The Ideal Staffing Officer Case Study

I am attaching weeks 1-5 of my work search for you. Therefore, this email contains the same weeks 1 and 2 sent in the previous email with the exception that the date range at the top was added to ensure clarity of the week represented. Additionally, weeks 3-5 are being sent in this same attachment and David Ashby from Career Source is Cc on this email. Please let me know if there are any issues with the worksheet attachments.

During this process, however the objective of the organization and the candidate may conflict since part of the of recruiting process is evaluating a candidate’s strengths and weakness but the candidate may only present his or her strengths. On the other hand, the candidate may not get all the information from the organization since only the appealing stuff may be revealed. The end goal for the organization is to hire someone that is not only qualified for the job, but someone that will also stay with the

Employers and recruiters employ various strategies in meeting the required recruitment goals. To hire the best human resource requires that the human resource department employs recruit methods to target the specific personnel. Human resource professionals are charged with the recruiting responsibility in almost all organizations. However, this role is also delegated to staffing agencies, hiring managers, and principal company chiefs such as directors. Recruitment agencies are branches that a business uses to do the hiring process on their behalf. Recruitment agencies save a business entity the struggle of reviewing applications and curriculum vitae. Recruitment entails the entire process of sourcing,

The purpose of this essay is to explain the process of Recruitment and Selection with reference to the statement: “HRM is essentially about managing people in a way that maximizes and rewards the contribution each person makes to the organization “(Carberry and Cross 2013, p.2). Recruitment and selection is one of the tasks of the HRM, who cooperates with the line managers of the specific area in order to conduct this process. Moreover, this process is about identifying and attracting potential candidates to the organization, which are then assessed for the employment. Recruitment process occurs from within or the outside of the organization, whereas selection occurs when the HR along with line managers chose particular candidate for the position from the pool of applicants. This essay will discuss the significance which process of recruitment and selection have on the future of the organization and what are the possibilities to make the process as effective as possible to achieve the best outcomes for the organization. Additionally, it will explain the role of HRM and line managers in this process and how it can affect the organization.

Recruitment process is a social process, which involves the organization and the job applicant. The organizations determine the competence of the job applicant using various assessing methods. This enables the organization to recruit the most highly qualified personnel to fill in positions in the organization. Various employers apply various recruitment methods to ensure that there is improved level of performance. For employers, the ideal recruiting process is one that provides for many candidates who fit the position, applicants though, might lose interest if there is a long lapse time between the time of recruitment and employment. More other important factors are appearance of the job and maybe the salary, and this might influence the employer to accept or refuse a job. In addition, the way treat the employers during recruitment plays a major role in applicants determining whether or not to take the job. Organization should portray a positive picture during recruitment, since

Recruiting is arguably one of the most critical roles of an HR manager (Pandey et al., 2012). Organizational performance can be credited with the identification and selection of the most talented individuals. An employee with high potential suggests that there is a future viability that is not present in the existing workforce (Yarnall, 2011). An appropriately structured recruitment strategy is essential for the future success of an organization and at times can determine whether that organization will grow or recede during a particular economic period. A successful recruiting strategy can improve recruiting effectiveness by 30% and reduce the time to fill that position by 28% (CEB, 2012). It is clear that whatever recruitment strategy is being used, the desired outcome has not been reached. This study examines recruitments strategies and their correlation on retention with the desire of finding the method

At the same time, many of the traditional methods of recruitment and selection are being challenged by the need for organizations to heading the increased complexity, greater ambiguity and rapid pace of change in the contemporary environment. (Cole, 2004). The new employees are recruited to meet the requirements of the company in order to realize its objectives and select the best employees who are good to do the right job required by the company and by giving

This study gives an overview about which recruitment and selection approach should be adopted in order to achieve the best practice of Human Resource Management within the organization. It is advisable for the organization to adopt internal method of recruitment which can be considered as the basis of individuals in developed and constant companies. The internal type of recruitment may provide the opportunity to alter the position of job to anyone in the Company. Internal Recruitment may construct the robust reliability with the Company as the workers have the opportunity to alter their location after some point of time. This study indicates the close links between the internal recruitment and external recruitment of a post of Dust

Recruitment refers to a process by which an organisation identifies, screens and selects potential employees. It is known to be an important part of the HR department since it contributes to the human capital of the organisation which plays a vital role in the success of a company. (Parry and Wilson, 2009). The first and foremost step in the recruitment process is the job analysis, which consists of the job description and the job specification. The job description explains the responsibilities to be taken by the applicant, whereas job specification lists the skills required for completing tasks successfully in the company. After the job analysis, the organisation shortlists a target group. The organisation will then screen the applications of the shortlisted group of applicants on the basis of whether the applicants’ skills align with the specifications of the job and interest in the job. If the applicant is hired, they will work for the company throughout the duration specified in the job contract. (Melanthiou, Pavlou and

Recruiting and retaining employees of the highest quality is the main focus in any human resource department. There are many important qualities that employers are looking for when going through the hiring process. It is equally important that the organization provide equal opportunities for the employee’s professional growth and advancement. The recruitment process require scrutinizing the requirements of a job, enticing employees to apply for that job, screening and selecting applicants, hiring, and incorporating the new member to the team.

Human Resource Management involves a wide array of functions that encompasses the time from when an employee enters an organization to the time the employee leaves the organization. The specific activities that are involved in HRM include job design and analysis, recruitment, orientation and placement, development and training of the personnel, employee remuneration, and performance appraisal (Aswathappa, 2007: 5). This paper shall focus on three main activities which are recruitment, training, and personnel development. When it comes to recruitment, it is incumbent upon the Human Resource Manager to bring into the workforce, employees that are both wiling and competent to accomplish specific tasks. The work of recruitment goes hand in

Maintaining and highly effective workforce, challenges organizations to develop a pool of qualified applicants. determine what those qualifications and performance values are. .External recruiting by HR managers look for new talent outside the organization. External HR Managers advertise by every form of media at their disposal to find such talent. External recruitment is costly. External canvasing of several sources of recruiting work best for external HR. Internal Recruiting by HR and management fills positions within the organization. Benefits of Internal recruitment outweigh external based on cost. Workers know the firm’s culture, and may not bring along habits that do not meet organizational goals. Internal advancement leads to higher commitments and engagements.

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:

Recruitment is of the most crucial roles of the human resource professionals. The level of performance of and organisation depends on the effectiveness of its recruitment function. Organisations have developed and follow recruitment strategies to hire the best talent for their organisation and to utilize their resources optimally. A successful recruitment strategy should be well planned and practical to attract more and good talent to apply in the organisation.