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Chapter 5

HR Chapter 5.doc

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Wilfrid Laurier University
Steve Risavy

Chapter 5: Recruitment Video – Magog Town Crier -Charlie upholds the rights of individuals, has a passion -his target is an older population so he see’s more eye to eye with them -he’s not afraid to say what he truly feels -he doesn’t have any successors so him and his newspaper will probably die out -HR planning issue – he doesn’t have a plan (his passion isn’t being sustained by having a straightforward HR plan) Recruitment • process of searching for job candidates: o adequate number o qualified • from which to select staff needed to meet job requirements • you select, don’t settle • in recruitment process you want to have methods in order to be able to select the best person for the job • the process begins with the identification of a position that requires staffing and is completed when resumes and completed application forms are received from an adequate number of applicants • HR team can hire a recruiter, whose job is to find and attract qualified applicants The Recruitment Process 1. Job openings are identified 2. The job requirements are determined 3. Appropriate recruitment sources and methods are chosen 4. A pool of qualified recruits is generated Constraints on the Recruitment Process • promote-from-within policies • employment equity plans • inducements of competitors • labour shortages • laurier staff must post a job to existing staff and faculty first (process of allowing others in Laurier first – 2 week open window) • Sometimes you have to go through this 2 week process even if you have already found the person outside Recruiting Within the Organization: Advantages • enhanced morale if competence is rewarded • more commitment to company goals • longer-term perspective on business decisions • more accurate assessment of candidate’s skills • less orientation required • by hiring inside you know there capabilities and skills • they are already integrated within the company Recruiting Within the Organization: Disadvantages • discontent of unsuccessful candidates • time consuming to post and interview all candidates if one is already preferred • employee dissatisfaction with insider as new boss • possibility of “inbreeding” • disadvantages tend to be more of a political problem • people knows who has applied internally – thus if a person didn’t get hired they gather a negative attitude towards the company and other indiviudal – leading to decrease in morale • time consuming if you already have someone you think is great • its harder to command individuals who are in a lower management as the promoted individual Recruiting Within the Organization: Requirements • Job posting o Process of notifying current employees about vacant positions o Most companies not use computerized job-posting systems • Human resource records o Records are often consulted to ensure that qualified individuals are notified, in person, of vacant positions • Skills inventory o Referring to such inventories ensures that qualified internal candidates are identified and considered for transfer or promotion when opportunities arise Recruiting Within the Organization: Advantages of Job Posting • equal opportunity for transfer/promotion for all qualified employees • reduces favouritism • demonstrates commitment to career growth and development • communicates organization’s policies on transfer/promotion • you want to make sure someone is not chosen because they are well-liked in the company • HR’s responsibility to ensure the right people are chosen by their application Recruiting Within the Organization: Disadvantages of Job Posting • reduced morale and motivation of unsuccessful candidates • tension if qualified internal candidate passed over for equal/less qualified external candidate • difficult decision between two or more equally qualified candidates Recruiting Outside the Organization: Advantages • larger, more diverse pool of qualified candidates • acquisition of new skills and knowledge for creative problem solving • elimination of rivalry for transfers/promotions • cost savings from hiring skilled individuals with no need for training • new attitude, direction --- New ideas • less fighting within the company • you can still hire people who already know the jobs Recruiting Outside the Organization: Planning External Recruitment • type of job affects recruitment method chosen • yield ratios = percentage of applicants that proceed to next stage of recruitment process • time lapse data = time from start of recruitment to new employee starting work Recruiting Outside the Organization -it would take about 1200 people to find new hires -of the 1200 there are only 200 you want to talk to, of those 200 there are only 150 you want to interview, etc. -to get 50 new individuals you have to get 2000 people interested in the job Recruiting Outside the Organization: Methods • online recruiting o this has quickly become the most popular o it’s the use of the internet to aid in recruiting o the internet provides recruiters with a large audience for job postings and vast talent pool o Internet job boards: online job boards are fast, easy and convenient and allow recruiters to search for candidates for positions in two ways – for a fee companies can post a job opening online and customize it, secondly job seekers can post their resumes on job boards and firms can search the database o One problem with internet job boards is their vulnerability to privacy breach o Corporate web sites: employers are now using their own corporate web sites to recruit – these websites can help the company create a pool of candidates who have already expressed interest in the organization  The company is selling itself o Application service providers: these web-enabled application tracking system providers, known as ASP, provide applicant screening tools to their subscribers, such as standardized application or resume builder for candidates to fill out online • print advertising o the selection of the best medium o to achieve optimum results  1. The ad must attract attention  2. The ad should develop interest in the job  3. The ad should create a desire for job  4. The ad should instigate action o Two types of newspaper advertisements  Want ads describe the job and its specification, the compensation package, and the hiring employer o Blind ads are identical but omit the identity and address of the hiring employer • private employment agencies o these agencies are called on to provide assistance to employers seeking clerical staff, functional specialists and technical employees o employer pays the agency a fee o they serve two basic functions (1) expanding the applicant pool and (2) performing preliminary interviews and screening o they would be used in the instance: the organization doesn’t have an HR department, difficulty generating a pool of qualified employees, the opening must be filled quickly, desire to recruit a greater number than the firm has attracted on their own • executive search firms o these firms specialize in a particular level of talent, such as executives, sales, scientific, o
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