Download Chapter One - Hanson Canada

PowerPoint Slides
to accompany
Prepared by Jody Merritt
St. Clair College
Revised by Mike Teed
Bishop's University
© 2010 by Nelson Education Ltd.
Chapter One
An Introduction to
Recruitment and Selection
© 2010 by Nelson Education Ltd.
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Chapter Learning
Objectives
After reading this chapter you should be able to:
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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
© 2010 by Nelson Education Ltd.
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Why Recruitment and
Selection Matters
The benefits of effective recruitment and selection
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Reduced turnover
Increased productivity
Increased profits
Help establish employee trust
© 2010 by Nelson Education Ltd.
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Why Recruitment and
Selection Matters
What are “Best Practices” in Recruitment and Selection
• Contribute to attaining organizational goals and objectives
• Use valid and reliable measures
• Legally defensible
© 2010 by Nelson Education Ltd.
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Why Recruitment and
Selection Matters
• 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
© 2010 by Nelson Education Ltd.
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Why Recruitment and
Selection Matters
• 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
© 2010 by Nelson Education Ltd.
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Why Recruitment and
Selection Matters
• 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
© 2010 by Nelson Education Ltd.
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A Systems View of HR
© 2010 by Nelson Education Ltd.
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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
© 2010 by Nelson Education Ltd.
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Recruitment and Selection
and the HR Profession
• Who does Recruitment and Selection?
– In-house human resource staff
– Management consulting firms
© 2010 by Nelson Education Ltd.
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An Introduction to
Ethical Issues
• Ethics
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Distinguishing between
• Right and wrong
• Moral from immoral
• Can and can not be done
© 2010 by Nelson Education Ltd.
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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
© 2010 by Nelson Education Ltd.
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Summary
• Effective recruitment and selection
– Contributes to organizational productivity and
worker growth.
– Carried out within the context of an organizational
system and external environment.
© 2010 by Nelson Education Ltd.
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