Activity 1
Introduction
In this report I will discuss factors that affect an organization’s approach to both attracting talent and recruitment and selection. My report will also include some recruitment methods and its advantages.
Benefits to the Organization of attracting and retaining a diverse workforce.
Currently, an increasing number of organizations are attempting to enhance inclusiveness of underrepresented individuals through proactive efforts to manage their diversity. Recruiting is a critical staffing activity for organizations, but its impact on the job seeker is poorly understood. Much remains to be learned about individual differences in reactions to recruitment efforts.
Improve business performance
Research findings
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Political-social- legal environment
Government regulations that monitor and ensure diversity, equality and fairness have direct impact on recruitment practices. Also, trade unions play important role in recruitment. This restricts management freedom to select those individuals who it believes would be the best performers.
The benefits of 3 different recruitment methods
On-line job advertisement
A large number of audiences can be attracted through online job board. Finding the appropriate candidates from a wide range of locations is much easier. Jobs are accessible 24 hours of the day, 7 days a week meaning candidates don’t have wait till 9am Monday morning ring up and apply, this also ensures higher response rate.
Recruitment agency
Recruitment agency can save time of the organizations by involving in the first step of recruitment process. Agency will have access to the best and talented candidates available in the market. Once organization develops a good relationship with recruitment agency future recruitment will run very smoothly
Internal recruitment
Promoting internal candidates to take any new position will have positive impact on staff’s morale. Staffs feel that their hard work has been recognized and they are capable of taking new responsibility.
The benefits of 3 different selection methods
Application Forms
This is most commonly used method to capture applicant’s details of education, work history, other interests. Application form
Recruitment refers to hiring a best qualified person for a job opening in a cost efficient and timely manner. This process comprises evaluating the job requirement, attracting the candidates, screening and short listing the qualified applicants, employing and incorporating them with new teams. Talent is the most important assert for any business. Talent Management, which includes recruitment, is a crucial part for any organization’s growth (Limor, 2013).
The recruitment policies of the competitors also effect the recruitment of your own organizations. To remain competitive, sometimes an organization may have to change their recruitment policy according to the policies being followed by other competitors. The recruitment policy of an organization details objectives of recruitment and provides a framework for recruitment. It may mean new organizational systems or procedures need to be developed.
Identify and assess at least four ways that affect the organisations approach to attracting talent
To identify and assess at least 4 factors that affect an organisation’s approach to attracting talent
Recruitment agencies: provides employers with details of suitable candidates for a vacancy. They work for a fee and often specialise in particular employment areas.
It is important to identify the skills needed for new roles. This can be done by creating a job description for the role in questions. Furthermore, an organisation can identify, through the job description, whether the skills already exist within the organisation or if it is necessary for external recruitment.
In general, the different arguments from different scholars are critical in enhancing further understanding of the issue of recruitment and selection. From the different arguments advanced in this article a number of gaps are identified that foster the need for further research in this field of study. The information derived from the respective scholarly works are also valuable in the sense that they help the research answer some of the research questions for this study and identify
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.
The recruitment policies of the competitors also effect the recruitment function of the organizations. To face the competition, many times the organizations have to change their recruitment policies according to the policies being followed by the competitors.
Suitability for a job is typically assessed by looking for skills, e.g. communication skills, typing skills, computer skills. Evidence for skills required for a job may be provided in the form of qualifications (educational or professional), experience in a job requiring the relevant skills or the testimony of references. Employment agencies may also give computerized tests to assess an individual's "off-hand" knowledge of software packages or typing skills. At a more basic level written tests may be given to assess numeracy and literacy. A candidate may also be assessed on the basis of an interview. Sometimes candidates will be requested to provide a résumé (also known as a CV) or to complete an application form to provide this
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
Organisations are required to comply with legal requirements pertaining to recruitment and selection and HR professionals should have an in depth knowledge of employment law and an understanding of why these practices need to be observed, not only in mitigating potential risk to the business but also to improve the effectiveness of recruitment processes, enhancing the employer brand. Key areas include:
To find the various factors and determinants of recruitment and selection as perceived by the employees.
Having the best talent in any industry is paramount. Successful companies create strategic plans to find and develop the best talent available. This strategic process is referred to as Talent Management. The Project Management Institute explains that “proper talent management is a strategic competency - a blend of recruitment, professional development, succession planning and execution of best practices” (“Organization Talent Management,” n.d., para. 2). A segment of talent management includes recruiting internal and external candidates for current and future job openings. Many organizations are finding that e-recruiting or online recruiting is the most efficient and effective method of recruitment. Online recruiting is “the process of using the internet to find and recruit talented candidates” (“Online Recruiting,” n.d., para. 1). Indeed, online recruitment is an effective method for reaching large candidate pools without geographic boundaries. However, accessing a global candidate pool requires preparation and planning. To this end, organizations should prepare for the administrative burdens that come with online recruiting and plan to fulfill the recruitment needs of both the candidates and the organization. This paper will explore the planning, design, and management of online recruitment to provide an organization with a competitive edge in talent management.
Southwood High School is a government-funded, nonprofit organization that consist of approximately 800 students aging 13 through 18, with 120 staffed employees. Southwood’s Human Resource Department recently advanced their recruitment methods, increasing their number of internal candidates by ten percent. Even though their hiring methods have improved, there are three significant methods that can still be improved upon, ultimately increasing their external candidate percentage. These three methods include Job Advertisement, Testing Methods and Interview Process.