...Running head: METHODS OF RECRUITMENT Pros and Cons of Recruitment Methods Submitted by: Student ID: Tutor’s Name: Date: * Abstract Organization’s most vital resource is its people. Organizations having right individuals with right skills or abilities for the right position create the difference in between organization who is being successful or who is unsuccessful. From the above concept it can be found that recruitment is an essential aspect in any organization. This research will talk about both advantages and disadvantage of internal and external methods of recruitment. The article will deeply analyze the both sides of methods as organizations today recruit in two distinct ways i.e. Internal Method and External Method. Obviously, organization can use both of the methods of recruitment, but this happens mostly in the case for recruiting senior management. We will first start with the introduction where we will provide the concise and clear view of the topic and it will also cover the purpose, background of the selected topic. Under the heading of literature review we will critically analyze the advantages as well as disadvantages of the recruitment methods. We also will provide the review on planning used by Human resource department while recruiting the employees. In the end, the conclusion will sum up all the research done related to recruitment methods. Saying this, that research will conclude that both methods are adapted in this competitive world of business...
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...HRMN 410 Senior Management Recruitment Click Link Below To Buy: http://hwaid.com/shop/hrmn-410-senior-management-recruitment/ Senior Management Recruitment Name Institution Senior Management Recruitment Recruitment involves the systematic selection and appointment of employment seeker within a different organization. The recruitment process gets usually conducted by the human resource department of an organization. The process needs to be taken seriously as any fault in the recruitment process can lead to huge losses for the said company. Through recruitment, a firm can learn about the personal and professional life of an individual and can thus determine whether he or she is suitable for a particular job position. I being the human resources manager at human solutions strategies (HSS) have been tasked with finding the best recruitment process to get followed in the future for senior level management officials. Memorandum To: HSS CEO CC: All employees FROM: Patrick L Kluivert -HR manager. DATE: 20/2/2016 SUBJECT: Senior level management recruitment process I would like to thank you for giving me this chance to come up with a better recruitment process for the senior level management. I will be in charge of coming up with the best selection method with the help of two of our employees who are trained in human resource skill. Throughout the process I will outline all the new recruitment methods that have arisen in the near past and outline all the advantages...
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...activitymode.com/product/hrm-531-week-6-learning-team-assignment/ Contact us at: SUPPORT@ACTIVITYMODE.COM HRM 531 WEEK 6 LEARNING TEAM ASSIGNMENT Complete the Recruitment and Selection Strategies Recommendations task, as described in the Email from Traci, located on the Atwood and Allen Consulting page. Individual Assignment: Recruitment and Selection Strategies Recommendations Presentation: You currently work as a human resource management consultant, and you have scheduled a presentation to pitch your organization's value to a company that you have worked for in the past. Prepare a 12-15 slide Microsoft® PowerPoint® 15-20 minute presentation that will be used to present your assignment. Include the following components in your presentation: Purpose of Assignment For this task, Traci has asked you to develop some recruitment and selection strategy recommendations for your client. It is important for you to understand the relationship between the business strategy and the recruitment and selection strategies. Having appropriate alignment and clear goals helps to ensure that a business is recruiting and selecting the right candidates. It is also important that you examine the importance of a diverse and inclusive workforce in today's global economy. This includes diversity in the recruitment and selection strategies. Resources Required Week Six e-mail from Traci and Week Six client communications Includes organizational goals Includes a workforce plan that ensures proper...
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...Case 3.1: Changing Recruitment At Mercado Supermarkets Now day’s most of the organization wants to have a better place in market and keen to attract a major volume of available customers. To achieve that goal with success organizations have to put best strategies in practice for the workplace and as well as have the finest team of employees. In past, some of the organisations were using traditional method of recruiting, like word of mouth recruitment method; within the company advertisement or newspapers. In present time it is very hard for the organization to find and attract all the different kind of job applicant for the various roles within the organization. To resolve this issue organization use different methods of strategies, often implemented by Human Resources Management. The purpose of this essay to outline the range of technologies used by firm to attract staff and analyse which particular methods would be most appropriate to attract different type of applicant to Mercado Supermarkets (include different types of position required within Mercado). The use of internet brought the phenomenal change in individual’s life style. It affected most of the organization in different ways. And at the same time it has force Human Resources Management Strategies to change its policies and procedure to deal with numerous issues of business. Now most of the businesses using different types of technologies to capture as much market as possible; depends on the size of the business as...
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...their workforce retiring in the next ten years Dofasco must come up with a reasonable and effective recruitment and selection process as well as replacement plans in order to meet their requirements for skilled labor. If Dofasco wants to form an effective strategy for handling this problem they must first collect the necessary data in order to form an effective recruitment and selection strategy. The first step for Dofasco is to collect all the data for recruitment so that they will not lack the required labor to be a profitable company in the future. The first step in data collection for Dofasco is to find out which employees plan to retire within the next ten years and what positions they will have when they retire. They will need to also account for what position those employees will hold when they retire in ten years as opposed to those retiring in two years. For example, someone who retires within the first few years (of this ten year span) will most likely be in same position they are in now, whereas someone who retires after nine years will most likely hold a much higher position when they retire considering Dofasco’s current corporate culture of internal development. Once they have an idea of who will be retiring and when, as well as what positions they will hold, the company or HR department can begin to collect the relevant data needed to ensure a good recruitment strategy. One of the very first steps after finding out who plans to retire will be to perform detailed...
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...and of their operations. Recruitment is the process of generating a pool of capable candidates applying to an organisation for employment (Gold, 2007). Applicants with experience and qualifications most closely related to job specifications may eventually be selected. Organisations become concerned when the cost of a mistake in recruitment is high. According to Armstrong (2006) the aim is to obtain, at a minimum cost, the number of suitable and qualified candidates to satisfy the needs of the organisation. The organisation attracts candidates by means of identifying, evaluating and using the most appropriate sources of applicants. El-Kot and Leat’s (2008) observation is that recruitment begins with advertising existing vacancies As already mentioned, this can be done internally or externally. In this instance the researcher was interested in external sources and processes as organisations in the Province are currently experiencing an undersupply of suitable candidates. Company policies related to the employment of relatives may influence its recruitment efforts. Currently more and more companies implement anti-nepotism policies that prevent the employment of close relatives, especially relevant to placement of candidates in the same departments or work groups (McMillan, 2006). Recruitment and selection is the process of attracting individuals on a timely basis, in sufficient numbers and with appropriate qualifications (Walker, 2009).Thus recruitment is the process of identifying...
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...their immediate priority is to address the fundamental Information Management objectives in the Information Age: To know the most efficient way for finding information online To know how to confirm the reliability of the information/findings To be able to manage online information DGT have invited ‘Three’s Company’ to help them develop their information management skills by guiding them through the process of retrieving electronic information. Our presentation and associated papers will assist DGT with the above by; Advising DGT of an appropriate online training site from a selection available. Demonstrating best practice of an appropriate search strategy for Online Recruitment, including a flow chart to illustrate the process. Providing an annotated list of the best references for Online Recruitment. Evaluating Three’s Company personal experiences of online searching. Presenting Three’s Company’s summarised recommendations to DGT using a PowerPoint presentation and a further illustration showing the activities, processes, information flows etc when managing electronic searches. OBJECTIVE 1 Advising DGT of an appropriate online training site from a selection available. Using the knowledge and understanding of DGT’s needs, the appropriate web site will be selected from those identified in the table below and justified as the most suitable training tool. Specific criteria will be...
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...Organizational Psychology Recruitment Methods When companies need to hire employees there are many methods that can be used. Before these methods are identified, recruitment method needs to be defined. Recruitment methods are the specific means by which potential employees are attracted to an organization. Internal and external are the two types of recruitment methods. Internal recruitment is done by promotions from within a company, nepotism, and employee referrals. External recruitment is done by job advertisements, employment and recruitment agencies, social media, and government job centers. Moving ahead I will go more in depth on each method throughout the paper. What exactly is internal recruitment? It is the assessment of an employer’s current staff to ascertain if any current employees are sufficiently skilled or qualified to perform the duties required by the job vacancies. The fastest recruitment method overall is promoting from within a company. By promoting from within, companies don’t spend any time and effort posting vacant job positions. The hiring process moves along much faster since they have most, if not all, of the information they need about the persons who are qualified for the vacant position. Examples of promotion from within are sales person becoming a supervisor, store manager becoming a district manager, or computer tech becoming a network administrator. Next there is nepotism. Nepotism is favoritism in politics or business granted to relatives...
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...increasing integration and resemblance amongst banks in the financial sector. As a result, banks are now faced with very high and intense competition amongst them (Harvey, 2010). Hence, in order to win this intense competition and maintain their market share of the bank industry; Human resources management is critical to the success of organization because human capital qualities that make it valuable, in sense high quality employees provide that a needed services as they perform capital function and resource of the employer (Donnelly et.al, 1992). Since, human resource management is vital for an organization, to acquire an effective and efficient employee, Recruitment, as a human resource management function, is also one of the activities that impact most critically on the performance of an organization. Therefore, recruitment is the process which has to be done carefully. According to (Weihrich and Koontz, 1994),...
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...The Impacts of Recruitment Practice at Commercial Bank of Ethiopia Chapter One: Introduction This chapter consists of background of the study, statement of the problem, general and specific objectives of the study, significance of the study, scope of the study, limitation of the study and organization of the paper. 1.1 Background of the Study The government of Ethiopia has launched economic reforms, financial liberalization measures and restructuring of financial institutions with the aim of promoting a competitive environment and efficient banking services to the public. The financial sector, with implementation of flexible interest and exchange rates that are market-lead, shows sign of improvement. In addition, the coming in to effect of the Licensing and Supervising Banking and Business Proclamation No. 84/1994 propels the emergence of many private banks in the market since 1994 (Kiyota et.al, 2007). This joined by rapid technological advancement and improved communication systems, has contributed to the increasing integration and resemblance amongst banks in the financial sector. As a result, banks are now faced with very high and intense competition amongst them (Harvey, 2010). Hence, in order to win this intense competition and maintain their market share of the bank industry; Human resources management is critical to the success of organization because human capital qualities that make it valuable, in sense high quality employees provide that a needed services as they...
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...RECRUITMENT STRATEGIES MANAGING/EFFECTING THE RECRUITMENT PROCESS By Margaret A. Richardson ABSTRACT Recruitment, as a human resource management function, is one of the activities that impact most critically on the performance of an organisation. While it is understood and accepted that poor recruitment decisions continue to affect organisational performance and limit goal achievement, it is taking a long time for public service agencies in many jurisdictions to identify and implement new, effective hiring strategies. In some areas, existing laws inhibit change; in others, the inhibiting factor is managerial inertia. This paper discusses some of the strategies that organisations can and do employ to ensure the existence of the best possible pool of qualified applicants from which they can fill vacancies as and when required. It will identify the advantages of each of the strategies, highlight the drawbacks of its use and offer suggestions for ensuring its utility. 2 INTRODUCTION Acquiring and retaining high-quality talent is critical to an organisation’s success. As the job market becomes increasingly competitive and the available skills grow more diverse, recruiters need to be more selective in their choices, since poor recruiting decisions can produce long-term negative effects, among them high training and development costs to minimise the incidence of poor performance and high turnover which, in turn, impact staff morale, the production of high quality goods and services...
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...2.0 RECRUITMENT INTRODUCTION Recruitment is a process of attracting relevant people with specific requirements and appropriate qualifications to apply for jobs with a company; in this case, Best Glove (M) the leading glove manufacturing company in Malaysia which now planning to open new branches in Penang and Sabah. One of the criteria to be taken care of is recruitment methods that is best to be used for the company. Thus, below are the report on two (2) methods that are mostly used among the manufacturing industries; weighed for which is the most efficient and effective for Best Glove (M). 2.1 ONLINE RECRUITMENT Online recruitment also known as e-recruitment, cyberuiting and internet recruiting; which are all is external recruitment. This kind includes a various process from advertising job vacancies to receiving curriculum-vitaes till the extent of creating and building human resource database of candidates (Dhamija, 2012). There were arguments from Caggiano (1999) and Borck (2000) that the practice of the new trends of internet recruiting will not able to replace the traditional ways yet the strategy will increase effectiveness of recruitment process itself (Dhamija, 2012). However, there are also agreements for the practice that supports the idea that it involves overall recruit and select strategy tool (Dhamija, 2012 cited Cullen, 2001). Top Glove Malaysia- one of the leading glove manufacturers in Malaysia has been seen recruiting its people online. Not only through...
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...train and develop the talents which they wish these individuals to posses. This will also promote brand loyalty because the employees will feel a sense of loyalty to the company if the company has supported them as they received their education. Tanglewood currently uses five different types of recruitment strategies. The following paragraphs will discuss the different methods and who those methods are targeting. Tanglewood uses different media outlets to advertise their open positions. They use those outlets such as print, radio, and television coupled with individuals filling out a standardized job application. Tanglewood has also placed Kiosks in their store for candidates to fill out the standardized application. These media outlets and Kiosks are seen by a variety of different people in a variety of different locations. Tanglewood also uses referrals as a form of recruiting. Referrals are a more targeted approach to recruiting as opposed to media. Employees are cautious of their own personal reputation so they generally only refer those who have the adequate KSAO’s. This provides Tanglewood with a targeted approach to reach those with the proper KSAO’s. The last two methods Tanglewood uses for recruiting are state job services and staffing...
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...Methods of recruitment and selection and its impact on corporate culture and processes. Human resources are like natural resources; they’re often buried deep. You have to go looking for them; they are not just lying around on the surface. -Ken Robinson “…while extraordinary products and unique services still afford a competitive advantage, the one advantage that stand the test of time… is people.” -Mark Salsbury, Human Capital Management: Leveraging your Workforce for competitive advantage. Creating and sustaining a corporate culture that truly emphasizes people starts with hiring a particular kind of person. Locating, attracting, and hiring people that thrive within an organization is always a challenge, regardless of size of the company, industry, or state of the economy. “Having right people at right time at right place” is the key to the success of every organization. Therefore, recruitment and selection is considered to be the central function of Human Resources Management. Today more than ever, organizations, given the latest technology and physical assets, cannot compete without having its qualified, rare, and unique talent supply. Acquiring and optimizing a talented workforce is a strategic process that begins with planning and continues throughout the recruitment process. “Recruitment is a process of identifying and attracting a group of potential candidates from within and outside the organization to evaluate for employment.” It entails...
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...Abstract The Power of Social Networking Sites in the context of Online Recruitment A thesis submitted in part fulfilment of the requirements for the award of BA Honours Management Author: Adeel Qurashi Mr Bill Sutherland 17th of April 2009 Robert Gordon University Aberdeen Business School Garthdee Road Aberdeen AB10 7QE Tel: + 44 1224 262000 Web: www.rgu.ac.uk Supervisor: Date: The Power of Social Networking Sites in the context of Online Recruitment II Abstract Abstract Social Networking Sites are experiencing a rapid growth; there seems to be no limit to their size. Many Social Networking Sites boast with millions of members using their networks on regular basis to communicate, share, create, and collaborate with others. Popular examples of these Social Networking Sites are Facebook, LinkedIn and Bebo. Although most of these sites lack decent business models, they are valued at millions of pounds. Google paid 1.5 billion dollar for YouTube when it wasn’t even earning a single penny. The reason successful Social Networking Sites have become so valuable is due to the amount of people that are using it; and people are exactly what organisations are after. This report aims to find out whether Social Networking Sites have the same value in the context of recruitment. Academic literature extensively discusses online recruitment, however not much is said about recruitment on Social Networking Sites: ‘Sociocruitment’. Research revealed that professionals...
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