Human Resource

Human Resource Management Recruitment and Selection

McGraw-Hill/Irwin Copyright © 2013 by The McGraw-Hill Companies, Inc. All rights reserved.

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Learning Objectives • Discuss how to align company’s strategic direction with its HR

planning. � Maintaining competitive advantage with your human resources

• Describe various recruitment policies to make job vacancies more attractive. � Examine how to attract candidates � Analyze various recruitment methods to source job applicants

• List various sources from which job applicants can be drawn, their advantages, disadvantages and evaluation methods.

• Determine effective selection criteria for the best candidates � Steps in the selection process � The interview � Making the final decision

• Explain the needs and expectation of GEN Y in the workplace.

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Effectiveness + Efficiency = Successful

Organizational Performance

A measure of how efficiently and effectively managers are using organizational resources to satisfy customers and achieve goals.

3

Effectiveness A measure of the suitability of the goals an organization is pursuing and the degree to which they are achieved.

Efficiency A measure of how productively resources (including human resources) are used to achieve a goal.

Organizational Performance

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What is Recruitment? • The process of finding and

attracting qualified candidates to apply for employment

• Recruitment is the responsibility of the HR department

• Recruiting new staff with the skills and abilities that your organization will need in the future is essential

Source, Google image search: https://www.linkedin.com/pulse/you-making-right-recr

uiter-call-nikhil-saha

Recruiting Methods

The key is to build your candidate pool before you need it

Recruitment Sources

Internal Sources faster, cheaper, can be more certainty

External Sources new ideas & approaches

Direct Applicants & Referrals

Self-selection, low cost

Newspaper Advertising -

large volume, low quality recruits

Electronic Recruiting

Internet/Social Media

Public & Private Employment

Agencies - headhunters can be

expensive

Colleges & Universities

campus placement services

JOBSJO BS

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Recruitment Methods • Develop and hire internally - Provide promotional opportunities for

employees - boosts morale and contributions • Incentivize your employees for referrals • Have an active social media presence – post about good things

happening at your company – Include a Careers page on company website – be known as a great

employer • Use social media networking platforms

– LinkedIn, Facebook (Food & Wine Career Industry Navigator Toronto)…

– Campus recruitment - develop important relationships with schools - career fairs, develop apprenticeships and internship programs

• Use a recruiting agency/”headhunter” that understands your HR needs and the labour market

• Able to acquire skills and knowledge that may not be available within company

• Newer ideas and ways of solving problems may emerge

• Usually more expensive to train

• Employee is familiar with the organization

• Lower recruitment costs

• Employee is “known,” thereby increasing ability to predict success

• Improves employee morale & motivation

INTERNAL RECRUITING

Recruiting EXTERNAL RECRUITING

Campus Recruitment

• Career Fairs • Guest Lectures/Demos • Information Sessions • Networking Receptions • Social Media • Scholarships • Externships • Apprenticeships

#Millenials

Gen. Y vs. Gen. X

• Millenials/Gen Y: the generation of people born between 1981 to 1996

• It comes after Generation X — those people between 1961-1980

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Reserved

Generation Y Characteristics

• Largest generation in history • Most educated generation in

western history • Tech savvy • Global citizens - nomadic • Entrepreneurial • Progressive • Embrace diversity • Communicators • Impatient: expect instant

gratification, instant answers and services

Image credit: http://luckyattitude.co.uk/wp-content/uploads/2015/05/millennials-char acteristics.jpg

What do Millenials Want at Work?

The same thing as everyone else!

“Conventional wisdom holds that Millennials are entitled, easily distracted, impatient, self-absorbed, lazy, and unlikely to stay in any job for long. On the positive side, they’re also looking for purpose, feedback, and personal life balance in their work. A growing body of evidence suggests that employees of all ages are much more alike than different in their attitudes and values at work. To the extent that any gaps do exist, they amount to small differences that have always existed between younger and older workers throughout history and have little to do with the Millennial generation per se. Looking at the importance of six traits in a potential employer — ethics, environmental practices, work-life balance, profitability, diversity and reputation for hiring the best and brightest — CNBC found that Millennial preferences are just about the same as the broader population on all six.”

https://hbr.org/2016/04/what-do-millennials-really-want-at-work

How to Recruit Millenials Update your technology:

Engage in social media Have a mobile friendly site Video screening interviews - Youtube and video resume/profiles are the way of the future

Emphasize company culture - be a good corporate citizen, offer work/life balance, have transparent goals Highlight your perks:

Flexible schedule Desirable benefits and clear paths to advancement opportunities

Make it easy for them to learn more about you and your work environment.

Hospitality Recruiters

• Lecours Wolfson http://www.lecourswolfson.com/wp/

• Profile Hospitality Group http://profilehospitalitygroup.com/

Career Websites

• http://gbcareers.georgebrown.ca/home.htm • http://www.hcareers.ca/ • http://www.hospitalityjobs.ca • http://www.monster.ca/ • http://www.eluta.ca/ • http://toronto.en.craigslist.ca/ • http://www.indeed.ca

THE JOB DESCRIPTION

The Job Description

An effective job description is critical for every position and performs several important functions: • describes the skills and competencies needed to perform the

role • defines where the job fits within the overall company

hierarchy • It’s the basis for the employment contract • a valuable performance management tool used to create a

success profile

Key Parts of Job Postings

• Job title – accurately reflects the nature of the job and the duties being

performed – reflects the reporting relationship to other jobs in the company – is free of gender or age implications

• Duties • Skills and competencies • Relationships • Company overview • Salary

Duties • The job description contains a list

of the duties and responsibilities associated with the role.

• Descriptions of duties should be short in length and should be outcome-based, containing an action, an object and a purpose - ‘prepares all cold appetizers dinner menu.’

• The list should be made up of approximately 10-15 duties.

Image credit: Getty Images

Skills & Competencies Are Not the Same Thing

Skills are activities that the candidate can perform based on what they have learned in the past, or from qualifications they already have.

A skill is the ability to give effective presentations. A skill is something that can be learned through study and practice.

Competencies are the traits or attributes you expect the candidate to display in the role.

A competency, would be strong communication, which is a characteristic displayed by a person

When hiring, strong consideration is given to competencies such as leadership, teamwork, flexibility, communication and initiative.

Reporting Relationships

• Reporting lines clarify the responsibilities of the position by showing who the candidate reports to and who reports to them.

• An organizational chart is a good way to represent relationships in a job description, with vertical lines between boxes demonstrating reporting lines and horizontal lines showing working relationships.

Image credit: https://www.123rf.com/profile_leremy

Kitchen Organizational Chart

Image Credit: http://louzado.com/img/restaurant-kitchen-organizational-chart_0.bmp

Salary

A salary range should be included in the job description. It should be competitive with similar positions in other organizations and allow for variations according to education and experience levels.

Image credit: http://www.bankofcanada.ca/banknotes/bank-note-series/polymer/

Company Overview

• While a candidate should already know essential details about the hiring company, it is still useful to provide a description of the company.

• Include information about the company's mission, goals, key leaders and its significance in the industry.

• For a job description, choose a style that conveys your company's philosophy. The goal is to attract people who are the right fit for the position and the company.

While it is ideal that a candidate would already know essential details about the hiring company, it is helpful for potential applicants to have a description of the company (as written by the company) at hand. Include information about the company's mission, goals, industry and headquarters location. Other useful details could include the number of states and countries where the company is present, number of employees, annual sales and so on. While it is ideal that a candidate would already know essential details about the hiring company, it is helpful for potential applicants to have a description of the company (as written by the company) at hand. Include information about the company's mission, goals, industry and headquarters location. Other useful details could include the number of states and countries where the company is present, number of employees, annual sales and so on.

Copyright © 2013 by The McGraw-Hill Companies, Inc. All rights reserved.McGraw-Hill/Irwin

Selection

Watch the video

Selection

Selection: Placing candidates who are the right fit for your company in the right job at the right time.

The Selection Process

• Review of Application • Care taken to ensure applicant is

qualified and meets legal requirements

• Set up phone interview pre-screening

• Employment tests – Personality/Aptitude – Knowledge – Performance – Integrity – Attitude

Review & Screening

The Selection Process

Review & screening

Employment references – Discuss applicant’s work history – References may not be candid,

especially with negative information

Employment tests

Interview

Verification of references

Supervisors (not just HR managers) involved to increase quality of the hiring decision.

The Purpose of an Interview • The goal is to determine whether

or not a candidate is a strong match for the company and the job.

• The goal is to hire the best people possible always.

• The interview is a more in depth assessment of a candidate's qualities and experiences than the application/resume evaluation.

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Reserved

• Allows the employee to understand the job setting before the hiring decision

• Observation shifts show candidate: � Type of work � Equipment � Work environment/company culture

Steps in the Selection Process

Review & screening

Employment tests

Verification of references

Employment interview(s)

Realistic job previews

Hiring decision Marks the end of the selection process

Structured

Face-to-face interview: • Interviewers are looking for dedication, teamwork, leadership and who you are, your personal characteristics. Use your STAR stories.

• Behaviourally-oriented/S.T.A.R. • Behavioural description: past behaviour is the

best predictor of future behaviour • Situational--attempts to assess applicant’s likely future response to specific situations

Pre-screen: Phone or

Video

• Verification of key details of resume and candidate’s fit for position

• Rely on a predetermined checklist of questions • Prerequisite to moving to formal interview

Types of Interviews

The STAR technique

The Interview Process

3. Information exchange

1. Interviewer preparation

2. Creation of rapport

4. End Interview Discuss next

steps

5. Evaluation

The Interview

• Conducting the Perfect Job Interview

Read the article

Interviewer Errors • Arriving late and being unprepared • Fail to define a success profile for position • Fail to ask open-ended, accomplishment-oriented questions

– What do you consider to be the biggest accomplishments of your life and your career? Why?

• Not making candidate feel welcome • Not using a scorecard or writing down what the candidate actually

said: – helps you to grade every candidate objectively against criteria that are important

for the job – Click on hyperlink to see example of Interview Scorecard

• Stereotypes – Harbouring prejudice or hiring people like you or who make you feel

comfortable • Interviewer domination

– Let the candidate do most of the talking

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Reserved

Interviewee Errors • Arriving late • Dressing inappropriately • Making a weak first impression

– Open posture, smile and firm handshake convey confidence for a great first impression

• Failing to research the position and company • Having phone out during interview • Talking too much/too little • Badmouthing a former employer • Failing to ask the interviewer questions • Not updating your social media profiles

– Set social networking profiles to private, and display your education and experience on your public (LinkedIn, etc.) profiles

So, What Does Everyone Want at Work?

• Despite generation, race, or gender employees want the same things from work.

• Companies that create environments in which employees answer each of the four following questions with “Yes” are those most likely to win and retain the best talent.

Next slide

All employees consider the following when deciding whether to join, give their best effort or stay at an organization:

• Is this a winning organization I can be proud of? Employees want to be proud of the organization they work for. They want to work for a successful, high-performing company and for leaders with a blend of competence, integrity and vision.

• Can I maximize my performance on the job? Most employees want to be able to do a good job. That means working in an environment that will make the most of their skills and which provides the resources, information, authority and training necessary to be at their best.

• Are people treated well? People want to work in an inclusive environment where they are respected, valued and treated fairly. They want their opinions to count, and they want their contributions recognized and rewarded both financially and psychologically.

• Is the work itself fulfilling and enjoyable? Everyone wants to enjoy the work they do and the people with whom they work. They also want to derive a sense of meaning and purpose from what they do every day.