© 2010 by Nelson Education Ltd. PowerPoint Slides to accompany Prepared by Jody Merritt St. Clair College Revised by Mike Teed Bishop's University

© 2010 by Nelson Education Ltd.

PowerPoint Slidesto accompany

Prepared by Jody MerrittSt. Clair College

Revised by Mike Teed Bishop's University

© 2010 by Nelson Education Ltd.© 2010 by Nelson Education Ltd. 2

Chapter One

An Introduction to Recruitment and Selection


Chapter Learning Objectives

• 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;

• Be aware of which professional associations and groups in Canada have a stake in recruitment and selection;

• Become familiar with basic ethical issues in recruitment and selection; and;

• Understand how the rest of the chapters in this book work together to present a detailed picture of both the practice and theory of recruitment and selection in Canada

After reading this chapter you should be able to:

© 2010 by Nelson Education Ltd. 4

Why Recruitment and Selection Matters

The benefits of effective recruitment and selection• Reduced turnover

• Increased productivity

• Increased profits

• Help establish employee trust



What are “Best Practices” in Recruitment and Selection• Contribute to attaining organizational goals and objectives

• Use valid and reliable measures

• Legally defensible



• Best practices in recruitment and selection:– Reduce employee turnover and increase productivity

– Are responsible for up to 15% of a firm’s relative profit

– Correlate with an organization’s long-term profitability and productivity ratios

– Help to establish employee trust

– Improve the KSA’s of current/future employees



• Recruitment – 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.

– Achieve management goals and objectives, while meeting current legal requirements

– Examples: Internal postings, referrals, job advertisements



• Selection – Choice of job candidates from a previously generated

applicant pool in a way that will meet management goals and objectives as well as current requirements.

– Examples: Interview and cognitive ability test



A Systems View of HR

9


A Systems View of HR

• Two basic principles underlie the model presented in Figure 1.1 (p. 4)– HRM must carefully coordinate its activities with the

other organizational units and people if the larger system is to function properly

– HR managers must think in systems terms and have the welfare of the whole organization in mind


Recruitment and Selection and the HR Profession

• Who does Recruitment and Selection? – In-house human resource staff

– Management consulting firms


An Introduction to Ethical Issues

• Ethics – Distinguishing between

• Right and wrong

• Moral from immoral

• Can and can not be done


Human Resources and the Internet

• HR Information via the Internet– More HR information available on the net

• Academy of Management

• Canadian HR Reporter

• Human Resource and Social Development Canada

• See Notebook 1.3 (p. 13) for more examples


Summary

• Effective recruitment and selection – Contributes to organizational productivity and

worker growth.

– Carried out within the context of an organizational system and external environment.

Documents

© 2010 by Nelson Education Ltd. PowerPoint Slides to accompany Prepared by Jody Merritt St. Clair College Revised by Mike Teed Bishop's University