Advantages And Disadvantages Of Career Fairs

Considering the fact that I am not looking for a job in the St. Louis area I did not think the Career Fair would be very beneficial to me. However, I decided to take a chance and get all I could out of the fair and I honest believe I got more out of it than I expected. My only regret was that Scheffel Boyle was not there, because they are my top choice for where I want to start my career once I graduate with my MSA and I really wanted to talk to them.

Clapton Commercial Construction should begin the recruitment process by posting the available positions internally. When you promote from within there is a positive impact on employee morale. Employees feel the company compensates hard work for better opportunities and can inspire employees to work at a higher level of productivity. Internal recruiting is also associated with lower costs. The HR department can post the position on the intranet and bulletin boards throughout the organization versus the high cost of external postings (Root, 2015). If an external recruiting effort is launched prior to considering the talents, desires and future of the current pool of employees it may cost the organization more money in both short term and long term. Ultimately, for a successful internal recruitment process to occur, strong management support is critical (Cascio, 2013).

The method of recruiting has significantly changed over time. Today, there is less reading through stacks of resumes and more interacting with potential employees on a casual and formal basis. The method of job recruiting can include many different channels and practices. These methods can consist of practices such as attending job fairs, promoting from within, online and college recruiting, and referrals. Most recruiting methods are face-to-face interactions between the employer and potential employee. This gives the employers a chance to see the candidate in person, how they present themselves, and what they can bring to their company.

Jopwell is a recruiting firm which connects the minority job candidates with the Tech companies in Silicon Valley. The main issue faced by the Tech companies is that the referral candidates are not serving the purpose and they can’t find talented minority candidates suitable to their companies. The companies are aware of the benefits like increased financial returns by having diversity in their workforce. Jopwell is currently serving 45 companies by providing them a pool of thousands of talented minority candidates and has been successful in placing a significant number of candidates in these companies. The company is focussing on diversifying the whole organization by filling the non-technical roles as well like finance, marketing,

Recruitment agency: benefits of recruiting through an agency are, the agency work with the company’s requirements/specifications to filter candidates for interview process, the agency can be involved at interview stages. More time efficient and effective than a manager searching through a number of applicants and CVs.

Having the appropriate technologies are also important options to consider when providing recruitment services to outside companies. The goal of TalentSrch’s initiative is to offer consistent quality to their clients. This comes in the form of creating a great recruitment strategy and the use of internal and external online recourses to satisfy the client’s needs. TalentSrch uses several online sources to deliver their sources. Finding and attracting quality candidates is the key to the TalentSrch business model. In order to do that effectively the use of internal and external recruitment tools is needed. TalentSrch is able to use traditional sources such as Dice, CareerBuilder, Monster and Linked In to identify candidates. They also have a tool that no other company has, which is their internal

Organizations can use internal recruitment and external recruitment activities to find the best employees for a position. Describe these two approaches and provide one advantage for using each approach. (4 Marks)

The Career Fair Prep Party is on September 21, 2016 in the Ballroom of Atwood Memorial Center. It begins at 11am to 2:30pm. The fair is an opportunity that enable students to network and learn how to amaze employers by doing these four stations offer by the fair: Research, Introduction, Resume and Dress. Among the fair, there are employers coming from various industry and a few of alumni graduates employers as well. I attend the fair because I want to acquire skills of introducing myself to employers, how to research an industry, resume critique, and how to dress properly.

Many different avenues exist that can be utilized in the recruitment process. While traditional methods of recruitment such as newspaper advertisements employee referral programs are still be used, many companies, including Fortune 500 companies, are moving towards more technologically advanced avenues such as career opportunity pages on the company website, online job boards, social media, etc. The way an organization presents itself using any of these avenues is essential to the recruitment process as it is the only opportunity for the organization to attract

In conclusion, my attendance to this career fair was about what I expected given the fact I didn't think very many businesses would be offering internships to aspiring physician's assistants. One thing I wish the Business and Technology career fair had was hospitals or more medical related opportunities. Outside that fact, I would say my overall experience at the fair was a positive

The problem is that utilizing technology based recruiting (including Social Networking Sites and Applicant Tracking Software) for selection of candidates may result in a detrimental fit between employee and organization. When considering organizational fit; “The concept Person-Organization Fit (POF) deals with the congruence between the employee’s own personal values and the values of the organization, according to the employee’s perception” (Farooqui & Nagendra, 2014, p. 123). These limitations could culminate into a poor fit, resulting in diminished job satisfaction as well as poor job performance (Farooqui & Nagendra, 2014). The population that is affected by this problem is Human Resource (HR) management. The research will specifically focus on talent acquisition that will reduce problems through strategic recruitment.

Susan Ward(TB, 2016) talks about the different hiring shortcuts which are made available to new applicants which we find realistically speaking very modern and applicable to this new era of technology. Part 3 examines the different developmental stages in the recruitment process and how employers should go about it. We discuss new ways toward a better recruitment process and at the same time see the importance of incentives or perks to employees.

In addition, the employment process requires effective communication in terms of the messages to post via advertisements. This is because potential candidates will be attracted by the content of the messages displayed through the adverts. In light of the current technological advancements such as the Internet and social networks, human resource managers would want to utilize such channels to reach many potential candidates across the globe (Lugonja, 2011: 2). This calls for flexibility and willingness to invest in technology where adequate efforts have not been made. However, a multidimensional approach would work better since not all people can access the Internet. In a nutshell, the process of selection and recruitment involves looking for and motivating prospective employees to apply for available job posts. Being a negative process, selection entails scrutinizing the qualifications of candidates that have applied in order to choose only the best applicants for various jobs (Sharma, Khurana, & Khurana, 2009: 17).

The recruitment and selection process refers to where organisations use various methods in order to generate a pool of candidates that are suited to the job at hand and align with the organisations goals. With technology being used and relied on by many in the business world, it is important that organisations stay relevant by implementing both web-based applications methods and scientific tests to attract the best possible people for the job. These both have their benefits and negatives when used in the recruitment and selection process, but with some modifications, they would further aid organisations to attract the best possible employees to fit into the job.

Employers are short changing themselves, their companies, their current employees, and their applicants when a good candidate is selected instead of a great one, simply because they have said enough buzz words in their interview. The interview portion of the process can even possess unreasonable bias to the applicant. Hypothetical questions about working in teams and working with clients allow the applicant to filter themselves, saying only what they think the employer wants to hear, focusing on strengths instead of weaknesses. Applicants who work in sales and are used to the practice of pitching products and services, will have their own sales pitch prepared and be ready to sell their product – themselves – as the solution to the employers hiring problem. Using social media when analyzing candidates can give an employer more unbiased information about applicants than the best resume or the longest interview.