Case Study Of TAG

The recruitment and selection process have different stage that all have to be to follow, to select the right candidates for the job vacancies.

Introduction The recruitment of new employees

Organizations are continuously looking for people with leadership skills, being able to outline and cultivate the right talent can enhance the company growth. For this reason, through the talent pipelines, talent management team ought to build strong associations with recruitment firms in enlisting external talent. The organization then reach out the other recruitment firms where they are able to recognize persuade and select the talent that is appealing to them, become a part of their organization. Building such a connection can reduce the time and resources when additional leaders are needed to fill the gap.

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.).

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.

This assignment will be investigating what constitutes “best practice” in recruitment and selection, and explain what strategies should be used to ensure the best qualified and most effective employees are selected. In particular this essay will focus on;

The professional recruiting industry is a challenging environment where radical transformations are occurring. New recruiting trends are emerging. Social media is also changing the landscape for hiring managers and human resource departments. With all the changes in the recruitment industry, to prioritize the job candidate by providing job applicants with the information is the most important thing based on their employment history, work experience, and career ambitions (About the Recruiting Industry). According to some sources, the "talent acquisition" or recruiting industry is valued at over 120 billion dollars if all services related to employers and job seekers are taken into consideration (About the Recruiting Industry).

The talent recruiting process has been facing a number of challenges in the present times because of a number of shortcomings. The IT industry is also spending huge sum of amount in the recruitment process in order to have the managed and improved recruiting services as well as consultants. According to the recent research data, the businesses are found to be spending around more than $3,300 per hire on the recruiting and this budget has also tend to increase with around 6 percent in the last year which eventually makes around $72 billion per year on a number of recruiting services, products and staff. There are also some of the biggest recruiting challenges which are being faced by the industries in order to seek the talent

Talent acquisition is defined as the “strategic approach to identifying, attracting and onboarding top talent to efficiently and effectively meet dynamic business needs” (Erickson, 2012). Talent acquisition has the unique role of ensuring job applicants not only have the right credentials for the job, but also have the right mentality for the job. In other words, the person who ultimately will be offered the job needs to ‘fit’ within the firm’s structure and culture.

Talent acquisition process will also be explained in detail in the project and further drawbacks will also be scrutinized in the talent acquisition process and any modification needed in the talent acquisition process will also be made.

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.”

The article contained several strengths and weaknesses. The strengths of the material were its step by step explanation of a successful recruitment process, its emphasis of the necessity to pool talented people, and its explanation of what potential resources to utilize when an organization needs to acquire human capital. The step by step explanation of a successful recruitment process was listed in numerical order and easy to follow. This would make it easy to implement and measure in an organization. The material also emphasized how important it is to pool talented people. I believe this is important for careful replacement and succession planning. This is important, because if a position is vacant it is not making the organization a profit. Therefore, it should be filled immediately. The explanation of what sources an organization can utilize to acquire human capital was resourceful and creative. The article explained the how important suppliers, customers, former employees, employment agencies and associates can be when a vacant position needs to be filled. It made me realize that talented people don’t always appear in the front office with a resume in their hand. And that existing relationships with others should be utilized to find talented prospective employees.

This would help to create a more detailed selection process to allow for a greater quality talent pool to select from.

This is a process of identifying the needs for a job, defining the requirements of the position and the job holder by adverting the position and choosing the suitable candidate for the job.

In terms of timeline, recruitment is conducted systematically, and based on a specific year-long schedule. This recruitment process is often referred to as “aotagai” (buying rice before it is harvested), because students are recruited far in advance of graduation. Recruitment is seen as the beginning of a long-term relationship between employers and individuals.