Podcast
Questions and Answers
What is an effective strategy for addressing recruitment diversity?
What is an effective strategy for addressing recruitment diversity?
Which recruitment method is known to have one of the highest yield ratios?
Which recruitment method is known to have one of the highest yield ratios?
What is typically a drawback of hiring former employees?
What is typically a drawback of hiring former employees?
What does time-to-fill-rate measure in recruitment?
What does time-to-fill-rate measure in recruitment?
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What distinguishes internal recruitment from external recruitment?
What distinguishes internal recruitment from external recruitment?
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How is the cost per hire calculated?
How is the cost per hire calculated?
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What is a key characteristic of 'wide nets' in recruitment?
What is a key characteristic of 'wide nets' in recruitment?
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Why might a company choose to use headhunters?
Why might a company choose to use headhunters?
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What is the primary objective of recruitment in human resource management?
What is the primary objective of recruitment in human resource management?
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Which forecasting method relies on statistical data to predict future HR supply and demand?
Which forecasting method relies on statistical data to predict future HR supply and demand?
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What is an effective strategy to address a labor shortage?
What is an effective strategy to address a labor shortage?
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What is one key aspect of effective employer branding?
What is one key aspect of effective employer branding?
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In the context of recruitment, why should job advertisements avoid gendered wording?
In the context of recruitment, why should job advertisements avoid gendered wording?
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Which of the following is NOT a criterion for selecting candidates?
Which of the following is NOT a criterion for selecting candidates?
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Why is human resource forecasting essential in the recruitment process?
Why is human resource forecasting essential in the recruitment process?
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What type of forecasting involves analyzing historical data trends?
What type of forecasting involves analyzing historical data trends?
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What is a potential consequence of a labor surplus in an organization?
What is a potential consequence of a labor surplus in an organization?
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Study Notes
Recruitment and Selection
- Recruitment and Selection are the first steps in the employee lifecycle.
- The right number of people with the right capabilities are essential for an organization's success.
Recruitment
- Attracting prospective candidates who are a good fit for the position and the organization.
- High-quality applicants are the aim.
Selection
- Determining which candidate best matches the five quality criteria and has high predictive validity.
Workforce Advantage
- People contribute significantly to an organization's success.
- People are unique and difficult to replicate.
- This makes workforce a unique competitive advantage.
Human Resource Forecasting
- A key stage of strategic recruitment and selection.
- Key to identifying estimated supply and demand of different types of HR over a future period.
- This analysis is done by studying the past and present.
Forecasting Methods
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Quantitative Forecasting:
- Trend analysis: utilizing historical data.
- Ratio analysis: calculating proportions.
- Regression analysis.
- Qualitative Forecasting: relies on expert knowledge.
Goal Setting and Strategic Planning
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Considerations:
- Speed of recruitment.
- Impact on the organization.
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Labor Surplus:
- Hiring freeze.
- Early retirements.
- Downsizing.
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Labor Shortage:
- Overtime.
- Outsourcing.
- Hiring new workers.
Implementation and Evaluation
- Implementing the recruitment and selection strategy.
- Evaluating the effectiveness of the strategy.
- Holding individuals accountable for results.
Recruitment Strategy
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Attracting people to your organization:
- Distinguish your organization through attractiveness and fit.
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Employer Branding:
- Recognition of the organization as a desirable place to work by both internal and external labor markets.
- Set of attributes and qualities that make an organization distinctive.
- Promises a particular kind of employment experience.
- Appeals to individuals who will thrive and perform well in the culture.
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Effective Employer Branding:
- Symbolic Characteristics: intangible, subjective, and abstract.
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Perception of Brand:
- Shaped by familiarity with the organization and external reputation ratings.
- More influenced by diffuse cues than explicit cues.
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Implications for Employer Branding:
- Spending money on explicit branding is less effective than addressing underlying, diffuse cues.
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Congruency Required between Employer Branding and:
- Corporate and organizational identity (internal).
- Current brand image (external).
Job Ads
- Keep them short and snappy.
- Adopt the applicant's perspective.
- Be specific about the position.
- Make your values explicit.
- Show that you practice what you preach.
- Avoid gendered wording.
Recruitment Involvement Strategies
- Low Involvement Strategies: suitable for well-known companies with positive image.
- High Involvement Strategies: proactively discuss reputation, values, and work culture.
Who Does the Recruiting?
- The more technical and specialized the position, the more important it is to have a recruiter with knowledge about the position.
- This can be internal or external individuals.
Diversifying your Applicant Pool
- Identify who your current strategy doesn't reach.
- Develop strategies to reach them.
- Determine what would attract these applicants to your company.
Recruitment Practices
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Internal Recruitment:
- Email listservs/intranet.
- Employee referral program: one of the highest yield ratios; often includes a bonus for referring employee.
- Hiring former employees: smaller applicant pool; better performers in roles with administrative coordination and interpersonal demands.
- Job posting: speed is unpredictable; high yield ratio; helpful for filling higher-level or difficult positions.
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External Recruitment:
- Newspaper ads.
- Online postings.
- Intermediaries:
- Hiring costs of intermediaries.
- Slower, lengthier recruiting process.
- Examples: campus recruiting, search firms, and employment agencies.
- Print ads and Internet-based recruiting platforms – e.g., CareerBuilder.
Internal vs. External Recruitment
- Internal recruitment tends to be faster than external recruitment.
Effective Recruitment
- Consider your target audience.
- Wide Trawls: using broad methods to attract many applicants.
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Wide Nets: using targeted methods to attract highly valuable individuals.
- Search Consultants (Headhunters): most expensive method.
Evaluating Recruitment Methods
- Cost per Hire: total recruiting costs divided by the number of new hires.
- Time-to-Fill Rate: length of time it takes from job opening announcement to the start date.
- Diversity: extent to which applicants are similar or different from the current workforce.
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Description
This quiz provides an overview of the recruitment and selection process in human resource management. It highlights the importance of attracting high-quality candidates and selecting the right individuals based on specific criteria. Additionally, it covers human resource forecasting and methods for predicting workforce needs.
