Comptech's Hiring Strategy

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)

In a way it gives these employees an unfair advantage compared to employees being recruited in other ways. If managers are making it a goal to find qualified new hires, it is best if they use kiosks or staffing agencies rather than a method of relying on referrals.

Chern’s talent philosophy involves the retention and development of their employees. In a recent analysis of the turnover data, the executives learned that a disproportionate number of good sales associates had left the organization. These sales associates could have been potentially strong candidates for the department manager and assistant department manager positions. Chern’s uses supervisor recommendations and structured interviews to promote about 75 percent of their sales associates to department managers and assistant department managers. In the exit interviews the sales associates indicated that they were leaving because they didn’t feel there was the potential of reaching the managerial positions they wanted. This indicates that Chern’s efforts to communicate promotional opportunities and succession planning intentions to high-potential sales associates is not sufficient. Chern’s needs to improve their internal promotion practices to ensure high-potential sales associates are developed and retained or the managerial positions.

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.

Recruitment can be engaged in many different media, this allows Tesco to attract candidates from desired fields. Tesco’s organisational structure assists the managers in recruiting

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.

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

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.

They also state that by having long tenured employees you increase the employee knowledge base, as longer tenured employees naturally know more about the company that shorter tenured employees (Tyler , 2007). I would purpose that CompTech consider promoting store managers from within. This would require changing the requirements to reflect someone that may not have a MBA or someone that does not have three years of prior supervisory experience. Another suggestion that may work well, I know it has for my organization, it to develop a Management Trainee Program. Some of the current weaknesses that CompTech currently possess is having such a high number of vacancies and they have pretty large amount of turnover. One of their major strengths is that they are willing to train their store managers with a product they have come up with “CompTech University” (Bernardin, J.H., 2013.

A case study into the recruitment and selection processes at Tesco and how they link to business success.

One of the most crucial elements of a successful or productive organization is an effective employee selection process. The significance of this process emanates from the fact that how workers carry out their jobs plays a crucial role in determining the level and extent of success of an organization. Due to the significance of an employee selection process, organizations draw candidates for open positions from the labor market. Actually, top-performing or successful organizations draw candidates from approximately 60 percent of the labor market. This trend includes sourcing for passive candidates who would prefer to remain contented with their present job. Moreover, organizations will relatively low or poor performance draws candidates from nearly 40 percent of the labor market and active workforce. An example of a top-performing organization that draws candidates from the labor market is Wal-Mart. The labor market plays a crucial role in employee selection with regards to having a population with the necessary qualifications for working in various organizations.

Organizations often experiences staffing issues; therefore, one department will be asked to cover for another. However, these issues can be generated from several aspects within an organization such as staffing issues, financial issues, and organization retention. Subsequently, the organization administration must endeavor to sort out the best strategy to resolve these issues. In this particular paper the underlying issues involves staffing. “Strategies for improving the employee selection process include tracking recruitment sources; using realistic job previews (RJPs); using assessment tools and interviews to predict turnover; and hiring for fit and

Recruiting highly capable employees has become more than an art, it has now become a strategy. And taking a strategic approach means utilizing a strong recruitment and selection process to attract the right candidates to my organization. The strategy has grown, there are several effective recruitment and selection strategies that are far more advanced than simply asking the right questions.

The first major problem that is being faced by APPSmart Inc. is poor recruitment. Recruitment is “the process of searching out and attracting qualified job applicants.” The executive committee expressed that they consider this to be their main Human Resources concern, because of the lack of talent available in cutting edge technology. However, I believe it is not a lack of talent that is an issue for APPSmart, it is their poor recruitment process and strategy that doesn’t enable them to find suitable employees. This has caused APPSmart Inc. to hire managers who have never even worked in management before, which is unacceptable. The software development industry is growing at a fast pace and APPSmart

Developing a recruitment strategy is important to ensure the company can find the best candidates for the positions available. Sangeetha (2010) suggests that when companies have a strong recruitment policy it is easier