It Staffing : Our Recruiting Process

The preferred way of adding to the sales force is through industry referrals. Through such referrals, ESPN can have access to experienced, reliable, and suitable candidates with relevant industry experience. The selection of the interviewees is based on two selective criterion: First, the candidate must have a college degree and/or related industry experience, which can be determined through resume mining. Resume mining is a process that employers endure while selecting candidates through the use of key words, which associate with their job qualifications. Next, the candidate must have reliable and credible referrals on their applications. This measure ensures that ESPN has a trusted and responsible candidate, which can be verified. If these two measures are fulfilled, the candidate progresses to an in-person

Recruitment is the process by which a business seeks to hire the right person for a vacancy. (BBC Bitesize).

The method of recruiting has significantly changed over time. Today, there is less reading through stacks of resumes and more interacting with potential employees on a casual and formal basis. The method of job recruiting can include many different channels and practices. These methods can consist of practices such as attending job fairs, promoting from within, online and college recruiting, and referrals. Most recruiting methods are face-to-face interactions between the employer and potential employee. This gives the employers a chance to see the candidate in person, how they present themselves, and what they can bring to their company.

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)

Lauren Rivera continues to look at different forms in which individuals get differentiated when it comes to getting the job. She specifically looked at the whole hiring decisions. When it comes to hiring employees, studies have shown the weight of the interview process is relied more heavily than the resume. Meeting the candidates becomes important because there are other factors that arises. Factors such as an increases in the quantity of applications and the fact that resumes do not show the candidate's ability on job performance.

Prior to the start of WRT-382, I had put little thought into my resume and cover letter. I didn’t realize that hiring employers spend less than a minute on each applicant’s resumes. I understand now that there has to be a clear and consistent theme to market and brand yourself. I also know now that having a skimable resume can make you seem more appealing than others even if they are more qualified. After learning about the components of a professional portfolio, I have learned how to condense my qualifications while modifying them to the specific employer.

When companies are hiring hundreds people per month and getting thousand resumes per position, they are using ATS systems that are helping them with the first candidate preselection. Resumes are scanned and parsed by ATS and many of these systems matching the profile with current openings based on the keywords in resume. (They could also inform candidates if the company is going to open some new position.)

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

Staffing will be tailored to the specific needs of the client. We provide a sound approach, intelligent selection, management commitment, and good planning leadership to enable firms to achieve their strategic objectives within a logical and reasonable framework to minimize staffing issues. We help provide the human attributes that can enable an organization to flourish and maintain sustainability in an uncertain world.

Candidate Evaluation: The first step for hiring process is to evaluate the resumes that have been submitted. Second, face to

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

The problem is that utilizing technology based recruiting (including Social Networking Sites and Applicant Tracking Software) for selection of candidates may result in a detrimental fit between employee and organization. When considering organizational fit; “The concept Person-Organization Fit (POF) deals with the congruence between the employee’s own personal values and the values of the organization, according to the employee’s perception” (Farooqui & Nagendra, 2014, p. 123). These limitations could culminate into a poor fit, resulting in diminished job satisfaction as well as poor job performance (Farooqui & Nagendra, 2014). The population that is affected by this problem is Human Resource (HR) management. The research will specifically focus on talent acquisition that will reduce problems through strategic recruitment.

The hiring process includes a series of interviews. Initially, all the candidates are interviewed by a small group of staffers at the company and then a second committee reviews all the applications which include the application’s that are submitted on their own as well as interviewer feedback.

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.”

In order to recruit externally to implement their strategy and growth plans for the future, hiring about 1,200 graduates [4]