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) 300-500 word reflection on: What concepts of human resources law does your organization employ and why are they beneficial to employees?
b) 300-500 word reflection on: How does your organization recruit applicants and how do they select successful applicants for open positions? Would you offer your employer any recommendations to enhance their recruitment and selection process? Human Resource Management
Recruitment and Selection
McGraw-Hill/Irwin
Copyright © 2013 by The McGraw-Hill Companies, Inc. All rights reserved.
Image credit: Getty Images
http://hrcouncil.ca/hr-toolkit/planning-strategic.cfm
Case study assignment: recruit and selection – job description, success profile, reporting relationship, performance management, etc.
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.
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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
© Copyright McGraw-Hill. All rights reserved
Performance is everything. It doesn’t matter how beautiful your plates are if you are the only one that can do it, it takes too long to prepare or no one is interested in what you are serving. Successful Organizational Performance, which includes profit, occurs when there is Effectiveness and Efficiency of the staff. We depend on the human resources department to recruit, hire and train enough skilled people to meet the company’s strategic goals. HRM works to ensure successful organizational performance by hiring the right people with the right skills at the right time
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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-recruiter-call-nikhil-saha
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Recruiting consists of any practice or activity carried on by the organization with the primary purpose of identifying and attracting potential emploees. It thus creates a buffer between workforce planning and the actual selection of new employees. The goals of recruiting includes encouraging qualified people to apply for the job and then selecting candidates who will be the highest performers.
Recruitment is:
The responsibility of the HR department
The process of finding and attracting the right people
Ensuring that the organization has staff who can contribute skills to fit the demands of the future.
Recruiting Methods
The key is to build your candidate pool before you need it
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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
JOBS
JOBS
5-6
Recruitment Sources—Since recruitment sources are unlimited, an organization must decide how to reach the best sources of potential employees.
Internal versus External Sources—Relying on internal sources is useful since employees are well known and are knowledgeable about the organization and jobs. However, there may not be enough internal recruits
2. Direct Applicants and Referrals
a. Direct applicants are people who apply for a vacancy without prompting from an organization.
Referrals are people who are prompted to apply for a vacancy by someone within the organization, such as a friend or neighbor.
3. Advertisements in newspapers and periodicals – Typically are less effective than direct applicants or referrals and are more expensive.
4. Electronic Recruiting – The growth of the information highway as opened up new vistas for organizations trying to recruit talent such as social networking sites., niche boards, search engine sites as well as job boards.
5. Public and Private Employment Agencies—Agencies will search their computerized inventory of individuals searching for work for an organization at no charge.
6. Colleges and universities are an important source for entry level professionals. To increase effectiveness, organizations employ internship programs to get early access to potential applicants and to assess their capabilities directly.
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
Providing internal opportunities for current employees to get promoted positively boosts morale and makes your current staff members feel that their talents, capabilities, and accomplishments are appreciated. Always post positions internally first. There is nothing worse that when an outside person is hired into a position that a few internal staff could have easily filled: it serves as a signal to the staff they they are not valued.
A great way for a company to attract new George Brown College culinary management graduates would be for their HR team to:
Post a job ad online
Use a headhunter who understands your HR needs
Post a job ad directly with the GBC career services centre
*Invite students to an exciting culinary demo by one of the chefs so they can learn more about what the restaurant is all about
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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
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A 2017 study of Canadian organizations revealed that 4 in 10 positions are filled by internal staff. For senior executives as well as service and production-level jobs, 50% of the positions were filled by internal candidates.
Benefits of hiring internally are:
It generates applicants who are well known to the organization
The applicants are relatively knowledgeable about the job vacancy, which means they will not have unrealistic expectations about the job
Lower training expenses
Improvement of morale for existing employees
An increased ability to predict the new employee’s success
A benefit of external recruiting are:
An introduction of new ideas and ways of solving problems
It helps employees build a career with the company rather than just holding a job
Campus Recruitment
Career Fairs
Guest Lectures/Demos
Information Sessions
Networking Receptions
Social Media
Scholarships
Externships
Apprenticeships
Campus Recruitment is becoming more important every day. In fact, according to AfterCollege’s 2016 Student Career Insight Survey, career fairs are the third most popular way that new grads find career opportunities (behind job boards and employer websites). A study from 2017 showed that on-campus recruiting was utilized by half of all employers.
The job market is more dependent on young talent than ever before. Millennials, in fact, are now the largest generation in the Canadian workforce. And as Canada’s labour force ages (the country now has more people over the age of 65 than under 15), the demand (and competition) for young college-educated talent will only increase.
Strategies for campus recruitment include :
Get Your Best People to Engage With Students
Go Where the Students Are – Social Media platforms such as Facebook and Instagram are now essential
Make the Application Process Easy and Engaging
https://hbr.org/2014/03/how-companies-can-attract-the-best-college-talent
https://hbr.org/search?term=sanjeev+Agrawal
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#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
McGraw-Hill/Irwin ©2012 The McGraw-Hill Companies, All Rights Reserved
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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-characteristics.jpg
Millenials are the largest generation in history.
True
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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
http://www.businessnewsdaily.com/1367-millennial-generation-demographic-portrait.html
What Do Millennials Really Want at Work? The Same Things the Rest of Us Do
Bruce N. Pfau https://hbr.org/2016/04/what-do-millennials-really-want-at-work
The Human Capital Edge, 2002, Ira Kay and Bruce N. Pfau
Millenials want career development, they want to work somewhere that is diverse, inclusive, open-minded. They want a caring management and for the company they work for to be involved in a cause.
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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.
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Hospitality Recruiters
Lecours Wolfson http://www.lecourswolfson.com/wp/
Profile Hospitality Group
Profile Hospitality
Many companies use an outside consulting specialist known as a recruiter or talent advisor in order to recruit and select candidates for key roles. The job of a recruiter is to match the right person to the right job. The recruiter is responsible for assessing the knowledge, skills, abilities, and other traits of a candidate that will meet the requirements of a job. To be a true “Talent Advisor,” recruiters need to spend most of their time interacting with candidates and hiring managers to ensure the right person is hired for the job. Recruiters are not only responsible for the careers of their candidates but they are also responsible for the productivity and success of the companies they are recruiting for.
There are dozens of hospitality recruiters in Toronto. If you have a profile on LinkedIn I strongly suggest that you try to connect with as many recruiters as possible. As you update your profile with new professional experience, recruiters will contact you to see if you are interested in positions your experience matches. I personally tend to ignore my LinkedIn feed with its neverending updates of the profiles of my contacts, but a recruiter is specifically looking through this information every day in order to keep a good roster of candidates who may pair well with a company they represent.
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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
In addition to creating job descriptions, it’s important to develop a “success profile” of the ideal employee for key positions in your company that are critical to the successful organizational performance. These might include such positions as team leaders like chefs de partie, sous chefs, chef de cuisine and executive chefs.
To accomplish that goal, you need to identify any skills and attributes that are common in top performers. Using this information, you’ll be able to develop a profile to help you select the candidates most likely to succeed in that position. You can’t tell if you’ve found a match if you’re not matching candidates against a specific profile. Later this job description or success profile will become the basis of a valuable performance management tool to use with the candidate hired for a key role.
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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
http://hiring.monster.com/hr/hr-best-practices/recruiting-hiring-advice/job-descriptions/server-job-description-sample.aspx
Post it in relevant communities
“If you have a specialized need, find a LinkedIn group that corresponds to that need and open up a discussion. This will attract people in that field. Referral is the best way to get a higher quality candidate.” – Mark Frietch, president, Frietch Consulting Group [15 LinkedIn Groups Every Entrepreneur Should Belong To ]
Don’t use an outdated template
“Don’t go back to the original posting that was used to hire the current employee in the role and just send it out. There is oftentimes a sense of urgency about trying to fill a position when someone quits. Instead of using the posting that you used to hire the current employee, take some time to think about how the position has changed since this person took the role. What do you need now? What will you need moving forward?”– Liz D’Aloia, CEO, HR Virtuoso Company
Don’t just list requirements
“Top candidates want to understand how a position will impact their career, challenge them and add skills. A boring list of requirements doesn’t accomplish any of that.” – Stephanie McDonald, owner, Hire Performance
Explain your company’s values
“High performers try to figure out whether your business shares their values. They want to understand your products and what you stand for. Your ad needs tell them that. The first few sentences need to capture the candidate’s attention. Like any effective sales pitch, make it about them and their interests.” – Rebecca Barnes-Hogg, founder and CEO, YOLO Insights
Ask for skills, not experience
“Skills trump experience. Be clear about the specific skills a candidate will use in their new job. Focusing on experience alone may eliminate the candidate with the best skills which you can grow and develop in favor of a more experienced but mediocre performance.” – Steve Langerud, workplace consultant, Steve Langerud & Associates
Watch your tone
“Write in a tone that reflects your organization’s brand. If you’re looking for someone who’s creative, just writing ‘seeking a creative individual’ [is] meaningless unless your job description is creative. Especially in smaller organizations, if you don’t walk the walk, the best candidates will recognize that your organization is not creative, just really good at inserting random keywords in their job descriptions.” – Joseph Terach, CEO, Resume Deli
Make it quick and easy to read
“Make the job post scannable. Most job seekers are scanning. They are on the hunt for the right job and will look at a job post and scan the details before deciding to apply, or to ignore it. By organizing key responsibilities with bullet points, the readability of the post will increase and catch the attention of the right people. In addition to bulleted lists, it’s also a good idea to separate sections with descriptive headers that allow a potential applicant to scan the important facts as quickly and easily as possible.” – Steve Dempsey, VP of recruiting, Aquent
Avoid business jargon
“Not every great candidate will know the ins and outs of your business before reading your job description. Don’t assume that they’ll know industry lingo or abbreviations. Spell those things out and provide plenty of context about what your company actually does.” – Shayleen Stuto, talent coordinator, TechnologyAdvice
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