LMP – Recruitment and Selection introduction

RECRUITMENT AND SELECTION

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INTRODUCTION

Managing
a successful company is a complex and often daunting responsibility. One of the
major challenges is the balancing act between managing the volume of sales with
having the right number of employees with the right skills at the right time.
For most Landscape Horticultural companies the ability to grow the business and
retain customers is dependent on the calibre and skill set of its workforce.

Maintaining
that workforce is an expensive proposition and necessary cost of doing
business. It is estimated that the average company’s cost (wages or salaries
and benefits) is over 25 percent of its total revenue.[1]
That percentage cost goes up if the employee leaves, as added costs are then
spent on recruiting, onboarding, training and managing.

The
starting point in ensuring quantity and quality of people match the business
volumes is the recruitment and selection process. Sourcing out and hiring the
right people for your company will take time and careful planning. It is well
invested time as it is critically tied into your business success. The
Landscape Horticultural industry has the added complexity of managing seasonal
volume of business, which impacts the ability to recruit and retain the best
calibre individuals. The industry is starting to experience a shortage of
skilled labour which puts greater focus on effective recruitment and selection
processes.

This
section is a practical guide that will assist fast paced, deadline driven
companies to implement or enhance existing recruitment and selection processes
with a systematic approach that works for supervisors/managers who are often
out on job sites.  Information and tools
are divided into the following sections:

RECRUITMENT

Legal
Considerations

a.     Compliance
to human rights legislation

b.    Application
form

Job
Descriptions and National Occupation Classifications (NOC)

a.     Purpose
of a job description

b.    Writing
job descriptions using NOC codes

Attracting
Candidates

a.     Writing
a job posting

b.    Resources
for recruiting applicants

SELECTION

Legal
Compliance

a.     Human
Rights Code

b.    Reference
checking and Personal Information Protection and Electronic Documents Act
(PIPEDA)

c.     Employment
contract and Ontario Employment Standards Act, 2000

Screening
Applicants

a.     Screening
resumes

b.    Interviews:
Steps in Conducting an Interview and Sample Interview Questions

Reference
Checking

a.     Steps
in conducting a reference check

b.    Sample
reference check form

Making
a Job Offer/ Offer of Employment Letter

a.     Procedures
in making an offer of employment

b.    Sample
Offer of Employment Letter