Professional Documents
Culture Documents
Referrals are people who are prompted to apply by someone within the organization.
Many direct applicants are to some extent already sold on the organization. They have done
homework about the company, self-selection.
In the war for talent, some employers that try to entice one new employee from a competitor will
often try to leverage that one person to try to entice even more people away. The term lift-out
has been coined for this practice of trying to recruit a whole team of people
Advertisements in Newspapers and Periodicals
The classified section of local newspapers is a commonly used medium.
Electronic Recruiting
Public and Private Employment Agencies
Human Resources and Skills Development Canada (HRSDC) helps unemployed Canadians find
work through its online Job Bank, located on the Service Canada website. It is a free public
service allowing employers and job seekers to connect online.
Public employment agencies such as the HRSDCs Job Bank serve primarily the blue0collar
labor market; private employment agencies perform much the same service for the white-collar
labor market. However, private charge the organization for the referrals.
One type of private employment agency is the executive search firm (ESF). These agencies are
often referred to as headhunters.
Colleges and Universities
Evaluating the Quality of a Source
Yield ratios express the percentage of applicants who successfully move from one stage of the
recruitment and selection process to the next.
Recruiters
The recruiter often gets involved late in the process. Recruiters characteristics and behaviors
seem to have less impact on applicants job choices than we might expect.
Recruiters Functional Area Some studies indicate that applicants find a job less attractive and
the recruiter less credible when he is an HRM specialist.
Recruiters Traits Two traits stand out when applicants reactions to recruiters are examined
warmth and informativeness.
Recruiters Realism
Enhancing Recruiter Impact Recruiters do not have much influence on job choice, but they can
have an impact. Recruiters can provide timely feedback. Recruiting can be done in teams rather
than by individuals.
The Selection Process
The recruitment process is complete once an adequate pool of qualified candidates have applied
for the organizations vacant position(s).
Selection is the process by which an organization attempts to identify applicants with the
necessary knowledge, skills, abilities and other characteristics that will help it achieve its goals.
Work-Sample Tests
Work-sample tests attempt to simulate the job in a pre-hiring context to observe how the
applicant performs in the simulated job.
Drawbacks are that they are job specific, so generalizability is low. They are relatively
expensive.
Assessment center is a process in which multiple raters evaluate employees performance on a
number of exercise.
Their criterion-related validity tends to be quite high.
Problem-solving ability stands out as probably the most important skill determined via this
method.
Honesty Tests and Drug Tests
Paper and pencil honesty testing was born from the ban of lie detector tests in interviews.
4 reasons why companies still try to use drug testing in Canada: 1) screening of job applicants
for ingestion of illegal drugs, as a condition of employment, 2) to see if impairment was the
cause of an accident near miss, or as a condition of return to work if prior history exists and the
employee is in a safety-sensitive position, 3) testing employees whose on-the-job performance is
suffering, if drug abuse is suspected to be the reason for poor job behaviors and 4) random drug
testing.
Compliance with the Law During Recruitment and Selection
There are at least 4 issues employers must pay attention to: 1) preventing discrimination against
applicants, 2) respecting the privacy of applicants, 3) increasing accessibility to the position for
all potential applicants and accommodating individuals with disabilities and 4) communicating
hiring agreements clearly.
To prevent problems, companies are well advised to be as inclusive as possible, and to extend
respect to applicants in every way, including:
1. Recruiting: Advertise job vacancies widely, using a variety of methods, in order to attract
a diverse number and type of applicants.
2. Selection: Train interviewers in advance to use valid and reliable interview questions.
3. Selection: Use only reliable and valid selection applicant testing methods
4. Selection: Respect applicants human rights and right to privacy
5. Selection: Manage risk Clarify the terms of an offer of employment in a confirmation
letter to the new employee.