Recruitment Matrix Essay
Detailed 200-word description of the internal or external strategy and why it is appropriate for health care
Contingent workers – “Contingent workers include temporary employees, part-time employees, contract workers, outsourced subcontractors, and college interns” (Gomez-Mejia, Balkin, & Cardy, 2010). In 2005, contingent workers comprised 26 percent of the total U.S. workforce. Contingent workers come from all walks of life from secretaries and assembly workers to doctors and professors. Contingent workers do not have full-time jobs or benefits from the company where they work, nor do they have job security. Contingent workers are the first to go when the economic conditions of the company change. This is an external strategy and is appropriate for health care settings.
College- College recruiting has been around for a very long time. There are many organizations that have the same list of schools that they use to recruit new students. They tend to focus on people who do not have degrees or strive to achieve a much higher degree than they already have. College recruiters usually have managers that go to the campuses to conduct sessions to give out information. They also use the internet, blogs, mobile phones, video, and instant messaging. All of these strategies work well with trying to recruit new students. Because there is such a high demand for new health care workers college recruiters are great for seeking out new students. (Wheeler, 2004) Promotion- Providing promotional and lateral opportunities for current employees positively boosts morale and makes your current staff members feel their talents, capabilities, and accomplishments are appreciated. They learn more about the goals and needs of the organization.
Sometimes, a good fit is found between your needs and theirs (Purejobs, 2011). Here are steps to take to improve candidate pool: invest time in developing relationships with university placement offices, recruiters and executive search firms, enable current staff members to actively participate in industry professional associations and conferences where they are likely to meet candidates you may successfully woo, watch the online job boards for potential candidates who may have resumes online even if they’re not currently looking, use professional association websites and magazines to advertise for professional staff. The key is to build your candidate pool before you need it (Purejobs, 2011).
Former employees- Former employees are another possibility for filling vacant slots within an organization. Retired, laid off, or employees who have left the company may be interested in coming back to work for an organization they are familiar with and know about. These individuals that come back may want full or part time work. The benefit of hiring employees who have already worked for the organization is that they are familiar with the job, know what is expected of them, they know all the staff and higher ups, and fell comfortable within the organization.
Employee Referrals- This is another source for organizations for employee recruitment. An existing employee can suggest a friend, family member, or acquaintances for potential candidate for vacancies within the organization. This source can serve as the most effective method because the referrals of these candidates who meet the organizations requirements know to them from their own experience. The referred employee is expected to be of the same type or background as the referrer, as in race, religion and such.
Job Analysis, Job Description, and Job Specifications
Provides a detailed 200-word description of a job analysis, job description, and job specification
Job analysis is everything about a job, even the very basic details. “Specifically, it identifies the tasks, duties, and responsibilities of a particular job” (Gomez-Mejia, Balkin, & Cardy, 2010). There are four methods used by a manager or job incumbent to produce a job analysis, which can be used to show compliance with government regulations or defend against legal challenges. A job analysis is useful to help the human resources department with recruitment and compensation, and training and career development.
Job descriptions may be defined as clear communicating statements between the company and its employees or between company and its applicants in case of a new job or vacancy (Newjobdescription, 2011). A job description clearly mentions the type of work, work that has to be done, expected skills and qualification required duties to be fulfilled, responsibilities of the job and other details that are required to be conveyed to the employees. The main purpose of job description is to identify the correct and the best candidates from among all the applicants (Newjobdescription, 2011).
The job specifications section should list only the worker characteristics that are necessary to do the job satisfactorily. Minimum qualifications to be considered for the job are the basics that an applicant should have already achieved, and should be what the applicant is judged by in order to be considered for the position.
Gómez-Mejía, L., Balkin, D., & Cardy, R. (2010). Managing human resources. (6th ed.). Upper Saddle River, NJ: Prentice Hall. New Job description. (2011). Job Descriptions. Retrieve February 12, 2012 from
http://newjobdescriptions.com/ Purejobs. (2011). Improve You Candidate Pool When Recruiting Employees. Retrieve February 11, 2012 from http://www.pure-jobs.com/info?id=69 Wheeler, K. (2004). 8 Essentials for Effective College Recruiting. Global Learning February 13, 2012 from http://www.uwrf.edu/CareerServices/upload/CampusRecruitment8Steps.pdf