Schwind07IM05 - Chapter 5 Recruitment 5 RECRUITMENT CHAPTER...

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Chapter 5 Recruitment RECRUITMENT CHAPTER OBJECTIVES After studying this chapter, you should be able to: Explain the strategic importance of the recruitment function. Discuss the constraints facing a typical recruiter. Identify the appropriate recruiting methods for different types of jobs. Design a job application form. List key measures for evaluating the effectiveness of the recruitment function. POWERPOINT ® SLIDES Canadian Human Resource Management includes a complete set of Microsoft PowerPoint ® files for each chapter. (Please contact your McGraw-Hill Ryerson representative to find out how instructors can receive these files.) In the lecture outline that follows, a reference to the relevant PowerPoint slide for this chapter is placed beside the corresponding lecture material. The slide number helps you to see your location in the slide show sequence and to skip slides that you don’t want to show to the class. (To jump ahead or back to a particular slide, just type the slide number and hit the Enter or Return key.) 5-1 5
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Part 3 Attracting Human Resources LECTURE OUTLINE (with PowerPoint ® slides) Recruitment Slide 1 Recruitment Defined Slide 2 The Recruitment Process Slide 3 Strategic Importance of Recruitment Slide 4 RECRUITMENT Finding new employees for the organization is a continuing challenge. Recruitment is the process of finding and attracting capable individuals to apply for employment Responsibility for recruitment usually belongs to the human resource department -- Recruiters: Specialists within the human resource department of large organizations who are responsible for recruitment THE RECRUITMENT PROCESS Identify job openings -- Human resource planning -- Requests by managers Identify job requirements -- Reviewing job analysis information i.e. job descriptions and specifications -- Requesting manager o Determine recruitment methods -- Usually more than one method is used to find suitable candidates e.g. school, college and university visits, advertisements, contacts with professional and labour associations, use of government agencies such as HRDC Obtain applications -- Recruitment process ends when a pool of recruits is obtained -- The right type of applicant is more important than the number of applications received Constraints -- Variety of constraints may be faced (discussed later in the chapter) STRATEGIC IMPORTANCE OF THE RECRUITMENT FUNCTION Recruitment decisions may have profound implications for the organization and its strategic success Gaining Competitive Advantage from Human Capital -- Highly skilled and motivated employees are a source of competitive advantage 5-2
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Chapter 5 Recruitment Internal Recruiting Slide 5 External Recruiting Slide 6 Reaping the Benefits of Diversity Management -- Diversity provides vitality and competitive advantage o Focusing on Employee Development -- Organization has a choice to develop and promote internal candidates or hire from outside Investing Resources into Recruitment
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This note was uploaded on 03/03/2011 for the course BUS 341 taught by Professor Smith during the Spring '11 term at Wilfred Laurier University .

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Schwind07IM05 - Chapter 5 Recruitment 5 RECRUITMENT CHAPTER...

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