Here's a look at some recent offerings on the topic of recruitment and staffing. There are tips on developing a strategic staffing process, developing a behavioural interviewing system and answers to the complex employment questions facing employers. We take a look at a unique publication dedicated to best practices for employing people with disabilities who work from home and a guide to recruiting and retaining workers with mental illness. It wraps up with a CD-ROM that provides a step-by-step approach to writing job descriptions on the Web.
Strategic Staffing: A Practical Toolkit for Workforce Planning
By Thomas Bechet
329 pages, AMACOM (a division of American Management Association), (2002)
(212) 903-8316
www.amacombooks.org
A practical guide to setting a solid foundation for any staffing decision. Outlines a step-by-step process of
identifying and addressing the staffing implications of business strategies and plans, with a focus on:
•developing the strategic staffing process;
•implementing and supporting your strategic staffing process; and
•analyzing and applying the results of strategic staffing.
This book comes with full case studies and numerous examples, as well as a CD-ROM of strategic staffing templates and suggested overheads.
This is a resource that can be used by anyone in the organization looking to implement a strategic staffing plan or finding ways to make current practices more effective. Human resource practitioners will find in it an important tool in addressing a number of cross-functional solutions when developing targeted staffing strategies.
The Talent Edge: A Behavioral Approach to Hiring, Developing, and Keeping Top Performers
By David Cohen
212 pages, John Wiley & Sons Canada Ltd (2001)
(416) 236-4433
This book focuses on how to develop and implement a behavioural interviewing system that fits your organization:
•select talent that matches your organization’s values and exhibits the behaviours required for success;
•translate the knowledge of what top performers do into a better hiring system;
•discover how six HR practitioners have used a behavioural interviewing system to bring value to their organizations;
•increase your ability to accurately predict a candidate’s chances of on-the-job success by using the tools provided to meet your organization’s unique needs; and
•adapt the principles and techniques of behavioral interviewing into HR functions beyond selection: performance management, training, succession planning, coaching and career development.
This book is written for a variety of people in organizations. It will be of particular interest if you:
•are directly involved in the hiring process;
•want to gain a deeper understanding of how job requirements can be aligned with the organization’s values and goals leading to results; and
•are looking for behaviour-based dialogues, interviews and profiles in your work in recruitment and selection
Fairness in the Workplace
By Annelie LeGault, 3rd Edition, 237 pages, CCH Canadian Limited (2002)
1-800-268-4522
www.cch.ca
Series: HRWorks
A practical, hands-on guide to navigating complex employment questions facing employers:
•hiring: dealing with the human rights implications of hiring, firing and mandatory retirement;
•human rights: preventing complaints, the complaints process, damage awards, accommodation and undue hardship;
•harassment: sexual harassment, resolving harassment complaints, implementing proactive policies and office romances; and
•privacy and personal information: employee privacy rights in the workplace whether federally or provincially regulated, and an overview of the new federal privacy law.
Provides managers, supervisors and HR practitioners with reference material to ensure employment practices comply with legal requirements, and gives tips to manage fairly in pluralistic workplaces. A straightforward read for handling current employment questions in the Canadian workplace. The author is a lawyer with Fraser Milner Casgrain LLP.
Best Practices in the Home-Based Employment of People with Disabilities
59 pages, the Canadian Centre on Disability Studies
(2002) 204-287-8411
www.disabilitystudies.ca
A handbook based on a study conducted by the Canadian Centre on Disability Studies during 2000-2001:
•statistics on the numbers of Canadians working at home, and workers with disabilities;
•expanding your current pool of job seekers through best practices in accommodating, retaining, attracting and recruiting employees with disabilities;
•best practices for home-based workers with disabilities, including the benefits and challenges of working at home;
•legal issues;
•Web resources (telework, disability, assistive technology and accommodations, and taxation Web sites); and
•employee health benefits and dealing with complex problems such as absenteeism, drug testing and ensuring discrimination-free policies.
Employers, workers with disabilities, consumer advocacy organizations and researchers will find best practices and guidelines for the planning, implementation and maintenance of successful home-based telework arrangements involving workers with disabilities. Many of the suggestions are also relevant to all people working at home, not only those with disabilities.
Working Well: An Employer’s Guide to Hiring and Retaining People with Mental Illness
By Agnes Vandergang
48 pages, Canadian Mental Health Association (2002)
416-484-7750
www.cmha.ca
With contributions from patients, employers and various organizations, it’s a tool to assist all employers in the legal obligation to accommodate employees who have become seriously ill:
•an overview of the current context and information about mental illness, with legal trends and workplace implications;
•understanding mental illness;
•the business case for retaining people with mental illness and hiring persons with a psychiatric disability; and
•developing a disability management strategy.
It’s designed for Canadian employers concerned about retaining employees with a mental illness, and those actively seeking to hire people with disabilities. It is a guide to avoiding discrimination in terms of hiring and employment practices. An extensive list of resources and links will assist employers in developing or maintaining a progressive program for hiring and retaining people with mental illness.
Descriptions Now: The Fastest Way to Define Jobs and Hire Right
CD-ROM and User Manual
From Knowledge Point (A Division of CCH Incorporated) (2001)
www.knowledgepoint.com
The Web-like interface is user-friendly and provides a step-by-step approach to writing comprehensive job descriptions:
•write customized job descriptions by accessing sample jobs provided and their essential duties;
•quickly prepare effective job ads;
•generate behaviour-based interview questions; and
•link to online posting services with a comprehensive range of job-description related information on the Internet.
This product is geared to the U.S. practitioner or to U.S. operations. Assists with writing legally appropriate job descriptions, with a range of U.S. legal references and the ability to link online to current HR information. (Note: If the user has current knowledge of Canadian requirements or is willing to do some research, this would be a real time-saver for hiring, performance reviews, compensation, promotion, discipline and termination.)
Daryl Gauthier is the director of human resources at epost, an alliance between Canada Post Corporation, Bank of Montreal and Telus Corporation, that delivers the mail online for Canada Post. He can be reached at (416) 313-4181 or [email protected].
Strategic Staffing: A Practical Toolkit for Workforce Planning
By Thomas Bechet
329 pages, AMACOM (a division of American Management Association), (2002)
(212) 903-8316
www.amacombooks.org
A practical guide to setting a solid foundation for any staffing decision. Outlines a step-by-step process of
identifying and addressing the staffing implications of business strategies and plans, with a focus on:
•developing the strategic staffing process;
•implementing and supporting your strategic staffing process; and
•analyzing and applying the results of strategic staffing.
This book comes with full case studies and numerous examples, as well as a CD-ROM of strategic staffing templates and suggested overheads.
This is a resource that can be used by anyone in the organization looking to implement a strategic staffing plan or finding ways to make current practices more effective. Human resource practitioners will find in it an important tool in addressing a number of cross-functional solutions when developing targeted staffing strategies.
The Talent Edge: A Behavioral Approach to Hiring, Developing, and Keeping Top Performers
By David Cohen
212 pages, John Wiley & Sons Canada Ltd (2001)
(416) 236-4433
This book focuses on how to develop and implement a behavioural interviewing system that fits your organization:
•select talent that matches your organization’s values and exhibits the behaviours required for success;
•translate the knowledge of what top performers do into a better hiring system;
•discover how six HR practitioners have used a behavioural interviewing system to bring value to their organizations;
•increase your ability to accurately predict a candidate’s chances of on-the-job success by using the tools provided to meet your organization’s unique needs; and
•adapt the principles and techniques of behavioral interviewing into HR functions beyond selection: performance management, training, succession planning, coaching and career development.
This book is written for a variety of people in organizations. It will be of particular interest if you:
•are directly involved in the hiring process;
•want to gain a deeper understanding of how job requirements can be aligned with the organization’s values and goals leading to results; and
•are looking for behaviour-based dialogues, interviews and profiles in your work in recruitment and selection
Fairness in the Workplace
By Annelie LeGault, 3rd Edition, 237 pages, CCH Canadian Limited (2002)
1-800-268-4522
www.cch.ca
Series: HRWorks
A practical, hands-on guide to navigating complex employment questions facing employers:
•hiring: dealing with the human rights implications of hiring, firing and mandatory retirement;
•human rights: preventing complaints, the complaints process, damage awards, accommodation and undue hardship;
•harassment: sexual harassment, resolving harassment complaints, implementing proactive policies and office romances; and
•privacy and personal information: employee privacy rights in the workplace whether federally or provincially regulated, and an overview of the new federal privacy law.
Provides managers, supervisors and HR practitioners with reference material to ensure employment practices comply with legal requirements, and gives tips to manage fairly in pluralistic workplaces. A straightforward read for handling current employment questions in the Canadian workplace. The author is a lawyer with Fraser Milner Casgrain LLP.
Best Practices in the Home-Based Employment of People with Disabilities
59 pages, the Canadian Centre on Disability Studies
(2002) 204-287-8411
www.disabilitystudies.ca
A handbook based on a study conducted by the Canadian Centre on Disability Studies during 2000-2001:
•statistics on the numbers of Canadians working at home, and workers with disabilities;
•expanding your current pool of job seekers through best practices in accommodating, retaining, attracting and recruiting employees with disabilities;
•best practices for home-based workers with disabilities, including the benefits and challenges of working at home;
•legal issues;
•Web resources (telework, disability, assistive technology and accommodations, and taxation Web sites); and
•employee health benefits and dealing with complex problems such as absenteeism, drug testing and ensuring discrimination-free policies.
Employers, workers with disabilities, consumer advocacy organizations and researchers will find best practices and guidelines for the planning, implementation and maintenance of successful home-based telework arrangements involving workers with disabilities. Many of the suggestions are also relevant to all people working at home, not only those with disabilities.
Working Well: An Employer’s Guide to Hiring and Retaining People with Mental Illness
By Agnes Vandergang
48 pages, Canadian Mental Health Association (2002)
416-484-7750
www.cmha.ca
With contributions from patients, employers and various organizations, it’s a tool to assist all employers in the legal obligation to accommodate employees who have become seriously ill:
•an overview of the current context and information about mental illness, with legal trends and workplace implications;
•understanding mental illness;
•the business case for retaining people with mental illness and hiring persons with a psychiatric disability; and
•developing a disability management strategy.
It’s designed for Canadian employers concerned about retaining employees with a mental illness, and those actively seeking to hire people with disabilities. It is a guide to avoiding discrimination in terms of hiring and employment practices. An extensive list of resources and links will assist employers in developing or maintaining a progressive program for hiring and retaining people with mental illness.
Descriptions Now: The Fastest Way to Define Jobs and Hire Right
CD-ROM and User Manual
From Knowledge Point (A Division of CCH Incorporated) (2001)
www.knowledgepoint.com
The Web-like interface is user-friendly and provides a step-by-step approach to writing comprehensive job descriptions:
•write customized job descriptions by accessing sample jobs provided and their essential duties;
•quickly prepare effective job ads;
•generate behaviour-based interview questions; and
•link to online posting services with a comprehensive range of job-description related information on the Internet.
This product is geared to the U.S. practitioner or to U.S. operations. Assists with writing legally appropriate job descriptions, with a range of U.S. legal references and the ability to link online to current HR information. (Note: If the user has current knowledge of Canadian requirements or is willing to do some research, this would be a real time-saver for hiring, performance reviews, compensation, promotion, discipline and termination.)
Daryl Gauthier is the director of human resources at epost, an alliance between Canada Post Corporation, Bank of Montreal and Telus Corporation, that delivers the mail online for Canada Post. He can be reached at (416) 313-4181 or [email protected].
