Chapter 6 - Recruitment

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Published on 15 May 2011
School
Ryerson University
Department
Human Resources
Course
MHR 523
Professor
Page:
of 2
Chapter 6 Recruitment
Recruitment: process of searching out and attracting qualified job applicants
Employer branding: image/impression of an organization as an employer based on
the perceived benefits of being employed by the organization
oInvolves 3 steps:
Define target audience, where to find them
Develop value proposition for employers
Communicate the brand
Recruitment process:
oIdentify job openings
oSpecify job requirements (from job description and job specification)
oSelect methods of recruitment (internal/external)
oGenerate pool of qualified applicants
Job posting: process of notifying current employees about vacant positions
Planning external recruitment
Yield ratio: % of applicants that proceed to the next stage of the selection process
Time lapse data: average number of days from when a company initiates a
recruitment method to when the successful candidate begins to work
External recruitment methods
Online recruiting
oInternet job boards
oCorporate websites
Social networking sites
Print advertising: to be effective, you must follow a 4 point guide AIDA
oA attract ATTENTION
oI develop INTEREST
oD create a DESIRE for the job
oA instigate ACTION
Private employment agencies: perform preliminary interviewing and screening
oThey expand applicant pool
Executive search firms
Walk-ins and write-ins
Employee referrals: drawbacks -> inbreeding, systematic discrimination, nepotism
Former employees
Educational institutes: job fairs, interns, co-op
Human Resources and Skills Development Canada (HRSDC)
www.notesolution.com
Professional and trade associations
Labour organizations
Military personnel
Open houses and job fairs
Recruiting non-permanent staff
Temporary help agencies
oCost much less/less compensation
oIf perform unsatisfactorily, can be replaces
oIf seeking full-time employment, highly motivated
Contract workers
Employee leasing
Recruiting a more diverse workforce
Older workers:
oLoyal, committed, strong work ethic etc
oDevelop flexible work arrangement, redesign jobs to accommodate
Younger employees: energy, physical strength
Designated group members
Using application forms to predict job performance
Weighted application bank (WAB): when applicant responses are weighted based on
their statistical relationship to measures of job success
Biographical information blank (BIB): also known as Biodata form requesting
biographical data found to be predictive of success on the job, pertaining to
background, experiences, and preferences. As a WAB, responses are scored.
www.notesolution.com

Document Summary

 recruitment: process of searching out and attracting qualified job applicants.  employer branding: image/impression of an organization as an employer based on the perceived benefits of being employed by the organization: involves 3 steps:  define target audience, where to find them.  recruitment process: identify job openings, specify job requirements (from job description and job specification, select methods of recruitment (internal/external, generate pool of qualified applicants. Job posting: process of notifying current employees about vacant positions.  yield ratio: % of applicants that proceed to the next stage of the selection process. Time lapse data: average number of days from when a company initiates a recruitment method to when the successful candidate begins to work.  online recruiting: internet job boards, corporate websites.  print advertising: to be effective, you must follow a 4 point guide aida: a attract attention, i develop interest, d create a desire for the job, a instigate action.