Presumably, if we had a detailed knowledge of what most employees are looking for in an employer, we could design and build organizations in ways that made them more attractive to the majority of potential employees. This would certainly make recruiting much less difficult. Unfortunately, this is the real world, there has been little work examining universal attractants of applicants on which to base this type of approach. Employee attraction is extraordinary complex, and what might be attractive to one person might prove to be highly unattractive to another. What organizational characteristics are desired by job applicants? Organization characteristics such as organizational image, location, size, familiarity, reputation, industry, and profitability have all been shown to have significant influence during the recruitment process. In reviewing the literature, organizational image is the variable containing the greatest number of relevant effect size estimates for organizational characteristics. This is probably because organizational image can encompass individual perceptions related to various organizational characteristics simultaneously. Organizational image is defined as the way the organization is perceived by an individual. It is a loose structure of knowledge, belief and feelings about an organization” (Tom, 1971, p. 576) According to Dose and Teece (1993), the firm is based on specific competencies to coordinate activities and learn about new activities in
When companies hire solely for the physical features of certain qualified and chosen people, they are attempting to assist their business. By doing so, companies do not look at the personality,
The size of the firm is a very important factor in recruitment process. If the organization is planning to
This unit seeks to enable you to develop essential skills and knowledge to support your future work either as
The Company image to its customers and the public is very important to most companies and corporation. Larger corporations pride themselves in making sure that their image in unflawed when it comes to their stockholders, the media, or their customers. Most employees have some type
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
* Image of the company; Organisation with a positive image and diverse workforce will have more chances of attracting, recruiting and retaining the talent. Negative image leads to loss of trust from employees current and potential, as well as all business partners or customers.
The issue with many companies today is that their organizations put tremendous effort into attracting employees to their company. The process of attracting and retaining profitable employees, as it is increasingly more competitive between firms and of strategic importance, has come to be known as the war for talent.
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.
Organisational context – Recruiting and selecting talent who’s attitude that ‘matches’ the organisations culture, is a factor that influences recruitment and selection. For example, the ‘right person’ for the organisation, can then develop a job around their skills and capabilities.
An organization’s sole purpose when attempting to fill a vacant position is to attract the candidate that best fits the organization. Consequently, from the employer’s perspective giving a description of the institution/organization is the first attempt to weed out applicants who do not meet the taste of the organization. On the contrary, from the applicants perspective it gives them a feel of what is the organization is like. Thus, they too can determine whether they have anything to offer the organization and ultimately satisfy their own taste in an ideal organization.
The topic I chose to research and discuss is the topic of recruiting and retaining the best employees. I chose this subject because I felt it was important for an employer trying to compete in this very competitive business environment, no matter what the business is, to be able not only hire the best and most qualified employees but retain them and keep them motivated. The ability to distinguish the difference between high performing employees and lower performing employees can be detrimental to a company’s success or failure. In retrospect, this goes back to recruiting and retaining the best employees while avoiding and being able to let go of those of a weaker caliber. Before an organization can thrive in recruitment and retention,
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
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 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.
HR managers will be faced with the challenges of recruiting and retaining the right employees for their organization. The first step would be identifying your organizational culture and the cultural and skill competencies required for success. This will give the recruiters the guidelines by which to assess viable candidates. In developing these objectives for creating an effective recruitment process, we will have to have in place a process that differentiates us from other companies. This strategy for success will provide candidates with sufficient and correct information about job expectations. The following will be address as part of the strategy: