Transcript ch4_recruitment

HFT 2220
Recruitment
Recruitment
• More than posting “Help Wanted” signs
• The four facet approach to recruitment,
selection and retention
– Hire the right people
– Provide orientation
– Teach necessary skills
– Instill appropriate behaviors
The Pre-Recruitment Process
•
•
•
•
•
Review job analysis process
Identify applicable laws
What message do you want to convey?
What do you want to learn from recruits?
Recruit internally or externally?
The Pre-Recruitment Process
•
•
•
•
Where to recruit?
Select recruiters
Select and implement recruiting strategies
Establish evaluation criteria
– Applicants
– Recruiting methods
Internal Recruiting
• Advantages
– Improves morale
– Better assessment of
recruits
– Succession of
promotions
– Lower cost
– Reduces training costs
• Disadvantages
– Promotes inbreeding
of ideas
– Morale problems
– Political overtones
– Departmental gaps
External Recruiting
• Advantages
– New ideas
– See the “outside
world”
– Fresh eyes look
– Sometimes cheaper
– Avoid politics
– Advertising
• Disadvantages
–
–
–
–
–
Find a good “fit”
Morale problems
Longer job orientation
Lower productivity
Politics & personality
conflicts
Online Recruiting
•
•
•
•
•
Company website
Online resume databases
Online resume forwarding service
Employment classified ads
Chat rooms & network services
Safe Recruiting Practices
• Need to avoid discrimination or even the
appearance of such
• In all advertising and recruitment
materials, statements and questions must
have a “BFOQ”
What You Cannot Say
•
•
•
•
•
•
•
Specific age limits
Sex characteristics
Racial traits or characteristics
National origin
Religious preference
Physical characteristics
Geographic areas
What You Can Say
• One rule: All qualifications or
characteristics must be job related
– Write a clearly worded description of the job
you are trying to fill
– Write a list of specific qualifications or
characteristics essential for proper job
performance
– Word the ad to reflect both the job description
and qualification characteristics
Job Profile
• Job Description
– Clear statement of job objectives and the means for
achieving them
•
•
•
•
•
•
•
Position
Pay grade level
Reports to
Supervises
Primary tasks
Essential functions
Skills needed
• Recruiting Guide
– Tells you or anyone else what you are looking for in
an employee and why you need it
Americans with Disabilities Act
(ADA)
•
•
•
•
•
Title I
Title II
Title III
Title IV
Title V
Employment
Public services
Public accommodations
Telecommunications
Miscellaneous
Title I
• Requires that businesses provide “reasonable”
accommodations to protect the rights of persons
with disabilities in all areas of employment
• “Reasonable accommodation” – A modification
or adjustment to a job, employment practice or
work environment that enables a qualified
individual with a disability to participate in and
enjoy equal employment opportunity.
• Cannot create undue hardship
Disabled Person
• An individual who has
– A physical or mental impairment that
substantially limits one or more major life
activity
– Has a record of such impairment
– Is perceived as having such an impairment
What you Cannot do
•
•
•
•
•
Limit or segregate an individual
Use standards that discriminate
Exclude because of the disability
Fail to make “reasonable accommodation”
Use qualification standards unless they
are job related
• Require medical examinations
Questions to Avoid
•
•
•
•
•
•
•
•
History of mental health treatment
Listing of diseases or major illnesses
Disabilities, impairments or impediments
Hospitalization history
Days absent from work
Workers compensation history
List of prescription medicines
History of treatment for drug abuse or alcoholism
What you can do
• Use your best judgment in writing a
functional job description
• Adopt policies and procedures
• Adopt policies regarding health and safety
issues
• Adopt policies regarding drug and alcohol
use
• Post notices
Questions?