Rare Find Interview

Developing a recruitment and selection process with high standards is what will result in attaining personnel capable of amplifying excellence, which is the first step of the second principle, known as raising the bar. “Regardless of whether the company is large or small, hiring the best and brightest employees lays a strong foundation for excellence”

More and more each year we seem to experience what can only be stated as a growing talent shortage throughout all departments of our company; so starting today we will be implementing a comprehensive change to our strategies for finding exceptional talent. According to Winston & Gallagher (2014), a ManpowerGroup report shows that 36% of managers in all industries are reporting a major shortage of the talent pool and have come up with several ideas on how to correct this issue. We are a small city trying to compete with large cities such as Houston, Dallas, and Austin just minutes and hours from our front doors. So starting today we will implement what will be known as the “Woodlands Initiative” that will play off the incredible lifestyle available here in The Woodlands Texas.

In our days, employment became a hard process in which many managers are complaining about it. In addition, hiring good employees is essential to run a good business on a daily basis and for a long run. Thus, employees would be the heart and the soul of a business. On the other hand, Interviewing is an important process in the preselection of good employees and so opening a gate to have the right person in the right position.

It is vitally important for any organization to hire the best candidates for their company. “The hiring approach or strategy is imperative to any organization seeking to dominate or sustain themselves with-in their market-place.” (Sullivan, Dr. John, July, 25, 2011).

For many years, company recruiters and hiring managers had the same tools at their disposal to locate and evaluate job applicants. Finding the right person for a job often was and still is a lengthy and costly process. The payout for selecting the best candidate can be significant, and hiring the wrong person can be costly, yet often mistakes are hard to avoid. The wrong

This report identifies and assess factors that affect an organisations approach to both attracting talent and recruitment and selection. It also identifies and explains benefits of attracting and retaining a diverse workforce, describes methods of recruitment and methods of selection.

Johanna’s social skill in conjunction with her ability to drive results has made her successful in her current role as the Talent Acquisition Manager, overseeing a team of recruiters across two states, Massachusetts and Rhode Island. Her resourceful and innovative approach to recruitment has reduced overhead cost for the company when she developed a new division that supported the short term staffing needs of

“Diversity means looking for the knife in a drawerful of spoons”. Tim Harford describes how company recruiters are missing the mark on the way they hire diverse workers. Recruiters are selecting a “cookie-cutter template” when recruiting possible candidates. Tim was not solely speaking about gender, race or age but whether an individual had other talents such as interpersonal skills or complex problem solving. He goes on to give the example of, “...football management is full of ex-footballers.”. It is important to have previous experience while searching for candidates, but some companies might be limiting themselves if they ask every interviewee the same set of closed ended questions. One cannot truly learn what talent a person possesses by simply reviewing their resume and asking them a few technical questions. For

When recruiting, it takes a lot of energy to find the best fit for talent. Sometime the best talent could take time to find. When recruiting, there are five criteria that I use when finding the best talent from the talent pool:

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,

The recruitment process is multifaceted. Recruitment begins from the time an organization or human resources manager must determine a recruitment plan. A recruitment plan must include the avenues in which recruitment will be pursued. The recruitment process also includes shortlisting any qualified candidates from the responses, and the entire interview process (including multiple rounds of interviews). This aspect of human resources management is all about attracting the best and the brightest of candidates, convincing them that the organization is the best fit for their career aspirations, and capturing or finally hiring the candidate. This process is not only intended to fill a vacant position, but to also help build the strength of the organization overall.

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.

Talent acquisition is defined as the “strategic approach to identifying, attracting and onboarding top talent to efficiently and effectively meet dynamic business needs” (Erickson, 2012). Talent acquisition has the unique role of ensuring job applicants not only have the right credentials for the job, but also have the right mentality for the job. In other words, the person who ultimately will be offered the job needs to ‘fit’ within the firm’s structure and culture.

According to the Entrepreneur article Recruiting and hiring top-quality employees (n.d.), to recruit top talent a company must have a “well-structured recruiting and selection program” (para. 1). The process should include the following steps which I have tweaked slightly:

For the past 6 years, Google has obtained a top spot on Fortune’s “Best Companies to Work For” list but what makes it so different from any other job? For a quick break down, it comes down to perks, people, and pay. “Perks” is used to reference the benefits that don’t include medical, dental, or 401k; such as free gym memberships, massages, ski trips, meals and countless other benefits. “People” is used to reference the atmosphere an employee has whilst at work. Google believes in a positive community of employees, and carries out its belief by giving its employee’s time and flexibility to focus on their talent and passion. “Pay” is self explanatory, imaginably; the pay for Google employees is outstanding. A first year employee with no