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Chapter 6

Chapter 6 - Recruitment

Human Resources
Course Code
MHR 523
Margaret Yap

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)
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.