Podcast
Questions and Answers
What is the primary goal of recruitment?
What is the primary goal of recruitment?
- To ensure all open positions are filled by internal candidates.
- To minimize the organization's training costs.
- To reduce the workload of the human resources department.
- To find and attract qualified candidates who will accept a job offer if made. (correct)
Which of the following best illustrates the 'two-way street' aspect of recruiting?
Which of the following best illustrates the 'two-way street' aspect of recruiting?
- Companies alternate between internal and external recruitment strategies to keep things balanced.
- The company dictates the terms of employment, and candidates either accept or decline.
- Recruiting involves matching firms seeking to fill jobs with individuals seeking employment. (correct)
- Recruiters must convince candidates to accept offers while also adhering to strict company policies.
Why is it strategically important for organizations to invest resources into recruitment?
Why is it strategically important for organizations to invest resources into recruitment?
- It reduces the company's short-term costs linked to skills development programs.
- It can lead to a competitive advantage through human resources, benefits of diversity, and focus on employee development. (correct)
- It primarily boosts the morale of the HR department, which leads to higher productivity.
- It ensures compliance with diversity quotas, minimizing legal risks.
Which of the following is a key advantage of internal recruiting?
Which of the following is a key advantage of internal recruiting?
One potential drawback of internal recruiting is that it can:
One potential drawback of internal recruiting is that it can:
What is a potential disadvantage of relying solely on internal recruitment?
What is a potential disadvantage of relying solely on internal recruitment?
A key benefit of external recruiting is:
A key benefit of external recruiting is:
Which of the following could be considered a weakness of external recruiting?
Which of the following could be considered a weakness of external recruiting?
Which of the following represents a constraint on the recruitment process?
Which of the following represents a constraint on the recruitment process?
How do 'promote-from-within' policies primarily affect the recruitment process?
How do 'promote-from-within' policies primarily affect the recruitment process?
How might economic indicators constrain recruitment efforts?
How might economic indicators constrain recruitment efforts?
What role does job analysis play in the recruitment process?
What role does job analysis play in the recruitment process?
Which of the following best describes the role of an Application Tracking System (ATS) in recruitment?
Which of the following best describes the role of an Application Tracking System (ATS) in recruitment?
What is a primary purpose of a job application form in the recruitment process?
What is a primary purpose of a job application form in the recruitment process?
Which aspect of a job application form might make employment gaps or inconsistencies more apparent?
Which aspect of a job application form might make employment gaps or inconsistencies more apparent?
Why should the layout, design, and copy of a recruitment advertisement be carefully considered?
Why should the layout, design, and copy of a recruitment advertisement be carefully considered?
What is the defining characteristic of a blind advertisement in recruitment?
What is the defining characteristic of a blind advertisement in recruitment?
In recruiting, what factors primarily determine the cost of advertising?
In recruiting, what factors primarily determine the cost of advertising?
Besides digital recruiting and social media, what is another method that can be used for recruitment?
Besides digital recruiting and social media, what is another method that can be used for recruitment?
Which of the following is a key consideration when choosing recruitment sources?
Which of the following is a key consideration when choosing recruitment sources?
What should an organization consider when determining which recruitment methods to use?
What should an organization consider when determining which recruitment methods to use?
Why is 'cost per hire' an important metric for evaluating recruitment effectiveness?
Why is 'cost per hire' an important metric for evaluating recruitment effectiveness?
What does the 'offers to applicants ratio' indicate about a recruitment method?
What does the 'offers to applicants ratio' indicate about a recruitment method?
Which measure helps an organization understand the efficiency of its recruitment process in terms of time?
Which measure helps an organization understand the efficiency of its recruitment process in terms of time?
Why is 'quality of hires' an important metric to evaluate in recruitment?
Why is 'quality of hires' an important metric to evaluate in recruitment?
Flashcards
Recruitment Defined
Recruitment Defined
Finding and attracting capable individuals to apply for employment and accept a job offer.
Recruitment Process
Recruitment Process
A process that includes identifying job openings, reviewing job specifications, and determining recruitment methods.
Strategic Importance of Recruitment
Strategic Importance of Recruitment
Recruitment decisions profoundly impact strategic success, offering competitive advantages and benefits of diversity.
Internal Recruiting
Internal Recruiting
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External Recruiting
External Recruiting
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Constraints on Recruitment
Constraints on Recruitment
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Applying for a Job
Applying for a Job
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Recruitment Methods
Recruitment Methods
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Digital Recruiting
Digital Recruiting
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Choosing Recruitment Sources
Choosing Recruitment Sources
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Cost per Hire
Cost per Hire
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Quality of Hires and Cost
Quality of Hires and Cost
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Offer - Applicants Ratio
Offer - Applicants Ratio
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Time Lapsed per Hire
Time Lapsed per Hire
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Study Notes
- Recruitment is finding capable people to apply for employment and accept a job offer.
- It Includes purposeful and unintentional actions.
- Recruiting is a two-way street matching firms with jobs to people seeking jobs
- Recruiters are specialists within the HR department of large organizations.
The Recruitment Process
- Identify job openings.
- Review job specifications.
- Examine desired recruit characteristics.
- Determine recruitment methods.
- Obtain a pool of recruits.
- Maintain applicant interest during selection.
- Persuade chosen candidates to accept the job.
Strategic Importance of Recruitment
- Recruitment decisions profoundly affect strategic success.
- It creates a competitive advantage.
- It brings the benefits of diversity.
- It focuses on employee development.
- It allows for investing resources into recruitment.
Internal Recruiting
- Advantages - employees familiar with the organization, improvements to employee morale and motivation.
- Weaknesses - internal competition can reduce cooperation, prevention of creative solutions or possible turnover of employees not promoted.
External Recruiting
- Advantages - skills and knowledge that may not be available, generates newer ideas and novel ways of solving problems
- Weaknesses - newcomers may not fit, they take longer to learn about the organization and it can sometimes lower morale for current employees
Constraints on Recruitment
- Organizational policies, HR plans, and recruitment constraints are all factors.
- Environmental considerations and recruiter habits too
Promote-from-Within Policies
- These policies give present employees the first opportunity.
Compensation Policies
- These policies must adhere to stated pay ranges.
Employment Status Policies
- These policies include limitations against hiring part-time.
International Hiring Policies
- These policies entail foreign jobs that may need to be staffed with locals.
Human Resource Plans
- These plans help to determine which jobs should be filled by external recruiting vs. internally.
Diversity and Inclusion Programs
- These programs take into consideration employment equity programs.
Recruiter Habits
- A recruiter's past success can lead to habits.
Environmental Conditions
- Leading economic indicators, predicted versus actual sales, and employment statistics are all factors.
Job Requirements
- Job analysis information is useful.
Costs
- Identifying and attracting recruits is a cost.
Applying for a Job
- Applying for a job requires you to submit a resume.
- Application Tracking Systems are used for electronic applications.
- A job application form designates the information the recruiters would like.
- These forms may make education credentials and employment gaps more apparent.
Job Application Forms
- Personal data (name and contact info), employment status, education and skills, work history, references and a signature are generally required
Recruitment Methods
- Direct inquiries and employee referrals
- Advertising
- Common, effective method of seeking recruits
- A blind ad means the employer is not identified
- Layout, design, and copy should reflect the company image
- Cost is determined by advertisement size, modality, and location
Recruitment Methods (Part 2)
- Digital Recruiting
- Social Media
- Employment and Social Development Canada (ESDC)
- Private Employment Agencies
Recruitment Methods (Part 3)
- Professional Search Firms
- Educational Institutions
- Professional & Labour Organizations
- Canadian Forces
- Temporary-Help Agencies
Recruitment Methods (Part 4)
- Departing and Past Employees
- Job Fairs
- Contract Workers
- Recruitment Abroad
Choosing Recruitment Sources
- Consider the number of recruits needed.
- Consider the required skill level.
- Keep in mind what sources are available and what has worked in the past.
- Check that there is enough budget.
- Be aware of any labour agreements specifying recruitment options?
Evaluating Recruitment
- Cost per Hire - How much being spent per person hired?
- Quality of Hires and Cost - Quality of people hired from various sources.
- Offers - Applicants Ratio - What is the ratio between the number of job offers and total applicants for each recruitment method?
- Time Lapsed per Hire - What is the time taken to fill a position?
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