An Introduction to Recruitment and Selection. © 2013 by Nelson Education2 Chapter Learning Outcomes After reading this chapter you should: ◦ Appreciate

Chapter 1An Introduction to Recruitment and

Selection

© 2013 by Nelson Education 2

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


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


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


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


◦ Are responsible for a firm’s relative profit◦ Correlate with an organization’s long-term

profitability and production ratios◦ Help to establish employee trust◦ Improve the Knowledge, Skills, Abilities, and

Other Attributes (KSAO’s) of current and future employees, increase motivation, and retain high quality workers

Why Recruitment and Selection Matter (continued)


1. What is your preferred career track in Human Resources?

2. What professional associations would you join and what activities would you engage in?

Class Activity


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


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



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

Social/Economic Factors Affecting Recruitment and Selection


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


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)



Types of organizations: ◦ Public sector: both federal- and provincial-

formalized 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




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


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


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

http://www.cchra.ca/

http://www.cpa.ca/


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

Recruitment and Selection and the HR Profession


The CHRP Edge

There are six characteristics that define a profession:

1. A common body of knowledge2. Agreed performance standards3. A representative professional organization4. External perception as a profession5. A code of ethics6. An agreed certification procedure


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

An Introduction to Professional Issues and Ethical Standards


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


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

Ethical Dilemmas


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.)

Ethical Dilemmas to Consider


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?

2. What if the new system does not do as good a job at selecting the best workers?


Useful HR Websites

Human Resources–Related 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

http://www.aomonline.org/

http://www.asac.ca/

http://www.apa.org/

http://www.bchrma.org/

http://www.cpa.ca/

http://psychology.uwo.ca/csiop


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

http://www.cchra.ca/

http://www.hranb.org/

http://www.hrans.org/

http://www.hrsdc.gc.ca/

http://www.hria.ca/

http://www.hrmam.org/


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 agréés http://www.rhri.org

◦ Saskatchewan Association of Human Resource Professionals http://www.sahrp.ca

http://www.hrpa.ca/

http://www.ipmaac.org/

http://www.ipma-hr.org/

http://www.rhri.org/

http://www.sahrp.ca/


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

http://www.shrm.org/

http://www.siop.org/

http://www.canadianbusiness.com/

http://www.hrreporter.com/

http://www.reportonbusiness.com/


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

http://www.hrfocus.co.za/

http://www.hr-guide.com/

http://www.shrm.org/hrmagazine

http://www.hronline.com/

http://www.bls.gov/opub/ooq/ooqhome.htm

http://www.peoplemanagement.co.uk/

http://www.statcan.gc.ca/

http://www.workforce.com/


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

Summary


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

Summary (continued)


1. How can HR professionals demonstrate that they add value to a company’s bottom line?

2. What are possible consequences of using poor or outdated recruitment and selection practices?

Discussion Questions


3. What are the advantages of obtaining a professional designation such as CHRP?

4. Discuss the impact that current socioeconomic conditions are having on recruitment and selection practices.

Discussion Questions (continued)

Documents

An Introduction to Recruitment and Selection. © 2013 by Nelson Education2 Chapter Learning Outcomes After reading this chapter you should: ◦ Appreciate