MGHB12H3 Chapter Notes - Chapter 5: Job Fair, Unemployment Benefits, Employee Engagement
Document Summary
Chapter 5: expanding the talent pool: recruitment and careers: Employee profiles profiles of workers developed (cid:271)(cid:455) stud(cid:455)i(cid:374)g a(cid:374) o(cid:396)g"s top pe(cid:396)fo(cid:396)(cid:373)e(cid:396)s to (cid:396)e(cid:272)(cid:396)uit si(cid:373)ila(cid:396) t(cid:455)pes of people. De(cid:272)isio(cid:374)s a(cid:271)out tale(cid:374)t (cid:374)eed to (cid:271)e (cid:272)o(cid:374)side(cid:396)ed (cid:449)ithi(cid:374) the (cid:272)o(cid:374)te(cid:454)t of a (cid:271)usi(cid:374)ess"s st(cid:396)ategies a(cid:374)d p(cid:396)io(cid:396)ities. Fa(cid:272)to(cid:396)s affe(cid:272)ti(cid:374)g a fi(cid:396)(cid:373)"s (cid:396)e(cid:272)(cid:396)uiti(cid:374)g strategy: fi(cid:396)(cid:373)"s (cid:396)e(cid:272)(cid:396)uiti(cid:374)g a(cid:271)ilities, recruit externally or internally, labour market for types of positions it is recruiting for, t(cid:396)e(cid:374)gth of a fi(cid:396)(cid:373)"s e(cid:373)plo(cid:455)(cid:373)e(cid:374)t (cid:862)(cid:271)(cid:396)a(cid:374)d(cid:863) Who should do the recruiting: size of the org often affects who performs the recruitment function, recruiting process outsourcing (rpo) p(cid:396)a(cid:272)ti(cid:272)e of outsou(cid:396)(cid:272)i(cid:374)g a(cid:374) o(cid:396)g"s (cid:396)e(cid:272)(cid:396)uit(cid:373)e(cid:374)t fu(cid:374)(cid:272)tio(cid:374) to a(cid:374) outside firm. Useful when firms have trouble finding suitable candidates or need different ways to tap different talent pools or find more diverse candidates: recruiter needs to have a good understanding and characteristics: Competent: recruiters can enhance perceived attractiveness of a job or org.
