BUS 381 Chapter Notes - Chapter 6: Employer Branding, Want Ads, Job Satisfaction

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Published on 14 Apr 2013
School
Simon Fraser University
Department
Business Administration
Course
BUS 381
Professor
Page:
of 6
CHAPTER SIX: Recruitment
The Strategic Importance of Recruitment
- Recruitment: process of searching out and attracting qualified job applicants which begins with
identification of position that requires staffing, and is completed when resumes and completed
application forms are received from adequate number of applicants
- HR team includes specialists, known as recruiters
Employer Branding
- Employer Branding: Image/impression of organization as an employer based on benefits of
being employed by organization
o Experience of an employee when working for company based on feelings, emotions,
senses, realities, benefits
- Important during recruitment process for those who are hired and not hired communicating
their experience as an applicant to other job-seekers
- Branding:
o What candidates experience when they go to company’s website
o Whether HR sends an acknowledgement email thanking each candidate who sends in
resume
o How candidates are greeted by receptionist when they make initial contact by phone or
in person
o Whether HR person who interviews candidates is a good spokesperson who can
articulate organization’s values and culture
- Steps to employer branding:
o 1) define target audience, where to find them, what they want from employer
o 2) develop employee value proposition specific reasons why organization is a unique
place to work and a more attractive employer for target audience compared to other
organizations
Important that current managers are prepared to deliver value proposition by
guiding and mentoring employees
o 3) Communicate brand by incorporating value proposition into all recruitment efforts
The Recruitment Process
- Steps:
o 1) Identify job openings
Identified through HR planning or manager request. HR plans indicate present
and future openings, and whether they should be filled internally or externally
o 2) Specify job requirements
From job description/job specification
o 3) Select methods of recruitment
Internal/external
o 4) Generate pool of qualified applicants
Employment equity/diversity goals reflected
Recruiting Within Organization
- Job Posting
o Process of notifying current employees about vacant positions
o Computerized, can be found on company’s intranet usually
o Outlines job title, duties, qualifications, hours of work, pay range, posting date, closing
date
- Human Resources Records
o Consulted to ensure qualified individuals are notified of vacant positions
o Examination of employee files (resumes and application forms) may uncover employees
working in jobs below education or skill levels
- Skills Inventories
o Often used as supplement with job postings
o Identification of internal candidates considered for transfer/promotion
Limitations of Recruiting from Within
- Rarely possible to fill all non-entry-level jobs with current employees
- Jobs may be vacated unexpectedly with no internal replacements yet qualified or ready for
transfer or promotion, or jobs may require specialized training and experience
Recruiting Outside Organization
- Advantages:
o Larger pool of qualified candidates
o More diverse applicant pool
o Skills or knowledge not currently available within org, and new ideas or creative
problem-solving techniques
o Elimination of rivalry and competition caused by employees
o Potential cost-savings resulting from hiring individuals who already has skills rather than
providing extensive training
Planning External Recruitment
- Yield ratios help indicate which recruitment methods are most effective at producing qualified
job candidates
o Yield ratio: percentage of applicants that proceed to next stage of selection process
- Calculating time-lapse data for each recruitment method means amount of lead time available
can be taken into account when deciding which strategy would be most appropriate
o Time-lapse data: Average number of days from when company initiates recruitment
method to when the successful candidate begins to work
External Recruiting Methods
- Online Recruiting
o Internet Job boards
o Corporate Websites
- Social Networking Sites
o Advantage: little or no cost
o Disadvantage: possibility of unhappy employees/customers posting negative comments
on site
- Print Advertising
o AIDA Attraction, Interest, Desire, Action
o Want ads: recruitment ad describing job and specifications, compensation package,
hiring employer. Address to which application should be submitted is provided.
o Blind ad: recruitment ad in which identity and address of employer omitted
- Private Employment Agencies
o Provide assistance to employers seeking clerical staff, functional specialists, technical
employees
o Solicits job seekers relying primarily on internet job boards, advertising, walk-ins/write-
ins
o Two basic functions:
Expanding applicant pool
Performing preliminary interviewing and screening
o Why employment agency may be used:
Org does not have HR department or does not have anyone with expertise or
needed time
Firm experienced difficulty in generating pool of qualified candidates for
position
Opening must be filled quickly
Desire to recruit greater number of designated group members than firm has
been able to attract on its own
Recruitment effort aimed at reaching individuals who are currently employed
and might therefore feel more comfortable dealing with employment agency
o Usually paid on commission basis
- Executive Search Firms
o Cannot do effective job if given inaccurate/incomplete info about job or firm
o Sometimes headhunters are more salespeople than professionals; more interested in
persuading employer to hire candidate than in finding one who meets job specifications

Document Summary

Recruitment: process of searching out and attracting qualified job applicants which begins with identification of position that requires staffing, and is completed when resumes and completed application forms are received from adequate number of applicants. Hr team includes specialists, known as recruiters. Employer branding: image/impression of organization as an employer based on benefits of being employed by organization: experience of an employee when working for company based on feelings, emotions, senses, realities, benefits. Important during recruitment process for those who are hired and not hired communicating their experience as an applicant to other job-seekers. Important that current managers are prepared to deliver value proposition by guiding and mentoring employees: 3) communicate brand by incorporating value proposition into all recruitment efforts. Hr plans indicate present and future openings, and whether they should be filled internally or externally: 2) specify job requirements. From job description/job specification: 3) select methods of recruitment. Internal/external: 4) generate pool of qualified applicants.