MBA People - M3.1 Recruitment - M 3.1 | Recruitment and...

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M 3.1 | Recruitment and Employee Selection Recruitment | Notes STRATEGIC RECRUITMENT | Get me a men who is willing and able to do the job well. Recruitment is the process of attempting to locate and attract a pool of suitably qualified and experiences people to apply for existing or anticipated positions within an organisation.’ [Nankervis, et al., 2014, p.224] The sum of activities and processes that aim to provide a pool of qualified persons from which the successful candidate may be chosen.’ [Nankervis, et al., 2014, p 602] The Strategic Perspective - The direction that an organisation takes, its organisational culture and the competencies required, all lead to the type of attraction processes undertaken and the selection tools utilised. - Consideration of the mix of Baby Boomers, Gen X and Gen Y [and other generations?] - Differences in generation, gender, culture and work life balance - Attraction and selection should be strategic and dynamic in nature. What is recruitment? - It involves o Recruitment sources – where qualified candidates can be located [e.g. Universities] o Recruitment methods – specific means of attracting potential employees to the organisation [e.g. Open Days, Internet advertising] Recruitment - Is a form of economic competition? Organisations complete with each other to identify, attract and employ qualified human resources.
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M 3.1 | Recruitment and Employee Selection Recruitment | Notes - ‘People make the difference’ meaning recruitment is a key marketing tool for seeking a competitive edge. - Recruitment affects the organisations image as an employer and therefore its ability to attract the best people - Recruitment ‘ends’ [and selection ‘begins’] with the receipt of applications. Recruitment [continued] - Involves attracting qualified and interested applicants form within and / or outside the organisation - Recruitment is concerned with: o Meeting the organisation’s HR needs o Helping potential applicants decide whether they meet the job requirements, are interested in the job and want to join the organisation [self-selection] - For recruitment to be successful, each job may be clearly defined [ job analysis ] Attraction – key strategies - Employers of choice and ‘best’ employers demonstrate o Attracting the best talent o Work-family and work-life strategies o Autonomous and meaningful work o Opportunities for learning and development o Fostering internal talent [BUT] o Be wary of making promises that they cannot keep [64% job seekers said they would leave] EEO in recruitment - Australian organisations have clear legal obligations to provide for EEO in the workplace - EEO legislation requires equal treatment for all members of the community and the elimination of discrimination [but is this enough? MD?]
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