Recruitment: The First Step in
the Selection Process
© 2013 by Nelson Education
1
Chapter Learning Outcomes

After reading this chapter you should:
◦ Understand the link between recruitment and
selection
◦ Appreciate how the characteristics of the job and
organization are influential in attracting job
applicants
◦ Know the role that accurate expectations play in
developing a fit between a person and an
organization
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Chapter Learning Outcomes
(continued)
◦ Be able to discuss why a realistic job preview
may benefit both the job seeker and the
organization
◦ Be aware of the internal and external factors that
influence an organization's recruitment strategy
◦ Be able to design and implement a recruitment
action plan
© 2013 by Nelson Education
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Chapter Learning Outcomes
(continued)
◦ Be aware of the different methods that can be
used to recruit internal and external job
applicants
◦ Understand the increasingly important role
played by the Internet and social media in
recruiting
◦ Appreciate the need to evaluate the effectiveness
of different recruitment methods
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Attracting Job Applicants


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
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© 2013 by Nelson Education
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Attracting Job Applicants

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
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7
The Organizational Context


Interests and values: an individual’s 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
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8
Corporate Image and Applicant
Attraction




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
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9
Image Advertising

Image advertising: advertising designed to
raise an organization’s profile in a positive
manner in order to attract job seekers’
interest
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Recruitment and Selection
Notebook 6.1

Guidelines for Effective Recruiting
1. Ensure that candidates receive consistent and
noncontradictory information about important
features of the job and its environment
2. Recognize that the behaviour of recruiters and
other representatives gives an impression of
the organization’s climate, efficiency, and
attitude toward employees
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Recruitment and Selection
Notebook 6.1(continued)
3. Ensure that all recruiting information and
materials given to job applicants present
accurate and consistent information
4. Present important information on the job and
the organization to job candidates by several
different, reliable, and credible sources
5. Give serious consideration not only to the
content of information presented to candidates
but also to the context in which it is presented
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12
The Person-Organization Fit


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 organization’s values and
culture and has the contextual attributes
desired by the organization
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13
Communication and Perception



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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© 2013 by Nelson Education
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Realistic Job Preview

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

External Factors: The Labour Market
◦ Labour markets and recruiting
◦ Part-time labour markets and recruiting
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Outsourcing

Outsourcing: contracting with an outside
agent to take over specified HR functions
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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

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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Recruitment and Selection
Notebook 6.3

Developing a Recruitment Strategy
◦ Based on our business plan, how many positions
will we need to staff?
◦ Based on the job analysis, what is the nature of
the position that must be filled?
◦ Based on the job analysis, what qualifications
must job candidates possess?
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Recruitment and Selection
Notebook 6.3 (continued)
◦ Based on organization analysis, what percentage
of the positions can, or should, be staffed with
internal candidates?
◦ Based on the labour market, is there an available
supply of qualified external candidates?
◦ Based on the labour market, how extensively will
we have to search for qualified applicants?
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Recruitment and Selection
Notebook 6.3 (continued)
◦ Based on legal considerations, what are our goals
with respect to employment equity?
◦ Based on the business plan, organization
analysis, and job analysis, what information and
materials will we present to job candidates?
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Recruitment Action Plan


Timing of recruitment initiatives
Locating and targeting the applicant pool
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Recruitment and Selection
Notebook 6.4

Elements of a Recruitment and Staffing
Action Plan
1.
2.
3.
4.
5.
Develop a recruitment strategy
Develop the applicant pool
Screen the applicant pool
Conduct a review of job applicants
Evaluate the recruiting effort
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Recruitment Sources for Internal
Candidates




Internal Job Postings
Replacement Charts
Human Resources Information Systems
Nominations
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Class Activity
1.
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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Recruitment Sources for External
Candidates






Job Advertisements
Newspapers
Professional Periodicals and Trade Journals
Radio and Television
Public Displays
Direct Mail
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Recruitment Sources for External
Candidates (continued)





Special Recruiting Events
Job Fair
Employee Referral Networking
Walk Ins
Employment Agencies
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Recruitment Sources for External
Candidates (continued)




Service Canada Centres
Executive Search Firms
In-house Recruiters
Temporary Help Agencies
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Recruiting at Educational
Institutions



Seeking entry-level technical, professional
and managerial employees
Placement services provided in the
educational institutions
Well-established campus recruiting
programs
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E-Recruiting: The Use of the
Internet and Social Networks

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
1.
Do you think the Internet is a good vehicle
to look for a job? Discuss the advantages
and disadvantages.
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Social Network Recruiting

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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Comparison of Recruitment Methods
(continued)
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Comparison of Recruitment Methods
(continued)
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Comparison of Recruitment Methods
(continued)
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Recruitment and Selection Today
6.5

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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Recruitment and Selection Today
6.5 (continued)

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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42
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
© 2013 by Nelson Education
43
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
1.
2.
3.
Discuss the relationship between
recruitment and selection.
Discuss how the characteristics of the job
and organization influence job seekers.
Why is it important that job seekers
develop accurate expectations of what
their position/role will be in an
organization before accepting
employment there?
© 2013 by Nelson Education
45
Discussion Questions (continued)
4.
5.
6.
Why does a realistic job preview benefit
both the job seeker and the organization?
What are the internal and external factors
that influence an organization’s
recruitment strategy?
What are the elements of an effective
recruitment and staffing action plan?
© 2013 by Nelson Education
46