Beruflich Dokumente
Kultur Dokumente
Recruitment: the generation of an applicant pool for a position or job in order to provide the required number of qualified candidates for a subsequent selection or promotion process
Applicant pool: the set of potential candidates who may be interested in, and who are likely to apply for, a specific job
Self-selecting out: occurs during the recruitment and selection process when candidates form the opinion that they do not want to work in the organization for which they are being recruited
Interests and values: an individuals likes and dislikes and the importance or priorities attached to those likes and dislikes
Job search: the strategies, techniques, and practices an individual uses in looking for a job
Reputation of an organization is an important concern to job applicants Corporate image predicts the likelihood of interest on the part of a job seeker Familiarity with the company Competitive compensation package
Image Advertising
Image advertising: advertising designed to raise an organizations profile in a positive manner in order to attract job seekers interest
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Person-job fit: when a job candidate has the knowledge, skills, abilities, or other attributes and competencies required by the job in question
Person-organization fit: when a job candidate fits the organizations values and culture and has the contextual attributes desired by the organization
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If perceptions are positive, a job offer is made and accepted If the perceptions of one do not match those of the other, a job offer is either not made or, if made, not accepted Perceptions are based on communication
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Realistic job preview: a procedure designed to reduce turnover and increase satisfaction among newcomers to an organization by providing job candidates with accurate information about the job and the organization
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Recruitment Strategy
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Outsourcing
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Recruitment Strategies
External Factors:
The Legal Environment Systemic Discrimination Diversity Recruitment
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Recruitment Strategies
Internal Factors:
Business Plan Job Level and Type Recruiting Strategy and Organizational Goals Describing the Job
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Human resources planning: the process of anticipating and providing for the movement of employees into, within, and out of an organization
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Internal Job Postings Replacement Charts Human Resources Information Systems Nominations
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Class Activity
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As a recent graduate of the Human Resources program, how would you go about looking for a job? What do you need to think about in your job search?
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Job Advertisements Newspapers Professional Periodicals and Trade Journals Radio and Television Public Displays Direct Mail
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Special Recruiting Events Job Fair Employee Referral Networking Walk Ins Employment Agencies
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Service Canada Centres Executive Search Firms In-house Recruiters Temporary Help Agencies
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Seeking entry-level technical, professional and managerial employees Placement services provided in the educational institutions Well-established campus recruiting programs
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Internet recruiting: the use of the Internet to match candidates to jobs through electronic databases that store information on jobs and job candidates
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Class Activity
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Do you think the Internet is a good vehicle to look for a job? Discuss the advantages and disadvantages.
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Social networks: Internet sites that allow users to post a profile with a certain amount of information that is visible to the public
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Behavioural measures
Turnover
Within 6 months Within 12 months Within 24 months
Absenteeism
Performance measures
Performance ratings Sales quotas Performance potential
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Attitudinal measures
Job satisfaction Job involvement Satisfaction with supervisor Commitment to organization Perceived accuracy of job descriptions
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Summary
Recruitment is the first step in hiring or staffing process Recruitment needs to attract qualified job applicants and must take into account the strategies that job seekers use
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Summary (continued)
HR planners must consider both the internal and external constraints HR professionals must know the effectiveness of different recruitment methods and build them into their recruitment strategy plans in order to evaluate the recruiting outcomes
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Summary (continued)
Obtain appropriate methods for contacting the target applicant pool Recruitment strategies must contain an action plan Recruitment campaigns are based on the principle of improving the fit
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Discussion Questions
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Why does a realistic job preview benefit both the job seeker and the organization? What are the internal and external factors that influence an organizations recruitment strategy?
What are the elements of an effective recruitment and staffing action plan?
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