Post-Graduation I Plan To Work In The Human Resources Field

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.

The common perception of a recruiter is evolving quickly in the workplace (Boswell 2001). Where once recruiters were viewed as a tool to simply acquire candidates, modern recruiters have greater responsibilities to their clients. These responsibilities can include tasks such as organizing paperwork, completing pre-screening measures, and even occasionally preparing training curriculum (Darrell 2002). Recruiters are further expected to provide quality screening of candidates and ensure the optimal match for each applicable position within a company (Posner 2006). As with any other job within a company, recruiters must take this work seriously and avoid procrastination to ensure a smooth transition for their candidates into the new workplace. Should the transition fail to be smooth, the full blame modernly falls on the recruiter who failed to use proper coordinating strategy.

A recruiting firm may bring expertise in truthful yet alluring job descriptions, keeping employers focused on the position vacancy while allowing

My first career goal is to become a Human Resource Generalist or Assistant. I honestly feel that I could learn a lot more in that role personally, and professionally, and I believe that being in that position will help me to gain more confidence in my skills in the business world as well.

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

I have a specific plan for my career after leaving education. I would take up the job as a human resource officer.

After completing the bachelor program, my plan is to continue on to a Master Degree Level with an emphasis in Health Information/Informatics so that I may pursue a role in Data Analysis/Integrity or as a Clinical Documentation Specialist. My passion leads me to find the root cause of every issue and find ways to incorporate teamwork into implementing solutions. I believe empowering those around me, promotes a collaborative work environment as well as teaching and fostering team members to grow.

This study shows the career paths within human resources. It gives an overview of each human resource specialty by explaining in detail of possible duties conducted. It also discusses the strategic human resource planning conducted by a recruiting and selection specialist, training and development specialist, and compensation and benefit manager. Each specialist may conduct his or her duties separately or may cover all areas depending on the size of the organization.

Technology and innovation have disrupted many industries over the past several years, not the least of which is the recruiting industry. In the recent past, headhunters, the proactive agents of recruiting firms, would be on the front lines and phone lines seeking the best talent for the clients they represented. Frequently, headhunters reached out to talented people who were not actively seeking employment, hoping to steal them for the benefit of their clients.

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.

In addition, the employment process requires effective communication in terms of the messages to post via advertisements. This is because potential candidates will be attracted by the content of the messages displayed through the adverts. In light of the current technological advancements such as the Internet and social networks, human resource managers would want to utilize such channels to reach many potential candidates across the globe (Lugonja, 2011: 2). This calls for flexibility and willingness to invest in technology where adequate efforts have not been made. However, a multidimensional approach would work better since not all people can access the Internet. In a nutshell, the process of selection and recruitment involves looking for and motivating prospective employees to apply for available job posts. Being a negative process, selection entails scrutinizing the qualifications of candidates that have applied in order to choose only the best applicants for various jobs (Sharma, Khurana, & Khurana, 2009: 17).

The next area of discussion of human resource management staffing is recruitment. Recruitment is the process of attracting people who might make a contribution to the organization. It is often stimulated when an existing employee leaves an organization or when the organization is expanding. So recruiting can be defined as the process of generating a pool of qualified applicants for organizational jobs (Mathis & Jackson, 2008). It is important that human resource managers understand labor markets.

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:

Employers are short changing themselves, their companies, their current employees, and their applicants when a good candidate is selected instead of a great one, simply because they have said enough buzz words in their interview. The interview portion of the process can even possess unreasonable bias to the applicant. Hypothetical questions about working in teams and working with clients allow the applicant to filter themselves, saying only what they think the employer wants to hear, focusing on strengths instead of weaknesses. Applicants who work in sales and are used to the practice of pitching products and services, will have their own sales pitch prepared and be ready to sell their product – themselves – as the solution to the employers hiring problem. Using social media when analyzing candidates can give an employer more unbiased information about applicants than the best resume or the longest interview.