Day 1 – Afternoon Presentation

Day 1 – Afternoon Presentation • Recruiting – selecting the best • Retention • Rouse • Re-Developing Skills

Recruitment Recruitment is the process of finding and attracting capable individuals to apply for employment.

However, Recruitment Recruitment is far more than just getting people to apply for jobs, and success in recruitment is not simply measured by the number of applicants received. The right type of applicants is far more important than the number of applicants.

Reflection time ... Think back to jobs you have applied for . . . What was the process like? What was good about it? What was bad? What lessons have your learned about doing a good job of recruitment?

Strategic Importance of Recruitment Function • Gaining competitive advantage from hiring well • Reaping the benefits of diversity management • Therefore, organizations need to invest resources into recruitment

Challenges • Cost (budget) • Employment equity programs (e.g. ethnicity, gender) • Recruiter habits (going to their School only for example) • Job requirements (skills)

Challenges (cont.) • Economic Conditions (e.g. Alberta) • Organizational policies • Promote-from-within-policies • Compensation policies • International hiring policies

Internal Recruiting Advantages • Employee is familiar with the organization and its culture • Lower recruitment costs • Employee is “known” to the firm; this improves the organization’s ability to predict the person’s success in the new job • Improves workforce morale and motivation

Internal Recruiting Weaknesses • Internal rivalry and competition for higher positions; can reduce interpersonal and interdepartmental cooperation • No ‘new blood’ is brought into the system, which can prevent creative solutions from emerging • Poor morale (leading to possible turnover) of employees who were not promoted

External Recruiting Advantages • Organization is able to acquire skills or knowledge that may not be currently available within the organization • Newer ideas and novel ways of solving problems may emerge

External Recruiting Weaknesses What would you do? • Newcomers may not fit in with the organization and into its culture • Newcomers take a longer time to learn about the organization’s culture, policies, and practices • Usually, hiring from the outside is more expensive • Lowered morale and motivation levels of current employees who don’t see any career growth possibilities within the firm

Recruiting Methods • Walk-ins and write-ins • Employee referrals • Advertising • Human Resources Development Canada (HRDC) – France? • Private employment agencies • Professional search firms • Educational institutions

Recruiting Methods (continued) • Professional / Labour associations • Job fairs • The Internet • Temporary help agencies • Departing employees • Open house • Non-traditional recruitment methods

Evaluating the Recruitment Function • Total number of applications received • Time required to get “good” applications • Time elapsed before filling positions • Cost per hire • Offers extended: number of applicants

Evaluating the Recruitment Function • Offers accepted / number of offers extended • Number of qualified applicants / total number of applicants • Performance rating of hires • Turnover of hires

What Gen X wants? • Want Good wages • Flexible work schedules • Benefits • Day care • Maternity & Paternity leave • Medical insurance • Portable retirement savings (move among employers)

Generation NEXT? • What are you looking for in your job? • Small group discussion

Group Task – time – 1 hour Getting Better applicants • Tell Jennifer and Pierre what they are doing wrong. • Tell them what to do (make a list of recommendations). • Internal / external? • Where to look for candidates? • What should the mix of benefits / salary / culture be as they recruit?

Case Summary • Jennifer and Pierre own a company • High Tech • Seven positions to hire for • Large Ads / Monster.ca / Colleges • Poor response • What to do?

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Day 1 – Afternoon Presentation