1 / 20

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.

kalea
Télécharger la présentation

Day 1 – Afternoon Presentation

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

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

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

  3. 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.

  4. 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?

  5. 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

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

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

  8. 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

  9. 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

  10. 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

  11. 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

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

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

  14. 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

  15. 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

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

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

  18. 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?

  19. 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?

  20. Creative Ads

More Related