HR Lecture 7.docx - Recruitment Building an applicant pool Constraints on recruitment o HR Planning o Legal considerations o Strategic considerations o

HR Lecture 7.docx - Recruitment Building an applicant pool...

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Recruitment - Building an applicant pool - Constraints on recruitment o HR Planning o Legal considerations o Strategic considerations o Organizational Considerations - Strategic Recruitment - Marketing and Branding - Sourcing hires - Evaluating recruitment efforts This week – no quizzes due, same as the smartbooks, you have 2 weeks to do them. - Can do review quizzes in connect – and various other studying things Today’s class – recruitment – strategic We want to talk specifically about strategic decisions recruiters need to make to do recruiting effectively We’ll briefly talk about legal issues Today, back in groups, for strategic recruitment plan Legal and Ethical Issues in Recruitment - Avoid asking questions related to prohibited grounds - Avoid using discriminatory workding in job advertisements o Difficult to claim that “Canadian experience” is a BFOR - Advertise widely using diverse means o Don’t rely on employee referrals (unless you already have a diverse workforce) - The ON Human rights commission has a great website with a lot of accessible information o They mention some important points / have an awareness campaign about requiring Canadian work experience, and they believe this is discriminatory. It’s hard to say that’s a BFOR – you can’t argue that Canadian work experience is not that different from US work experience, etc. They encourage employers to not require this, unless they have a very solid argument for why this is a requirement. o Also important that the requirements in an add are not inflated. One of the main examples is requiring a University degree, even when the job can be done without one. i.e. there was a police force requiring a university degree, but upon further searching, they found the degree was not intentional, but putting that in the add filtered out people from certain backgrounds, etc. and was screening out people who shouldn’t have been screened out.
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  • Fall '16
  • Strategic Recruitment, canadian work experience

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