What is Recruitment?
This is the generation of an applicant pool to provide the required number of candidates for selection or promotion
What is Selection?
This is the choice of job candidates from previously generated applicant pool in a way that meets management objectives and legal requirements of jurisdiction
Why does Recruitment and Selection Matter?
- Valid, reliable, and legally defensible
-Not derived from “gut feelings” but rather than from empirical studies
- Inform standards and principles of professional associations
- Do not have to be perfect and are always evolving
- They can improve the performance of individuals and organizations
Talent Management Systems
This is reflective of the actions that we put forth. it is reflective of:
- Strategic HR Planning
- Training and Development
- Succession Planning
- Compensation and Benefits
- Performance management
- Career management
- Recruitment and Selection
What is Talent Management?
This is an organization’s commitment to recruit, retain, and develop the most talented employees. Part of talent management involves developing an employee’s career across the organization and knowing when suitable internal positions become vacant.
What is Human Resources Information Systems (HRIS)?
This is a computer-based system that tracks employee data, the needs of HR, and the requirements and competencies needed for different positions and jobs.
- Talent is often managed using HRIS
- Popular in large Organizations
Recruitment and Selection and Strategic Objectives
Vision, Mission, and Value Statement
- Vision statements convey an organization’s aspirations, describing a desirable future state that serves to guide the organizations’ behavior
- Mission statements convey the core purpose of the organization; they define the organizations’s business; and they are the guiding force that provides employees with a direction, purpose, and context for their activities.
- Vision and Mission statements lead to a set of values, captured in the principles or beliefs that guide an organization’s work.
Strategic Objectives
- More focused than vision/mission statement
- Help formulate organizational objectives, competitive scopes, and action plans (i.e., strategy)
- Guide the recruitment/selection process by honing in on the type of employee the company needs to hire, including their fit ,capabilities, and KSAOs (Knowledge, Skills, Abilities, and Other attributes)
What is Strategy?
This is a formulation or organizational objectives and action plans for achieving the organization’s goals.
Analyze the Environment
HR Managers must keep informed of changing factors within and outside of their organization that could impact their effectiveness in serving their organization’s strategic objectives, including:
- Employment law and government regulations
- Markets (domestic and global)
- Economic Climate
- Advances in technology: this would change the recruitment process. it changes the application and applicant process (unless the applicants are in house with you, there’s an option that the recruitment are using AI to answer questions). We have to be cognizant of technology in our work
- Workforce demographics: not only has this brought new skill sets to the workplace but it has also brought new challenges into the workplace as well.
Legislative Environment
- The Canadian constitution is the “supreme law” guiding the treatment of workers
- Protected groups under the federal legislation:
* Women
* Visible Minorities
* Persons with disbailities
* Aboriginal Peoples - Diversity improves organizational performance (LGBTQ2SIA+)
Legislative Environment & Discrimination
We cannot discriminate against current or potential employees with respect to protected non-job related characteristics. We should be able to embrace it to make jobs easier for the employee (wheelchair accessibility)
Global Competition
- More than half of what is produced in Canada is exported
- Global competition is high, and it increases when new players enter the market
- Global competition increases organizational costs: It makes HR key in finding new ways to be efficient in hiring and retaining employees.
The Global Marketplace
The global marketplace is putting pressure on everyone. E.g Hudson bay, they don’t get as many customers as they used to due to businesses like amazon and Temu. People are able to buy anything online and receive it with express shipping instead of having to go in the store. it puts pressure on institutions like Hudson bay.
it is all about where we position our people. Do we need people in the same places we currently have them? Do we need to redistribute them to other activities that are more revenue generating?
Economic Climate
- The economy has a major impact on staffing
- Booms bring skilled labour shortages, during which:
* HR places more emphasis on recruitment
* Companies may become less selective
* HR may rely on outsourcing and temporary workers - Slowdowns lead to cutbacks, wage freezes, and so on
Technology and the Internet
- Employers expect new hires to be computer literate and to be familiar with basic computer software
- Employers are using technology to a greater extent than ever before to recruit and select the best employees, including th use of the internet and AI
- The greater use of technology brings with it a greater concern for privacy and data security
Changing Workforce Demographics
- The Canadian working population is getting older, with fewer younger workers available to join the work force
- Mandatory retirement age legislation has been abolished in most Canadian provinces and territories: the work force will continuer to get older
- The Canadian work force is becoming increasingly diverse and more highly educated than work forces in the past
Types of Organization
- Public sector tends to have more formalized recruitment and selection systems
- Private sector procedures may vary by the type and size of the business or industry
Organizational Restructuring
- Technology is reducing the need for labour
- Increasing number of baby-boomers leaving the workforce
Redefining Jobs
Information era means workers are required to apply a wider range of skills to an ever changing series of tasks
Identify the Competitive Edge
Identify target applicants via an environment scan and tailor recruitment and selection toward them
Determine the Competitive Position
- Identify target applicants via an environment scan (where do we want our people to be) and tailor recruitment and selection efforts toward them
- Who are the employees you want? What KSAOs should they have to do the job effectively? How will you test for these KSAOs?
* The answers to these questions will formulate your hiring practices compared with those of your competitors
Implement the Stategy
- Strategies can be implemented via recruitment and selection actions plans
- These are the process by which strategies are turned into action, shaped by best practices.
*Develop recruitment strategy- Develop applicant pool
*Screen applicant pool
*Review and select job recipients - Evaluate the recruiting and selection fort
- Develop applicant pool
