Advantages And Disadvantages Of Linkedin

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 objective is to address the needs and the concerns of the organization to develop an effective method to recruiting. This method must be beneficial economically, as well as, productive in recruiting the best possible talent needed. A strategy must be developed along with a guide that will be shared by all locations and at all levels. In creating this method, different forms of recruiting will be employed to ensure that the target audience is reached effectively.

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)

For this paper, I will specifically speak to the undergraduate recruitment and selection process at Liberty Mutual. It starts with HR Generalists working with the business to determine need, budget, job description, and specifications. Business provides information for HR to create the job profile in the company portal. Competencies are determined based on examination of previous employees’ performance in the same role. Typically, the key attributes possessed by all successful candidates make their way onto the job positing. In order to attract qualified candidates, recruiters attend information sessions, career fairs, and other networking events in partnership with colleges. Liberty also values internal employee referrals.

This report identifies and assess factors that affect an organisations approach to both attracting talent and recruitment and selection. It also identifies and explains benefits of attracting and retaining a diverse workforce, describes methods of recruitment and methods of selection.

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

Internal sourcing often lies at the core of an organization’s recruitment system and a lot of times current employees are usually considered first when a job becomes available particularly for organizations whose talent philosophy supports promotion from within, such as the company I work for, therefore making internal sourcing more effective than external sourcing. Due to the fact that current employees can quickly grasp the concept of the skills and information needed for the position once hired, a lot of companies try

Tata Consultancy Services ,headquartered in Mumbai is an Indian multinational company which provides basically three services: Consulting, IT services and business solutions .It operates in 46 countries and is ranked 40th overall company in the ForbesWorld’s Most Innovative Companies .The reason why I chose the topic “Talent Acquisition at TCS “ is because TCS is one of the largest private sector employers in India and since a few years it has been the largest IT recruiter in India and therefore I wanted to study how TCS manages to acquire and recruit the largest number of Indian IT employees .I have focused my research mainly for the post of System Engineer. Also the distinct feature of TCS is that it has become the top recruiter for women

Recruitment is seeking and attracting qualified candidates for a position in an organization. The process begins with determining that there is a need to be filled within the organization. Once the need has been identified a job analysis should be performed unless it has already been done, such as in the case of filling a vacated position. Once the organization has determined what the ideal candidate should include, candidates need to be sourced. In the past, sourcing potential candidates might have included a classified ad, notices in professional publications and word of mouth. In the current age, most large organizations use job networking services such as Linkedin, Dice, and Monster.com. Another way organizations find qualified candidates is by using temp agencies. The temp is hired as a contractor for a fixed period such as six or twelve months. This can be ideal for the company because they have an extended period to evaluate the candidate’s performance and fit within the company culture. Once the candidate has proven a good fit a job offer may be tendered or if not such a good fit the candidate will can be

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.

Global sourcing refers to sourcing employees across the world. This process requires developing, implementing, planning, and evaluation staffing strategies on a worldwide basis in order to make sure that organizations met their goals and objectives. Recruiting refers to an organization’s decisions and practices that affect the quantity or quality of candidates willing to apply or accept job offers. Nowadays, organizations use the term “human capital” that makes executives realize that the way they compete to recruit talents can make or fail their businesses. Moreover, the capacity to source (identify) and recruit (attract is very advantageous). In my paper, I will discuss some recruiting sources and sourcing methods, benefits and challenges. Global sourcing method has an external sourcing option called “Outsourcing” that is said to be the best solution for recruiting. Therefore, I will discuss what outsourcing is, its benefits and disadvantages.

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).

Having a functioning and efficient talent acquisition team is of vital importance to a firm. In a time where firms have to make quick decisions in order to remain relevant and profitable, availability of the right labor does not always keep up with the need. Not having a functioning talent acquisition strategy can be detrimental. It is essential that talent acquisition be accurate and timely as it “is the only function within HR that can destroy the business and HR” (Truitt, 2013). In order for the talent onboarding to be timely and successful, the search, vetting and hiring of talent will require appropriate acquisition actions. “The selection of tools, technology and outsourcing partners is a key element of a company’s talent acquisition strategy” (Erickson, 2012).

Current economic conditions are forcing many enterprises today to evaluate how they will manage current and future personnel needs. There continues to be an abundance of qualified external candidates yet their business models are increasingly becoming more complex. This dilemma is forcing the issue of whether to rely on external or internal recruitment, which is the subject of this analysis. Empirically-derived studies of the economics of each point to the value of internal candidates being able to build on their expertise and intelligence, and therefore make even greater contributions over time (Chan, 1996). The contrarian argument today is that having external candidates enriches the expertise and knowledge of the firm (Julia, Rog, 2008). There is more debate on this topic than many others in Human Resource Management (HRM) and talent management, and it has the potential to be divisive throughout organizations where one group of managers believes one is superior to another (Shafique, 2012).