Recruiting and Staffing Proposal Essay

External sources can also be beneficial if the company is looking for a fresh start or someone with some new ideas. External recruiting can help to diversify an organization while bringing in needed competencies. Hiring externally can be done through various ways such as Internet job boards, and staffing agencies. External hiring might be more costly but may provide more outstanding candidates. Whichever the organization decide internal or external, the position needed to be filled will determine the order of the search. Once you have started recruiting it is time to view your potential qualified candidates.

Numerous individuals believe that social media is positive toward the working industry. This is because you can utilize social media towards the best interest of your career. For example, according to Patrick Gillooly, “Don’t quit Social Media, Put It to Work for You Instead”, it quotes “Most employers and costumers I’ve talked to are ultimately looking for confirmation of their excitement about you, no reasons for suspicions or doubts.” Not having any profile could be seen as a red flag, so why give a potential employer any reason to question your candidacy?” In other words, having a form of Social Media can aid your opportunities to obtain a job. This is because employers and bosses can get a glimpse of who you are through social media and analyze whether you are a possible good option for the job. Nevertheless, if you don’t have social media, they are going to be left in skepticism. Thus, because they don’t have an idea of who you are, they are not going to take risks in electing someone who they don’t really know about.

External recruitment is when job vacancies is filled by a non-existing employee (a person from outside of the organisation).

In this report I will compare the purposes of all different recruitment resources documents used in the selection and recruitment process for a given organisation.

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).

This will also incorporate an anticipated future talent needs. The managers and supervisor would assist the HR department in development the requirements for the specific positions as well as what certifications, degrees and/or overall qualifications needed for specific positions as well as providing guidance for the HR department on which “type” of candidate would be most qualified for specific positions. The recruiting process will include posting of the position using a variety of different sources, including social media sites such as LinkeIn and Indeed.com. Sites such as 420Careers.com()and THC Staffing Group( )hiring candidates

One challenge in the selection process is a form of patronage called “political appointment”, this form of selection is still used as a primary method of choice for senior government positions. When using this method, individuals are selected just as much based on personal affiliations as they are on merit. This paradox in the selection process “merit systems run by dilettantes” often contributes to skepticism by career employees who view political appointees as short-lived, poorly trained, and inexperienced.

Case Study: Maple Leaf Shoes Ltd.: Selection of a Human Resource Manager Case Study: Canadian Pacific and International Bank: Evaluating a New Selection Test Part Ending Video 234 234 235 238 239 262 268 275 277 277 278 279 279 280 280 280 281 281 282 285 286 www.mcgrawhill.ca/olc/schwind vii TABLE OF CONTENTS Appendix A: Utility Analysis Role-Play 3: Selection Interview PART FOUR Placing, Developing, and Evaluating Human Resources 287 289

This is a review of an article which discusses the different techniques of hiring the right, mainly in this case, senior executives. This article aims to provide leaders with guidance on how to add value to the hiring process by improving their recruiting diagnostics. The article focuses on a concept which is referred to as fit and unpacks. This concept breaks down into sub-categories which are, fit with the job, fit with the leader, fit with the team, and fit with the organization. Instead of the traditional approach of recruiting and assessing candidates based on the current needs of the organization, this concept also addresses the current and emerging talent requirements. The article also considers the types of questions

Selecting the correct methodology for recruiting your next chief executive officer is undoubtedly one of the most difficult decisions that a board of directors will ever have to make. Horse races, promotion contests, and the extensive use of executive search firms have proven to be the most common forms of selecting company’s top executives. The fight to hold to the title of CEO between internal and external candidates is cut-throat and in most cases, a popularity contest based on reputation alone. Selecting the proper method of recruitment helps companies to eliminate these battles and pick the top candidate based on their qualifications such as their credentials, experience,

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.

Selecting the right employee to fill a position is one of the most challenging decision making processes a company has to make. The ultimate goal of employee selection is to hire the candidate who is most compatible not only with the organization but for the position that they are trying to fill. In order for the candidate to be successful in a particular position, their talents and personal goals must be taken into consideration and objectives need to be utilized in order to retain qualified individuals. The most common forms of selection methods are resumes and applications but testing, interviews, reference checks, honesty tests, medical exam and drug

Recruiting highly capable employees has become more than an art, it has now become a strategy. And taking a strategic approach means utilizing a strong recruitment and selection process to attract the right candidates to my organization. The strategy has grown, there are several effective recruitment and selection strategies that are far more advanced than simply asking the right questions.

This is to know how the candidate manages the team whereby ensuring that there is enough resource to service the customer at all time through team work and to identify the type of behaviour which enables the candidate

Current economic conditions are forcing many enterprises today to evaluate how they will manage current and future personnel needs. There continues to be an abundance of qualified external candidates yet their business models are increasingly becoming more complex. This dilemma is forcing the issue of whether to rely on external or internal recruitment, which is the subject of this analysis. Empirically-derived studies of the economics of each point to the value of internal candidates being able to build on their expertise and intelligence, and therefore make even greater contributions over time (Chan, 1996). The contrarian argument today is that having external candidates enriches the expertise and knowledge of the firm (Julia, Rog, 2008). There is more debate on this topic than many others in Human Resource Management (HRM) and talent management, and it has the potential to be divisive throughout organizations where one group of managers believes one is superior to another (Shafique, 2012).