Attracting Talent and Recruitment, CIPD

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).

Recruitment can incur a very large cost to an employer, therefore, organizations try to uses the method of recruitment which will have the lowest cost impact to the organization for each candidate.

* Forecasting is an impartial strategic ingredient that will ensure apt base for reputable planning. Our forecast is always the first step in developing plans in running the business along with our future plans of growth strategies. With this tool, we are able to anticipate our sales within reason that then can allow for us to control our costs in conjunction with inventory which will then help us to enhance our customer service. Sales forecasting is a vital strategic tactic in our company’s methodology.

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.

An advantage of having an open recruitment is that it is important when needing large amounts of individuals must be hired. The disadvantage is that having so many applicants applying the right applicants for the job may be overlooked.

People from different cultural background work together can have positive effect, since they can provide various perspectives on solving problems, attracting consumers, and cooperating with fellow workers. These new and various ideas can help our company to promote and take step into an amazing future.

Advertisements are the most common form of external recruitment. They can be found in many places (local and national newspapers, notice boards, recruitment fairs).

According to Wright et al (2011) recruitment and selection are part of the human resource practices common within organizations in an effort to develop human capital, which is necessary for better production. Numerous scholars have discussed the issue in different contexts. Pramila (2010) discussed the issue of recruitment and selection in an Indian- based company. The article presents effective recruitment practices, which are valuable for organizations. Among the identified practices include internal recruitment, interviews, personality tests, employer references, succession planning, and newspaper recruitment. According to Najafi (2011) the most important aim is to achieve an improvement in their recruitment and selection. With information provided in this article, the researcher is able to advance a thorough understanding of the different issues on improving recruitment and selection processes within organizations.

Many factors contribute to a diverse workforce this maximises the potential of all employees, which benefits the organisation reaching its goals both internally and externally.

Similarly, positive images for an agency can be a selling point for job applicants, attracting applicants in general rather than for a specific position.

If internal recruitment is not an option / has been unsuccessful, companies will the need to advertise to a wider audience. An employer will need to decide which method of recruitment is most suitable for the role and organisation. Common recruitment methods include advertising on the company’s own corporate website, using internet based jobsites, recruitment agencies, local or national press, job centre plus or employee referral schemes. The CIPD resourcing and talent planning survey (2013) lists the top 5 methods of recruitment as,

Internal sources come from internal company that conducts the recruitment. Recruitment using these sources is relatively quick and inexpensive. Company does not need any advertisement, head hunter or any other form of recruitment that is costly.

But even this is not possible in case of a new product or innovation. A forecast of sales, demand, cash, requirements and several such business valuables are extremely essential for a business in order to be able to appropriately plan and conduct its operations in an effective and efficient manner. Yet, forecasts cannot be made accurately as there are several factors and changes in the current environment that leads to variations in forecasts and impacts or causes a manager to make changes in the forecasts.

The candidate’s success can only be determined once he or she has been employed by the organistaion.

Firstly, recruitment is the process of searching for candidates who will be qualified to meet the desired positions in the company. Figure 1.1 shows the four step process in recruiting potential prospects into any company. This process will determine the best means of hiring qualified employees. “Its purpose is to ensure that the required number of applicants with the required skills is generated at minimum possible cost; to eliminate poorly qualified candidates, thus improving the success rate of the selection process; and to help the firm meet its employment equity goals by attracting a diverse applicant pool.”