CN340 Final Paper Assignment

Recruitment: It is the process of identifying and attempting to attract candidate who are capable of filling job vacancies appropriately (Kathryn M. Bartol and David C. Martin, 1988)

During my reach into the hiring issues at ABC Inc., it was found necessary to research and read more in today’s hiring process with the current job market. The following is an introduction of one specific company that recently requested a case study of a current internal hiring process that took place or did not take place. In this situation, a new campus recruiter was expecting to bring on 15 new hires to complete for orientation to work in the Operations department. When the operations supervisor contacted the new recruiter and checked on the status of the recruiting process, they were assured that all requirements would be in place.

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.

The recruitment process is multifaceted. Recruitment begins from the time an organization or human resources manager must determine a recruitment plan. A recruitment plan must include the avenues in which recruitment will be pursued. The recruitment process also includes shortlisting any qualified candidates from the responses, and the entire interview process (including multiple rounds of interviews). This aspect of human resources management is all about attracting the best and the brightest of candidates, convincing them that the organization is the best fit for their career aspirations, and capturing or finally hiring the candidate. This process is not only intended to fill a vacant position, but to also help build the strength of the organization overall.

Recruitment and selection process held an important role for building a strong sales force performance. This process requires the company to invest through human capital as an important resource. The objective of this process is searching for qualified candidates to fulfil the right positions and hopes that they can make long-run returns for the company. Even though there is no right or wrong way how the company chooses the right candidates for certain positions, every single step in recruiting and selecting candidates should be taken carefully in order to get the right person in the right position.

Locate the website of a company that employs people in your area. Based on the information displayed on the website, what can you tell about how the company recruits and selects employees? How does the information you located on the website relate to the information presented in this week’s reading assignment and lesson materials? Where else could you look to locate more information about the recruiting and selection process for this company?

Now that the definition of recruitment is clear it time to explore the different strategies that are used in the recruitment process. Kevin Ryan, successful CEO of Guilt Goupe, states, “Recruiting is so important that we intentionally overinvest in it” (Ryan, 2012, p.45). This statement shows how important recruitment is. Being a recent college graduate that landed a job fresh out of college within my field and now seeking work, I can say first hand that the recruitment process is not done in one certain way, but in a variety of ways. One of the most common ways to get recruited is by referral. Referrals take place when current workers of an organization inform their associates about job openings and recommend they apply. In certain instances, when there is an extreme

Recruiting can be viewed as a screening process. This is especially true during periods of high unemployment, when the job market is characterized by an oversupply of talent. Under these conditions, the recruiting function in an organization is to eliminate unqualified people as much as to seek out talent. To improve the quality of an overall recruiting process, each step of the process must be designed to maximize the probability that the candidate ultimately selected meets the expectations of the hiring manager. One way to do this is to maximize the chances that an unqualified candidate is screened out at each step. The following are some key areas in which to focus on quality (Ibid.).

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The next area of discussion of human resource management staffing is recruitment. Recruitment is the process of attracting people who might make a contribution to the organization. It is often stimulated when an existing employee leaves an organization or when the organization is expanding. So recruiting can be defined as the process of generating a pool of qualified applicants for organizational jobs (Mathis & Jackson, 2008). It is important that human resource managers understand labor markets.

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.”

According to Dowling and Schuler 1990 (as cited in Greenidge, Alleyne, Parris, & Grant, 2012) recruitment is the search for and acquisition of potential job candidates in sufficient numbers and quality. Now, in an age where skills shortage and an ever increasing demand for them is no longer news, the importance of the recruitment process comes to the fore, to the extent of looking at this process now as the McKinsey & Company 1997 report (as cited in Macky, 2008) coins it as `the war for talent '.

HR managers will be faced with the challenges of recruiting and retaining the right employees for their organization. The first step would be identifying your organizational culture and the cultural and skill competencies required for success. This will give the recruiters the guidelines by which to assess viable candidates. In developing these objectives for creating an effective recruitment process, we will have to have in place a process that differentiates us from other companies. This strategy for success will provide candidates with sufficient and correct information about job expectations. The following will be address as part of the strategy:

This essay will review the impact that the latest advances in technology have had on the recruitment and selection process. “Recruitment is the process of having the right person, in the right place, at the right time” and is crucial to organisational performance. Recruitment is a crucial activity, and a number of areas of a company are usually involved in the selection

The first article in this analysis was from the Small Business chronicles. Essentially, the author highlighted how important recruiting ideal candidates is, whether the organization is looking to fill a top executive position or an entry-level position. The article delineates several steps to find the best candidates, all as a part of building and following an effective recruitment plan. Basically, the author postulates that with the proper plan in place, the organization can proceed through the recruitment plan smoothly, finding the candidate that fits the position impeccably, without wasting time analyzing those who are unsuitable (Simmons, n.d., para 1). Essentially, the success of hiring the best candidate relies on a solid recruiting plan.