Group Staffing Consultation Project

• 7:00pm – 7:10pm: Administration Details / Questions • 7:10pm – 8:15pm : Recruitment and Applicant Screening with Exercise • 8:15pm – 8:30pm : Break • 8:30pm – 9:40pm : Recruitment Part II and Individual Reflection Exercise • 9:40pm – 9:50pm : Discussion / Questions AGENDA: November 1 st ADM 3333 Staffing Organizations ADM 3333 Staffing Organizations Sessions 1 – 7 STAFFING ORGANIZATIONS & BUILDING WINNING TEAMS Summary of Key Points to Date:

• Overview of Staffing Organizations • The challenges to building teams and retaining good people • Best practices in recruitment and selection • Challenges (and solutions) to selection • Social / Economic Factors affecting recruiting • CHRP Edge and Legal issues / balance with developing staff / teams • Job Analysis and effective, relevant interviews • Job Performance and criteria for staffing RECRUITMENT PROCESS Example: How to build a WINNING team? Copyright © 2016 by Nelson Education Ltd. 5 • Screening : the first step of the selection process; involves identifying individuals from the applicant pool who have the minimum qualifications for the target position(s) – Candidates “passing” this first hurdle then undergo more extensive assessments Applicant Screening Copyright © 2016 by Nelson Education Ltd. 6 • Minimum qualifications (MQ) : knowledge, skills, abilities, experiences, and other attributes and competencies deemed necessary for minimally acceptable performance in one or more positions; designed for making the “first cut” in screening job applicants; sometimes referred to as selection criteria Applicant Screening Copyright © 2016 by Nelson Education Ltd. 7 • Designated targeted groups : the four groups (women, visible minorities, Aboriginal peoples, and people with disabilities) designated in the federal government’s Employment Equity Act that receive legal “protection” in employment policies and practices because of their underrepresentation in the workplace Applicant Screening Copyright © 2016 by Nelson Education Ltd. 8 • Selection ratio : the proportion of applicants for one or more positions who are hired Recruitment, Screening, and Selection RECRUITMENT: Cirque de Soleil – the ENTIRE ORGANIZATION Copyright © 2016 by Nelson Education Ltd. 10 Figure 6.1: Recruitment as Part of the HR Planning Process Copyright © 2016 by Nelson Education Ltd. 11 • External Factors: The Labour Market – Labour markets and recruiting – Part -time labour markets and recruiting Recruitment Strategy Copyright © 2016 by Nelson Education Ltd. 12 Outsourcing • Outsourcing : contracting with an outside agent to take over specified HR functions Copyright © 2016 by Nelson Education Ltd. 13 • External Factors : – The Legal Environment – Systemic Discrimination – Diversity Recruitment Recruitment Strategies Copyright © 2016 by Nelson Education Ltd. 14 • Internal Factors : – Business Strategy/Plan – Job Level and Type – Recruiting Strategy and Organizational Goals – Describing the Job Recruitment Strategies Copyright © 2016 by Nelson Education Ltd. 15 • Timing of recruitment initiatives • Locating and targeting the applicant pool Recruitment Action Plan Copyright © 2016 by Nelson Education Ltd. 16 • Elements of a Recruitment and Staffing Action Plan 1. Develop a recruitment strategy 2. Develop the applicant pool 3. Screen the applicant pool 4. Conduct a review of job applicants 5. Evaluate the recruiting effort Recruitment and Selection Notebook 6.1 Copyright © 2016 by Nelson Education Ltd. 17 • Guidelines for Effective Recruiting – Ensure that candidates receive consistent and noncontradictory information about important features of the job and its environment – Recognize that the behaviour of recruiters and other representatives gives an impression of the organization’s climate, efficiency, and attitude toward employees Recruitment and Selection Notebook 6.2 Copyright © 2016 by Nelson Education Ltd. 18 Recruitment and Selection Notebook 6.2 – Ensure that all recruiting information and materials given to job applicants present accurate and consistent information – Present important information on the job and the organization to job candidates by several different, reliable, and credible sources – Give serious consideration not only to the content of information presented to candidates but also to the context in which it is presented Copyright © 2016 by Nelson Education Ltd. 19 • Person -job fit : when a job candidate has the knowledge, skills, abilities, or other attributes and competencies required by the job in question • Person -organization fit : when a job candidate fits the organization’s values and culture and has the contextual attributes desired by the organization The Person - Organization Fit Copyright © 2016 by Nelson Education Ltd. 20 • Internal Candidates • Internal Job Postings • Succession Plans/Replacement Charts • Human Resources Information Systems (HRIS) • Nominations Recruitment Sources for Internal Candidates Copyright © 2016 by Nelson Education Ltd. 21 Recruitment Sources for External Candidates • Job Advertisements • Newspapers • Professional Periodicals and Trade Journals • Radio and Television • Public Displays • Direct Mail Copyright © 2016 by Nelson Education Ltd. 22 • Open Houses • Job Fairs • Employee Referral • Networking • Walk -Ins • Employment Agencies • Other! Recruitment Sources for External Candidates Copyright © 2016 by Nelson Education Ltd. 23 Recruitment Sources for External Candidates • Service Canada Centres • Private Employment Agencies • Executive Search Firms • In -house Recruiters • Temporary Help Agencies As a recent graduate of a human resources program, how would you go about looking for a job? What do you need to think about in your job search? Copyright © 2016 by Nelson Education Ltd. 25 • Seeking entry -level technical, professional, and managerial employees • Placement services provided in the educational institutions • Well -established campus recruiting programs Recruiting at Educational Institutions Copyright © 2016 by Nelson Education Ltd. 26 • Internet recruiting : the use of the Internet to match candidates to jobs through electronic databases that store information on jobs and job candidates • Social networks : Internet sites that allow users to post a profile with a certain amount of information that is visible to the public E - Recruiting: Use of the Internet and Social Networks Copyright © 2016 by Nelson Education Ltd. 27 Copyright © 2016 by Nelson Education Ltd. 28 Copyright © 2016 by Nelson Education Ltd. 29 • Reputation of an organization is an important concern to job applicants • Corporate image predicts the likelihood of interest on the part of a job seeker • Familiarity with the company • Competitive compensation package Corporate Image and Applicant Attraction Copyright © 2016 by Nelson Education Ltd. 30 • Image advertising : advertising designed to raise an organization’s profile in a positive manner in order to attract job seekers’ interest Image Advertising Copyright © 2016 by Nelson Education Ltd. 31 • Interests and values : an individual’s likes and dislikes and the importance or priorities attached to those likes and dislikes • Job search : the strategies, techniques, and practices an individual uses in looking for a job The Organizational Context Copyright © 2016 by Nelson Education Ltd. 32 Figure 6.4: Matching the Candidate’s and Organization’s Perceptions: Job Offer Outcomes Copyright © 2016 by Nelson Education Ltd. 33 • Realistic job preview : a procedure designed to reduce turnover and increase satisfaction among newcomers to an organization by providing job candidates with accurate information about the job and the organization Realistic Job Preview Copyright © 2016 by Nelson Education Ltd. 34 Recruitment and Selection Today 6.7 • Behavioural Measures – Turnover • within 6 months • within 12 months • within 24 months – Absenteeism • Performance Measures – Performance ratings – Sales quotas – Performance potential Copyright © 2016 by Nelson Education Ltd. 35 Recruitment and Selection Today 6.7 • Attitudinal Measures – Job satisfaction – Job involvement – Satisfaction with supervisor – Commitment to organization – Perceived accuracy of job descriptions