Employee Selection Proposal : Recruitment Selection And Retention Efforts Essay

Mr. Killingsworth discussed some of the recruitment strategies used by District 11 to recruit and hire a diverse group who are focused on student achievement, no matter what position they are hired for. His goal during recruitment is to find the candidates that fit the descriptions of what his principals need. Some of the recruitment strategies used by District 11 include: school websites, Facebook, and branding. Branding is use of the district logo so candidates know who they are when you see their logo. At job fairs his job is to meet, greet and brand. LinkedIn is one of the target groups District 11 uses for passive candidates. When marketing for a particular school Mr. Killingsworth reminds administrators to always shed a positive light on their school.

Western Washington uses four different types of recruiting methods; media, referrals, kiosks, and job service to recruit employees. Referrals cost western Washington the most money however, they are Western Washington’s most important method of recruiting. This is the strongest method of recruiting for Tanglewood for two reasons. The first reason is that it is Western Washington’s number one source of hired applicants. The second is that it has a very high percentage of applicants who are still with the company after

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.

This part of the job is never easy. Although, this can be exciting at times, this time is critical. Recruiting is vital to any business and sometimes it can make or break you. My success and there’s as well, largely depends on the kind of people I hire. The staff hired has to have the ability to make quantifiable & meaningful contributions to the warehouse performance. Hiring the right people & motivating them is a major key to the warehouse success.

In order to be considered a candidate an applicant must posse the basic qualifications of the position. If Eastern Washington can find a way to encourage or give incentives their employees to refer only those qualified for the position, it will greatly strengthen this method. This is because it will cost Easter Washington less money due to the fact that they will not have to sift through a bunch of resumes of under qualified candidates saving them a great deal of time. Referrals have a very high one year retention rate and also a very low cost for a one year survival compared to kiosks and media. If Eastern Washington is able to recruit more through referrals they will have more employees who they can retain for longer periods of time. This is important because Tanglewood’s main recruiting strategy is to promote from within.

Dr. Sharon Fletcher Recruitment and Selection StrategiesFormulating a thorough recruitment process is essential to ensure the right individuals are hired, efficiency and effectiveness are achieved, and subsequently organization goals are met. Considerations in the recruitment and selection plan include: organizational strategies; understanding the workforce, comprising projected needs, diversity objectives and demographic changes; company branding; recruiting

The goals for the corporate recruiting department at Dot Foods include the attainment of specific headcount numbers for warehouse worker and truck driver hiring, a reduction in the average time-to-hire for all applicants, an increase in the number of ethnic and gender diverse applications, a decrease in the overall company employee turnover, attainment of specific internship staffing and attainment of a specific number of interns hired before the end of the calendar year (Holt, 2016). The goals for the corporate recruiting department align with company goals pertaining to employee retention and the continued development of talent pipelines for Dot Foods (Holt, 2016). Each specific goal has a defined weighting in terms of the overall goal definition

3) According to the Western Washington regional recruiting data provided in Appendix B, the highest yielding recruiting method in terms of hires was referrals with 31%; the second and third highest yields were kiosks with 22% and media with 15%. In relation to the 1 year retention rates of hires, the highest retention rates were associated with workers hired through state job services (75%), referrals (69%), and kiosks (55%). Based on this information, kiosks and referrals were the top recruiting methods for this region and the associated costs were $4,393 per hire for kiosks and $3,305 per hire for referrals.

Tanglewood’s recruiting methods are different and diverse in each of their regions, and by assessing these methods there are chances of improving and additionally uniting the operations of this company. Some improvements come from creating ztarget demographics, some come from looking into the methods of recruitment, and some come by addressing issues brought forth by those already with the company. By evaluating Tanglewood’s recruiting methods and creating a guide for it to adhere by, this company can develop a recruiting service that matches their unique company culture.

In addition, they can put up flyers throughout their community, place post cards on peoples’ cars, and on library and hospital bulletin boards. However, the recruiter must take caution and use the targeted recruiting approach instead of the warm body approach. The warm body approach is any person breathing and willing can be signed on as a volunteer for a short period of time, whereas the targeted approach selects individuals based on skills, interest, and cultural groups (Worth, 2017, p. 248). The latter will alter the current state of the agency and quality of services because KRFDC will retain candidates whose work and attitude matches their own and provide a positive work environment that will be inviting to the

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

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

Successful candidates for the position of HR Administrative Assistant must exhibit the following competencies (as stated in the job description):

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.

The recruitment and selection process refers to where organisations use various methods in order to generate a pool of candidates that are suited to the job at hand and align with the organisations goals. With technology being used and relied on by many in the business world, it is important that organisations stay relevant by implementing both web-based applications methods and scientific tests to attract the best possible people for the job. These both have their benefits and negatives when used in the recruitment and selection process, but with some modifications, they would further aid organisations to attract the best possible employees to fit into the job.