An Introduction to Recruitment and Selection

Chapter Learning Outcomes

After reading this chapter you should:

Appreciate the importance and relevance of recruitment and selection to Canadian organizations Know where recruitment and selection fit into the organization as a whole and the human resources management system in particular

2013 by Nelson Education

Chapter Learning Outcomes (continued)

Understand how changes in technology, global competition, changing labour force demographics, and increasing government regulation and societal pressures for conformity to ethical, environmental, and human rights standards have an impact on recruitment and selection

2013 by Nelson Education

Chapter Learning Outcomes (continued)

Be aware of which professional associations and groups in Canada have a stake in recruitment and selection Become familiar with basic ethical and professional issues in recruitment and selection

2013 by Nelson Education

Why Recruitment and Selection Matter

Best practices:
Involve the ethical treatment of job applicants throughout the recruiting and hiring process Result from HR professionals following the accepted standards and principles of professional associations Are legally defensible (e.g., Human Rights legislation) Reduce employee turnover and increase productivity

2013 by Nelson Education

Why Recruitment and Selection Matter (continued)

Are responsible for a firms relative profit Correlate with an organizations long-term profitability and production ratios Help to establish employee trust Improve the Knowledge, Skills, Abilities, and Other Attributes (KSAOs) of current and future employees, increase motivation, and retain high quality workers

2013 by Nelson Education

Class Activity
1.

What is your preferred career track in Human Resources? What professional associations would you join and what activities would you engage in?

2.

2013 by Nelson Education

Recruitment and Selection

Recruitment: the generation of an applicant pool for a position or job in order to provide the required number of candidates for a subsequent selection or promotion program

2013 by Nelson Education

Recruitment and Selection (continued)

Selection: the choice of job candidates from a previously generated applicant pool in a way that will meet management goals and objectives as well as current legal requirements

2013 by Nelson Education

 2013 by Nelson Education

10

Social/Economic Factors Affecting Recruitment and Selection

Global Competition Rapid Advances in Technology and Internet Changing Work-Force Demographics Economic Context Type of Organization Organizational Restructuring Redefining Jobs Best Practices

2013 by Nelson Education

11

Social/Economic Factors Affecting Recruitment and Selection (continued)

Global competition: index is based on economic, social, and political globalization

Increasing globalization has changed the level of competition

Rapid advances in technology and the Internet: employers expect new hires to be computer literate
Hiring through e-recruiting

2013 by Nelson Education

12

Social/Economic Factors Affecting Recruitment and Selection (continued)

Changing work-force demographics: abolition of mandatory retirement at age 65 creates less room for new entry-level employees
Economic context: supply and demand of jobs and people (e.g., economic booms, recessions)

2013 by Nelson Education

13

Social/Economic Factors Affecting Recruitment and Selection (continued)

Types of organizations:
Public sector: both federal- and provincialformalized recruitment and selection systems Private sector: may vary depending on the type and size of the business/industry

Organizational restructuring: workforce that is approaching retirement, flattening of organizations

2013 by Nelson Education

14

Social/Economic Factors Affecting Recruitment and Selection (continued)

Redefining jobs: workers need a wide range of skills in order to do their job Best practices: employers must have in place HR strategies for recruiting, identifying, and selecting employees who will contribute to the overall effectiveness of the organization

2013 by Nelson Education

15

A Systems View of HR

Two basic principles underlie the model presented in Figure 1.1 (p. 6)
Principle 1: HRM must carefully coordinate its activities with the other organizational units and people if the larger system is to function properly Principle 2: HR managers must think in systems terms and have the welfare of the whole organization in mind

2013 by Nelson Education

16

Recruitment and Selection Today 1.2

Professional Associations Involved in Recruitment and Selection:

Canadian Council of Human Resources Associations (CCHRA): http://www.cchra.ca Canadian Psychological Association (including the Canadian Society for Industrial and Organizational Psychology): http://www.cpa.ca

2013 by Nelson Education

17

Recruitment and Selection and the HR Profession

HR functions:
Must keep abreast of developments in their field through continuous learning Responsible for knowing the latest legal and scientific information related to R & S Responsible for implementing policies and procedures in accordance with accepted professional standards

2013 by Nelson Education

18

The CHRP Edge

There are six characteristics that define a profession:
1. 2. 3. 4. 5. 6. A common body of knowledge Agreed performance standards A representative professional organization External perception as a profession A code of ethics An agreed certification procedure

2013 by Nelson Education

19

An Introduction to Professional Issues and Ethical Standards

Ethics: the determination of right and wrong; the standards of appropriate conduct or behaviour for members of a profession; what those members may or may not do

2013 by Nelson Education

20

An Introduction to Professional Issues and Ethical Standards (continued)

Professional standards: provide guidance on how HR professionals should behave in certain situations including the use of employment tests

2013 by Nelson Education

21

Ethical Dilemmas

Applicant testing: ethical dilemmas frequently occur during the testing of job applicants with various selection tools
Employment interview: subject to the same set of regulations as any other employment test and must meet professional standards when used in making high-stakes decisions

2013 by Nelson Education

22

Ethical Dilemmas to Consider

You are an HR manager who is considering the use of a selection system. You know that it will do a good job at selecting the best workers, but it also screens out members of visible minorities at a rate much greater than that for the white majority.
(Continued on the next slide.)

2013 by Nelson Education

23

Ethical Dilemmas to Consider (continued)

1.

Should you use this system or try to find another that does not screen out so many members of visible-minority groups?
What if the new system does not do as good a job at selecting the best workers?

2.

2013 by Nelson Education

24

Useful HR Websites

Human ResourcesRelated Organizations

Academy of Management http://www.aomonline.org Administrative Sciences Association of Canada http://www.asac.ca American Psychological Association http://www.apa.org BC Human Resources Management Association http://www.bchrma.org Canadian Psychological Association http://www.cpa.ca Canadian Society for Industrial and Organizational Psychology http://psychology.uwo.ca/csiop
2013 by Nelson Education 25

Useful HR Websites
Canadian Council of Human Resources Associations http://www.cchra.ca Human Resources Association of New Brunswick http://www.hranb.org Human Resources Association of Nova Scotia http://www.hrans.org Human Resources and Skills Development Canada http://www.hrsdc.gc.ca Human Resources Institute of Alberta http://www.hria.ca Human Resources Management Association of Manitoba http://www.hrmam.org

2013 by Nelson Education

26

Useful HR Websites
Human Resources Professionals Association (Ontario +) http://www.hrpa.ca International Personnel Assessment Council http://www.ipmaac.org International Public Management Association for Human Resources http://www.ipma-hr.org Ordre des conseillers en ressources humaines agrs http://www.rhri.org Saskatchewan Association of Human Resource Professionals http://www.sahrp.ca

2013 by Nelson Education

27

Useful HR Websites
Society for Human Resource Management http://www.shrm.org Society for Industrial and Organizational Psychology http://www.siop.org

Human Resources Information Sources

Canadian Business http://www.canadianbusiness.com Canadian HR Reporter http://www.hrreporter.com Globe and Mail Report on Business http://www.reportonbusiness.com

2013 by Nelson Education

28

Useful HR Websites

HR Focus http://www.hrfocus.co.za HR-Guide.com http://www.hr-guide.com HR Magazine http://www.shrm.org/hrmagazine

HRN Management Group http://www.hronline.com

Occupational Outlook Quarterly Online http://www.bls.gov/opub/ooq/ooqhome.htm People Management http://www.peoplemanagement.co.uk Statistics Canada http://www.statcan.gc.ca Workforce Management http://www.workforce.com

2013 by Nelson Education

29

Summary

Effective recruitment and selection are important because they contribute to organizational productivity and worker growth
Recruitment and selection play an essential role in contemporary organizations

2013 by Nelson Education

30

Summary (continued)

It must be carried out within the context of an organizational system, as well as that of the external environment
Professional associations and groups exist to help HR professionals and their clients through ethical codes/standards of practice Codes of ethics are important to HR as it continues to develop as a profession
2013 by Nelson Education 31

Discussion Questions
1.

How can HR professionals demonstrate that they add value to a companys bottom line?
What are possible consequences of using poor or outdated recruitment and selection practices?

2.

2013 by Nelson Education

32

Discussion Questions (continued)

3.

What are the advantages of obtaining a professional designation such as CHRP? Discuss the impact that current socioeconomic conditions are having on recruitment and selection practices.

4.

2013 by Nelson Education

33