Finding People Who Are Passionate About What They Do

‘provide clear information, supervision and training for employees and ensure that suitably competent people are

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.

Based on the available positions, the targets for this recruiting campaign are candidates who are currently in high school, fresh out of high school and current college students. The reason for this, there is a large

Having the appropriate technologies are also important options to consider when providing recruitment services to outside companies. The goal of TalentSrch’s initiative is to offer consistent quality to their clients. This comes in the form of creating a great recruitment strategy and the use of internal and external online recourses to satisfy the client’s needs. TalentSrch uses several online sources to deliver their sources. Finding and attracting quality candidates is the key to the TalentSrch business model. In order to do that effectively the use of internal and external recruitment tools is needed. TalentSrch is able to use traditional sources such as Dice, CareerBuilder, Monster and Linked In to identify candidates. They also have a tool that no other company has, which is their internal

Ahmed is keen to ensure that the recruitment of the new Office Manager runs smoothly. As this is a new, very important position, he has asked you to do some research of recruitment processes for managerial roles.

•The training of the new organization may take less time since the candidate could of done something similar , making it easier for them to understand

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.

In Love ‘em or Lose ‘em: Getting Good People to Stay, Beverly Kaye and Sharon Jordan-Evans provide managers with a comprehensive guide to successfully engaging, developing, and retaining the valuable talent on their teams. According to the authors, people want much more from work than just a paycheck. They value exciting work and challenge; career growth, learning, and development; and working with great people. Fifty percent of work satisfaction is determined by the relationship a worker has with their immediate boss. The authors believe that the buck stops on the desk of the supervisor or manager. Managers, frontline supervisors, or project leaders actually have more power to keep good employees than anyone else. They have at least some control

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.

Plan work schedules and assign duties to maintain adequate staff for effective performance of activities and response to fluctuating workloads.

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.

In order to solve any problem, it is first necessary to formulate a solution to that problem. The Recruitment project is a multi-solution approach to the problem of using technology in the recruiting process. The solution of updating the corporate website will be handled by the Information Technology manager and Intern. The solution of finding the right job boards to advertise and manage employee data on will be handled by a Human Resource manager and Intern. This solution will address the issues of marketing, finance and accounting, management leadership roles and scope, legal issues and concerns,

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 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.