Recruitment And Selection Methods Used By Ohio Bath Solutions Essay

Through their websites, many other companies are incorporating Social Media. Alone in 2010 there have been 2.5 million websites of companies that have incorporated themselves with Facebook. And now so many more companies are also choosing LinkedIn to employee the most brilliant people. The “fastest

As years progress, technology makes it possible for individuals, organization and companies the capability to create mobile apps and dynamic websites from home. These mobile apps and dynamic websites in turn simplify our lives in ways we could never imagine before. One of the most commonly used inventions, which can still be considered fairly new, are social networks. Social networks give people around the world the ability to communicate, stay in touch and meet new people online at the convenience of their own time. Many social networks were developed within the past few years but few if any target professionals only. LinkedIn gives a twist to social networking by focusing only on people in professional occupations that would like to

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.

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.

WORK ENVIRONMENT: a workplace where you can enjoy the challenges, co-workers, and atmosphere is very attracting for talent. They want to feel the company they work for as a second home, trusting on it and feeling the need to commit themselves fully in all job activities. An organization that

There are three natural places where a career plan comes into play.  The first stage is when entering the job market. The second is entry into management, and last is entrance into executive management.  Broscio (2014), learned in his research that a common trait was present in all three of these career stages.  In fact the common trait was that each struggled with how to use social networking as an advantage for career advancement.   Yet, they were unsure of how to market themselves.  Broscio (2014) addressed the social media site LinkedIn with individuals in all three categories.  As a matter of fact, the universal response was that none of the groups understood how this tool could leverage their strengths to achieve career

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

Internal recruitment can be done relatively cheaply and quickly; the vacancy can be advertised through staff notice boards, company intranet or company-wide emails.

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.

Utilising social media for business has been a strategy of human resource management in hiring process. Internet and technology has revolutionised the way people live and also led employers to attract and screen potential candidates on social media, such as Linkedin and Facebook (Zamaria C, 2007). The features of online platform make social media become a common method of attracting applicants for human resource function. For instance, the speed and no geographical limits are distinctive features of online recruitment (CIPD, 2010). A survey conducted by the US Society for Human Resource Management found that the number of organisations that reported using social media as an HR recruiting tool had grown from 56 percent in 2011 to 84 percent in 2015 (SHRM, 2016). Some researches reported that the use of social media is an inevitable trend of hiring strategy in the age of Internet; therefore, employers could not ignore the

Social networking sites are a dangerously sharp double-edged sword. Professional sites such as LinkedIn can showcase one’s talents and provide an advantage within a large applicant pool while personal sites, such as Facebook, Twitter, myspace, even YouTube, if used irresponsibly, can make public many aspects of an individual’s private life which can reflect negatively, when viewed by others. The article “Didn’t get that new job? You need a better Facebook score” (Garling) highlights one of the many ways prospective employers can quantify someone based on their social media presence. The article describes a process whereby hiring managers rely on a consulting firm of sorts. This firm provides a score for each applicant based on their social media presence.

Although the topic of social recruiting has been gaining popularity in the past years, there is still very little research on how to implement successfully a social recruiting strategy. In fact, only a small percentage of the organizations currently using SNSs consider themselves as experts at recruiting through these sites. As seen in Figure XXX when doing social recruiting there is more than meets the eye. Many organizations decide to join these sites to follow trends as they only see what is above the tree, which is the visible part on these sites, and do not realize all the work that has to be done to successfully get there. Such lack of planning can result on a collapsed tree.

The goal of any business is to be successful. Business’ need to hire personnel that can communicate clearly and effectively. This verbiage is noted in job descriptions for both blue collar and white collar jobs. Furthermore, company recruiters are actively engaged in finding qualified personnel, in a diverse job market. Additionally, jobs and potential employees are in global competition; do to technology, which has brought borders closer. One of the technologies, is social media, an internet based application; in which one can share information, ideas, career interests, etc. Facebook,Google+,Instagram, LinkedIn,

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.

LinkedIn’s most important and beneficial service is that allows it users to network with other professionals online. It is common for full-time students to have little to no work experience to include on their resumes, thus making it challenging to stand out from experienced candidates. Therefore networking is crucial as they can use their connections to obtain second-degree connection from someone who is employed at a specific company they are interested in, and ask for a referral or recommendation (Iyengar, 2017). As seen in the graph below, research states that “85 percent of jobs are found through