28 May Please Do Recruiting Discussion & Reply To Edward And Marguerites Discussions!!!
List at least three jobs and research the organizations’ recruiting practices. The jobs could be positions you have held or of those you want to hold. In your post, address the following questions:
- How were you recruited for each position (or how is the typical employee recruited)?
- From the organization’s perspective, what are the pros and cons of recruiting through these methods?
Your initial post should include at least two outside sources to support your response. Respond to at least two of classmates’ posts.
REPLY TO EDWARDS DISCUSSION:
In today’s fast paced digital world, a lot of jobs recruit candidates through talent networks. “The growth of LinkedIn, Twitter, Facebook Glassdoor, Indeed, and a variety of other tools available to promote your employment brand have now evolved from a model of “candidate relationship management” to a model of “talent network” from which to recruit” (Bersin, 2013, para. 2). I applied for my current job and previous other jobs in the past through Indeed, which is a popular site to look for jobs and post them as well. I was able to create an account, upload my resume and skills as well as my cover letter and apply for jobs with the click of a button. After submitting my resume, I received an email with a direct link to the company website where I created a candidate profile.
Once I created a profile, I took an assessment about customer service skills and a typing test as well. The job was for world travel holdings, which is a travel agency and they had open recruiting. The main advantage to open recruiting is “that everyone has the opportunity to apply, it does enable generation of a diverse pool of applicants, and it is very useful in situations where large numbers of applicants must be hired” (Youssef-Morgan & Stark, 2014, p. 5.3). All you had to have was 2 years of customer service and be able to pass the simple assessment and typing test that was given. Since this was a call center job, open recruiting was a high advantage because the company had to hire a couple of hundred people to start training within a couple of weeks.
However, with this type of recruitment, everybody was put in the same tier level even if candidates had a significant amount of experience in comparison to the other applicants. This means that a new hire with 7 years of experience will get equivalent pay to an individual who has only the minimum experience required. The advantage to recruiting using a talent network is that a company can recruit applicants fast, the disadvantage is that they can get overwhelmed with too many applicants.
References
Bersin, J. (2013, Jul. 4). The 9 hottest trends in corporate recruiting. Retrieved from https://www.forbes.com/sites/joshbersin/2013/07/04/the-9-hottest-trends-in-corporate-recruiting/#90ab2b5492b0
Youssef-Morgan, C. M., & Stark. E. (2014). Strategic human resource management: Concepts, controversies, and evidence-based applications. Retrieved from https://content.ashford.edu/books/AUOMM618.14.2/sections/sec1.5?search=development#w8025 (Links to an external site.)
REPLY TO MARGEURITES DISCUSSION:
For a business to succeed hiring qualified candidates is necessary. Companies must first recruit quality candidates. Finding the right candidates may be very difficult. Several factors make the recruiting process very hard, such as recessions and the flow of the economy may make the recruiting process more strenuous for some employers. When human resources decide to recruit individuals for a specific position their primary focus is who to target during recruitment, what information the departments want to deliver to qualified candidates and how to place the right individuals for these available positions. If recruiters do not perform the recruitment process correctly, the company may end up with individuals not open-minded enough accept diversity in the business, inexperienced individuals, or individuals who may reject company advancement opportunities. An imperfectly structured hiring process may overlook highly qualified candidates- including competitor employees- because these individuals are unaware that these positions are open and available. (Breaugh, 2010)
- How were you recruited for each position (or how is the typical employee recruited)?
For 18 years of my job hunting life, I have always looked for a job and still looking for a real job. When I say “real” job I mean the job that need long-term individuals and care about if I succeed with their business. I have not ever found positions like that. Every position I ever had was always temporary and not the company as a whole, but the individuals who worked for the company could not care less if I stayed or went. However, every position I ever got their hiring process differed from the next. Company one, their hiring process was outsourced to other companies, and I think those companies may or may not get a finder fee for each person hired. Company two, I just walked in their establishment, asked if they were hiring and the individual at the front desk kindly told me “yes” and handed me an application form to fill out. Company three, their recruiting was by telephone and if the human resource were interested in the candidate’s responses from automated voice prompt they called the individual for an interview.
- From the organization’s perspective, what are the pros and cons of recruiting through these methods?
It is necessary for an organization to carefully design a recruitment system that assists at finding gaps in the hiring literature and produce new analysis such as which recruitment directions are beneficial in the hiring procedures, and improving those unacceptable results across and within levels of the recruitment process is the primary source of having a competitive advantage. (Phillips & Gully, 2015) The pros for “company one” is that outsourcing to other companies may give you a wide variety of individuals human resource is looking for and many qualified candidates for the business. The cons for “company one” is that these outsourcing companies may make the recruitment process monetary and send any and everyone regardless of experience for a paycheck causing delays in the recruitment process. The pros for “company two” let candidates make the initiative to come and fill out an application if they think they are qualified to do the job. The con for “company two” did not give a full, specific description of what the candidate would do once they got the job and that may cause conflict among tenured and newly hired staff. The pros for “company three” is that telephone method made it convenient for possible candidates to call, answer the voice prompts about what the position requirements were and if the candidate thought they qualified to respond yes to all the voice prompts. I did not find any cons in “company three’s” recruitment process.
References:
Breaugh, James A. (2010). Recruiting and Attracting Talent: A Guide to Understanding and Managing the Recruitment Process
Retrieved from: https://www.shrm.org/hr-today/trends-and-forecasting/special-reports-and-expert-views/Documents/Recruiting-Attracting-Talent.pdf (Links to an external site.)Links to an external site.
Phillips , J. M., Gully, S. M. (2015). Multilevel and Strategic Recruiting: Where Have We Been, Where Can We Go From Here?
Retrieved
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