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HRM Class 5 Part Two - Recruitment and Selection - PW
HRM Class 5 Part Two - Recruitment and Selection - PW
HRM Class 5 Part Two - Recruitment and Selection - PW
Learning Objectives
Last Week This Week
D1 – The Strategic Role of HRM D5 – Recruitment and Selection
D2 – Human Resource Planning D6 – Identifying Development Needs
D3 – Job Analysis and Design D7 – Compensation Management
D4 – Revision and Class Test D8 – Revision and Class Test
Next Week
D9 – Performance Management
D10 – Motivation and Working as a Team
D11 – Legal Requirements and Managing Diversity
D12 – Review and Final Exam
Class 5
Recruitment and Selection
Today’s Learning Objectives
Recruitment and Selection
LO5.1 - Explain the strategic importance of the recruitment and selection function.
LO5.2 - Discuss the constraints faced in a typical recruitment process.
LO5.3 - Discuss various recruiting methods for different types of jobs.
LO5.4 - Explore effective recruitment advertisements.
LO5.5 - List key measures for evaluating the effectiveness of the recruitment function.
LO5.6 - Discuss the types and usefulness of applicant screening tools in selecting employees.
LO5.7 - Outline the various steps in conducting an employment interview.
LO5.8 - Describe how to evaluate the effectiveness of the selection process.
Learning Objective
Recruitment
Strategic Importance of Recruitment
• Recruitment decisions have profound implications for the
strategic success of an organization
• Highly skilled and motivated employees are a source of
competitive advantage gained from human resources
• Benefits of diversity management provide vitality and
contribute to competitive advantage
• Focusing on employee development by developing and
promoting internally or hire externally and train
• Investing resources into recruitment impacts the quality of
recruits and the over all effectiveness of the process
The importance of recruitment
and selection in Canada
An organization’s employees are the best way for it to gain and
maintain a competitive advantage. If the employees are an
organization’s most important asset, recruiters must be able to find
the best person for each position.
Using “best practices” to recruit and select (valid, reliable and legally
defensible hiring practices that are based in empirical evidence rather
than on hunches or unproven practices) adds value to the
organization – and ultimately to the organization’s bottom line.
Effective recruitment and selection practices can mean the difference
between a company’s success or failure
The Importance of Selection
Hiring good resources can help increase the overall performance of
the organization
If there is a bad hire and/or a bad selection process, then the work
will be affected and the cost incurred for replacing that bad resource
will be high
The organization has to follow a proper selection process, as a huge
amount of money is spent on hiring the right candidate for a position
Selection Process Defined
Inducements
May be needed to encourage potential recruit’s interest
Examples: monetary, flextime, non-traditional benefits
Cost
Conference Board of Canada calculates:
theaverage cost-per-hire the average time-to-hire
Executive $43,000 Executive 15 weeks
Management/Professional Management/Professional 9
$17,000 weeks
Technical $13,300 Technical 7 weeks
Clerical/Support $ 3,300 Clerical Support 4 weeks
The quality of hire is perhaps the most critical of all measurement parameters.
Any short cuts in the hiring and selection process can be devastatingly
expensive.
Participation – Group Work!
In your groups, choose an occupation and explore the labour
market.
Website: https://www.jobbank.gc.ca/trend-analysis
Find out: Description, # of jobs available, requirements, median wage,
skills, and prospects
Learning Objective
Advantages Weaknesses
• Employee is familiar with • Internal competition can
the organization reduce cooperation
• Employee is “known”, • No “new blood” so can
thereby increasing ability to prevent creative solutions
predict success
• Poor morale (possible
• Improves employee morale turnover) of employees not
& motivation promoted
Internal Recruitment Methods
Departing Employees (buy-back)
Employee Referrals
Internal Recruiting
Succession Planning
Job Replacement Map
External Recruiting
Advantages Weaknesses
• Able to acquire skills and • Newcomers may not fit in
knowledge that may not • Newcomers take longer to
be available within learn about the organization
• Newer ideas and novel • Usually more expensive
ways of solving problems • Lowered morale and
may emerge
motivation of current
employees
External Recruitment Methods
Advertising
Common, effective method of seeking recruits.
Cost is determined by the size of the advertisement
Layout, design, and copy of an advertisement should reflect the
image and character of the company
Walk-ins and Write-ins
Social Media
Employment and Social Development Canada (ESDC)
Private Employment Agencies
Professional Search Firms
Participation. Hand Up!
Blind ads - does not identify the employer
Under what circumstances would a blind ad be a useful recruiting
technique?
Choosing Recruitment Sources
• How does a recruiter choose which methods to use?
• How many recruits are needed?
• What is the skill level required?
• What sources are available?
• What has worked in the past?
• How much is the budget?
• Are there labour agreements that specify recruitment
options?
Group Work: Recruitment
Work with your group:
In small businesses, managers usually handle their own recruiting. What methods would you use for the following situations? Why?
(a) The regular janitor is going on vacation for three weeks.
(b) Your office assistant who manages all appointments and handles all filing in your office has the flu and won’t be in the office for 2 days.
(c) Two more salespersons are needed: one for local customers and one to open a sales office in Victoria, British Columbia.
(d) Your only chemist is retiring and must be replaced with a highly skilled individual.
(e) Next week, your only computer programmer/analyst plans to begin on a three-week leave to visit his sick mother in India. If his
mother’s health turns for the worse, he may be delayed by another week or two.
Learning Objective
Yield Ratio:
The percentage of applicants
5 New Hires
that proceed to the next stage
0
of the selection process.
https://youtu.be/nU85zmwsqDM
Learning Objective
Situational Questions
Focus on situations likely to arise on the job
Applicants asked: “What would you do if…”
Interviewer Errors
Halo effect
Leading questions
Stereotypes
Contrast errors
Interviewer domination
Participation. Group Work!
In your groups, select an industry and position that your HR
Management team is interviewing candidates for. Create
one Behavioural Question and one Situational Question.
(Make sure you avoid the Interview Errors discussed.)
Present your questions to the class.
Stages in a Typical Interview
Learning Objective
LO5.1 - Explain the strategic importance of the recruitment and selection function.
LO5.2 - Discuss the constraints faced in a typical recruitment process.
LO5.3 - Discuss various recruiting methods for different types of jobs.
LO5.4 - Explore effective recruitment advertisements.
LO5.5 - List key measures for evaluating the effectiveness of the recruitment function.
LO5.6 - Discuss the types and usefulness of applicant screening tools in selecting employees.
LO5.7 - Outline the various steps in conducting an employment interview.
LO5.8 - Describe how to evaluate the effectiveness of the selection process.
Next Class: Learning Objectives
Identifying Development Needs
LO6.1 - Explain the key purposes and differences between onboarding, training, and development.
LO6.2 - List the orientation and socialization aspects of onboarding and why they are important.
LO6.3 - Describe the systems approach to training.
LO6.4 - Explain the different approaches to needs analysis.
LO6.5 - Explain the principles of learning and how this knowledge impacts the choice of training programs.
LO6.6 - Demonstrate an understanding of strategic human resource development.
LO6.7 - Discuss how to assess whether learning actually occurred in training and development programs.
LO6.8 - Explore how human resource departments encourage and assist career planning.
THANK YOU!