in a positive manner in order to attract job seekers interest o Sponsoring a jazz festival will have organization name associated with it o Companies with positive image promote self-esteem of employee and job attractiveness o Must present accurate information or misrepresentation will occur and employee mismatching will occur - “Branding” – helps establish certain perceptions about the corporation in the publics mind (ex. Tiger woods, before and after scandal effects) The Person Organization fit - Recruiters asses potential employees in terms of their fit with both the job and organization - Person-job fit: this is the case when a candidate has the KSAO’s and competencies required by the job in question - Person-organization fit: this is the case when a job candidate fits the organization’s values and culture and has the contextual attributes desired by the organization - Assessment is mostly based on candidates work experience, personality, and values (some take employment test at the stage) - Resume content influenced the recruiters hiring decision (work experience + extra-curricular = person-organization fit, work experience + education background = person-job fit) Communication and Perception - Inaccurate, incomplete, or distorted information leads to misrepresentations and inaccurate decisions Candidates Perception of Org. Positive Negative Orgs. Perception of Positive Job offer made by Job offer made by Candidate org and accepted org, and rejected by candidate by candidate Negative Job offer not made Job offer not made, by org, but would candidate would have been not have accepted accepted by candidate Realistic Job Previews - Realistic Job Preview: a procedure designed to reduce turnover and increase satisfaction among newcomers to an organization by providing job candidates with accurate information about the job and organization o Reduce turnover - (1) Job candidates will develop realistic perceptions of what it is like to work in the organization - (2) That they will view the organization in a more credible light - (3) that if they accept the job offer, they will be more satisfied with their job and committ
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