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Chapter 6

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Simon Fraser University
Business Administration
BUS 381
Karen Ruckman

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 indiv
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