Organizations such as education, business and engineering all use diverse recruitment techniques as their operations transform and the demand for employees vary, based on the direction in which the organization is headed. This paper will study in detail business establishments and how they use their recruitment strategy to fill job vacancies. In addition, the paper will select and/or suggest which would be the best recruitment strategy to achieve the goal of drawing qualified personnel from within this industry. Finally, this paper will detail the process to be used in offering a job to an applicant. The first phase of recruitment is deciding on the need for personnel to fill current or future job openings. In business establishments, it is essential for a company to recognize whether an open or targeted recruitment strategy is effective, and to understand which one will succeed in meeting the company’s requirements. If there is no urgency in finding suitable candidates for the position, then a better option would be an open recruitment policy (Mesmer, 1999).
For instance, if a company has to fill more than 35 vacancies, the only real option for it is to choose an open recruitment policy. The open recruitment policy helps in attracting a number of applicants including an assorted group of people (Heinemann & Judge, 2009). In this way, the organization can obtain pools of potential employees with differing standards of knowledge, skills, aptitudes & other characteristics (KSAOs) from which they can select to fill vacancies. “If a business is required to recruit as many people as possible within a limited period, a sizeable applicant pool often supplies a company with a good number of personnel to fill vacancies” (“Recruiting practices,”1995). Hiring via newspaper, television, job fairs, radio and media channels will attract numerous candidates needed to fill several vacancies in businesses. The possibility of skimming a broad applicant pool reduces the company’s ability to appraise every application, resulting in triggering high future attrition rates (Soberg & Bennington, 2009).
Employing the open recruitment policy will not initiate a candidate pool with specific skills or experience levels as witnessed with the targeted recruitment policy. However, when organizational requirements demand specific skills, education, or experience levels, a business will adopt a targeted recruitment policy. Positive action also calls for a company to target a particular segment of the labor force like minority groups (Heneman & Judge, 2006). After identifying a specific target, a business may take the help of a talent management team equipped to win over a predetermined sort of applicant (“CTS strengthens”, 2010). For instance, a company in need of a web designer may advertise available job positions online rather than via the radio or other media channels.
With technological advances, the Internet is fast becoming a cost-effect means of hiring, with advertising targeted at specific group of candidates. For a company on the lookout for a certain type of applicant, the target recruitment policy is the best method to use. With the evolving of businesses, organizations should use ingenious recruitment strategies to surface from the conventional “talent pools” which as Kemsley states are approached with caution and suspicion for assistance (2009). Businesses are becoming very choosy in their hiring methods when recruiting in the present economic scenario. They are recruiting based on business requirements; for instance, an accounting firm which is considering future job vacancies, may approach local educational institutions and target college students who are enrolled currently as accounting majors.
The accounting firm then can target specific sub-groups within that group by seeking students with a specific GPA – grade point average, thus making certain that the company can hire new recruits with the requisite job qualifications. “In the same way, a business specializing in health care can adopt a recruitment strategy targeting personnel in the healthcare sector, thereby guaranteeing the solicitation of candidates with healthcare experience” (“Online health,” 2000). For some business establishments, limiting their options to a single recruitment strategy is bad. When a business does not have a recruitment deadline, the organization can gain from a good blend of open & targeted recruitment policies. For most businesses, using an open recruitment policy enables the company to fill vacancies which are not key positions like support staff. When organizational needs demand a highly qualified, trained, or experienced person, then it’s advantageous to use the target recruitment policy.
The subsequent phase of recruitment after the interview & selection process is the job offer. Developing and extending a job offer can either be a simple task or a risky endeavor. If the business demands that numerous vacancies should be filled without any delay, the employment offer process is quite simple and the company faces no real risks. With a sizeable applicant pool, a company can extend basic job offers with minimal emphasis on bonus payments or incentives. However, where a business needs specialized skills, the business should know what the competition is offering employees with similar skills set. The greater the demands a company places on applicant qualifications, the more specialized are the job qualifications and the greater the risk involved in the employment offer process.
When trying to lure a competitor’s employee, the company should be willing to provide what best fits such an employee’s requirements with no promise of long-term gains for the organization. If the receiver is undecided about accepting the employment offer, the company should decide if it’s willing to significantly change the employment offer in such a way that the receiver cannot turn it down. Finalizing the employment offer demands seeing all aspects of incentives/benefits verbally offered are properly documented. Moreover, the business must make certain that the job offer is not in violation of any federal or state laws.
In business industries, limiting recruiting options to a single strategy is not beneficial; however, if a business has no recruitment deadlines, it can benefit greatly from using a mix of open & targeted recruitment policies. For most organizations, using an open recruitment policy enables them to fill job vacancies which are not key positions like support staff. Where an organization requires candidates with specialized skills or higher education or greater experience, then it’s profitable to use the target recruitment policy. Recognizing the differences in these two strategies enables a business to avail of the optimum recruitment strategy to meet the organizational requirements prevailing at that time.
CTS strengthen recruiting efforts with talent coordination teams. (2010, July 3). Health & Wellness Resource Center Alternative Health Module. Kemsley, N. (2009). Employee-centric markets: A different direction. People and Strategy. New York: 2009. Vol. 32(3), p. 14. Heneman, G. H., & Judge, A. T. (2006). Staffing Organizations (6th ed.). New York: McGraw-Hill. Messmer, M. (1999, September). Developing a strategic staffing plan. National Public Accountant, 44(7), 20. Online health care recruiting company makes debut. (2000, July 3). The Enterprise, p. 7. Soberg, A., & Bennington,
A. (2009). Workforce planning: implications for healthcare in Canada and elsewhere. People and Strategy. New York: 2009, 32(3), 26. Recruiting practices changing. (1995, November). Physician Executive, 21(11), 4.
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