Module 4- Recruitment Flashcards
(31 cards)
Recruitment: The Basics
Recruitment means finding and attracting suitable candidates to apply for employment
Before recruitment can begin, recruiters needs to be very familiar with the job requirements for the role to be filled, most HR departments will have a dedicated recruitment function, often called “talent acquisition”
Aim is to first establish a pool of suitable and interested candidates and subsequently select the “best” candidate
-In most cases, it is the quality not the quantity of candidates that matters!
-Too small a pool of candidates can be an issue later in the selection process
The time, costs and efforts required to fill an open position varies significantly and depends on the role
Rule of thumb: the more specialised the required skill set, the longer it takes and the more expensive it gets to hire the right candidate
Skill shortages in entire industries may make recruitment more challenging than in sectors with lots of supply of labour
Finally: recruitment is like dating – it is only successful if both parties agree that they are a good match
-Trend: increased scrutiny of company policies and practices by applicants
-Examples: environmental record, Board diversity, corporate social responsibility, sustainability efforts
**In practice: more than 80% (!) of all non-entry level jobs are filled through networking and not typical recruitment methods alone **
Recruitment cont
Most companies say their people are their most valuable asset
-recruitment ends when the candidate pool has been established and then selection starts (the best selection for the job is picked out of that pool)
Talent acquisition specialist- a recruiter
When does recruitment get tough?
-times of economic growth
-time of skill shortage can pose challenge for recruitment (ex. Tech talent – there is a shortage of people with these skills in Canada)
-it is easier to recruit In an economic downfall (recession) when unemployment rate is high and lots of suitable canadates on the market
Recruitment
Think of recruitment more like dating ; both parties (employer and candidate have to both like each other)
-millennial, gen z put more excrutment on employer (record for caring for environment, or diversity, etc.)
Recruitment does not work that well practically in a lot of companies
-research shows 80% of non entry level jobs in the private sector are not filled through traditional recruitment channels, they are filled through networks, word of mouth and personal connections (why important to build professional network when young)
Internal vs. External Recruitment
2 ways to recruit- externally or internally
-many companies have a policy to try to fill internally first
Internal
The Pro’s:
-Typically, faster and less costly
-Employee is known and knows the organisation
-Likely better understanding on what the new role requires
-Limited/no cultural adjustment needed
-Career opportunity for employees
-Increased morale and dedication
-No need to build internal network
The Con’s:
-No “fresh blood” in the organisation
-Depending on team dynamics can lead to not optimal outcomes (good professionals do not always make good managers)
-Reinforces existing structures (and biases)
External
The Pro’s:
-Brings in new perspectives
-Required skills may not be available internally
-Can improve diversity and inclusion
The Con’s:
-Takes time and can be expensive
-Union opposition
-Training costs
-Need to build internal network
-Takes longer to be “up to speed”
Issue in practice
external job ads despite of having an – already decided – internal candidate
Why use internal
-know organization already, established network, not need training on organizational requirements
Pro- don’t need painful it set up
Career opportunity- increase moral and productivity
Cons; no new perspectives, can backfire if internal candidate don’t have the skills for new roles (external one might be more qualified) –might not be good at managing roles
External
takes longer/ and longer for new person to settle into role
Pro- bring in new perspective/skills that might not be currently there
Companies
Unions prefer internal hiring first (consider them first)
Companies post jobs externally even of have internal one they want to give it to (waste of time)- might have policy to post online or feel obligation to
-might be formality to post – an honest manager would tell you that (if it was internal hiring- to prevent wasting time making application process, can informally ask)
What makes the Role of a Recruiter hard?
Unrealistic requirements by hiring managers
-“please find an approx. 30-year-old, with 2 Ph.D. degrees and 20 years of relevant work experience who is fluent in Mandarin and Swahili”
-“please find this person until yesterday”
Internal compensation policies
-Need to be sensitive to internal alignment
-Issue to find talent if employer lags the market on total rewards
-Limitations to offer starting salary significantly above midpoint even if still within salary range
External constraints
-Labour market conditions incl. unemployment rate
-State of the economy/business cycle
-Skill shortage for certain roles/in certain industries
-Legal limitations or difficulties (e.g. hiring of foreigners requiring a work permit)
-Actions by competitors (e.g. offering generous sign on bonuses)
Budget and other internal constraints
-Promote from within policies despite of lack of suitable internal candidates
-Union pressures
-Inadequate budget for recruitment function/insufficient internal support for recruitment function
Highlight:
Unrealistic expectation- number one source of frustration for recruiter ; “want young professional, 5 degrees, fluent in 4 languages, international work experience, willing to move and paid just a bit over minimum wage”- exaggerating
– her advice if see such a post just ignore it, shows that the organization has its house internally not in order
Red flag
requires something in job posting that cannot be needed in the role –
ex. Role of benefit manager –why would need knowledge of US plans – shows it was taken from somewhere else and not properly adjusted
-a company that cant get a job listing right is probably a company you do not want to work for anyways
Another challenge
compensation policies – difficult if company reflects the market– why would a qualified candidate apply for this role (won’t meet requirement for the price of the salary)
Traditional Recruitment Methods
-Employee Referrals
-Job Fairs
-Advertising
-Walk-ins & Write-ins
Walk-ins & Write-ins
Rarely done anymore
Applicants drop off their cv without applying for a specific job
Success rate likely low
CVs not customised for certain position
not very common anymore (“help wanted” sign) –cannot adjust Cv – not supper efficient/effective to find right talent
Advertising
Most common ‘traditional’ method
Can be targeted (e.g. professional journals, specific transit stops)
Might be expensive (e.g. TV)
Typically includes ads in newspapers, TV, radio, transit
can target specific audiences (certain locations, communities, etc.) –could do in language that is predominantly spoken in that area
Job Fairs
Allow fast interaction between numerous employers and candidates
Are now available on-line
Often targeted to specific audience
Effective method for recruiters to identify numerous candidates for different roles
entry level positions or certain audiences (like speed dating- quick and informal interactions)
-very efficient effective b/c large number of meeting in short period of time
Employee Referrals
Usually, quite effective
Potentially better fit between new employee and organisation
Some companies pay referral bonus
Drawback: may not attract diverse candidates
ask existing employees if they know someone who would be a good fit (employee could get referral bonus if they suggested one works out) – prof likes this method
-con- more of the same type of people – refer people who are more like themselves
Recruitment via Internet and Social Media (SM)
The Good
-Inexpensive
-Accessible 24/7
-Makes available positions known to a wide audience incl. abroad
The Bad
-Inaccessible for some groups
-ATS and their inherent issues
-Number of applicants can be unmanageable, relying on ATS leading to suitable candidates being weeded out
SM cont
Has seen a tremendous rise in recent years
Includes different forums:
-SM such as LinkedIn and Facebook
-Jobs boards, such as Monster, Indeed, Workopolis
-Career section at org. own webpage (usually most reliable)
Allows applicants to upload (generic) cv
Use of SM information on applicants unrelated to the job might be problematic from legal perspective
Internet/SM can be great tools if used responsibly
SM cont
Comes with a lot of challenges
Job posting on linkden or indeed or on their website may fall into this category
Good; literally reach a global audience, cheaper
Bad; leads to too many applicants (humans can’t handle anymore – application tracking systems- algorithms that decide who is best fit – system determines if even human should look at)– shown that ats leads to biases and leads to inequalities and discriminations – use tool to suggest certain improvements to make to cv- realized tool (lack of middle name- hurt job chances of prof)– be aware of limitation of ats do not solely rely on them
Other Methods of Recruitment
ESDC
-ESDC provides valuable resources for employers and employees alike
-As recruiter: post your open role on the Job Bank!
- Employment Agencies
-May be an option if employer has no capacity to do search
-Charge a fee (1 month salary)
-Quality of service may vary, usually not as sophisticated as headhunters - Headhunters (professional search firms)
-Do in-depth search and analysis of candidates via direct contacts
-Can be very expensive (at least 25% of annual salary)
-Often serve a specific market (executives, technical skills)
-Typically, very successful - Professional Associations
-Offer members posting of jobs on their website/newsletter
-For HR jobs in SK: CPHR SK, in ON: HRPA - Temporary Help Agencies
-Provide quickly talent on temporary basis, typically for lower-skilled roles
-Temp. agency remains the employer and charges a fee
