HRM531-Recruitment Strategies-Raffy Rosero
HRM531-Recruitment Strategies-Raffy Rosero
Popular in Course
verified elite notetaker
Popular in Department
This 0 page Study Guide was uploaded by Experthelper Notetaker on Monday November 9, 2015. The Study Guide belongs to a course at a university taught by a professor in Fall. Since its upload, it has received 19 views.
Reviews for HRM531-Recruitment Strategies-Raffy Rosero
Report this Material
What is Karma?
Karma is the currency of StudySoup.
You can buy or earn more Karma at anytime and redeem it for class notes, study guides, flashcards, and more!
Date Created: 11/09/15
Running head RECRUITMENT STRATEGIES Recruitment Strategies Raffy Rosero HRM53 1 November 5 2014 Antonio Vianna RECRUITMENT STRATEGIES 2 Introduction Companies have many departments and they need different set of skills to fill those position The human resources of the company is one of the key players on looking the right talent for the department need Human resources normally talks to the departments manager in order to create a need analysis Once human resources has established what the department need they will then start the recruitment process In this paper I explain What s recruitment labor market recruitment policies internal and external recruitment what I think is better what my company uses and my recommendations Recruitment Recruitment is a process use by small and large company when trying to hire people to work for the company It is a process when companies are selecting and attracting suitable people to work on their organization In most companies in America recruitment is either temporary or permanent According to Cascio in 2013 recruitment is a form of business contest and it is fiercely competitive Cascio 2013 P 224 A good example of recruitment is when human resources calls a prospect employee and interviewing him or her Labor Market According to Cascio in 2013 A labor market is a geographical area within which the forces of supply interact with the forces of demand and thereby determine the price of labor Cascio 2013 P 227 Labor market is where people look for a paying job and employers find people who are willing to work Labor market can be found locally or in a national level Depending on the information exchange between people looking jobs and the employers giving RECRUITMENT STRATEGIES 3 jobs wages and conditions of employment are determined A good example of labor market is monstercom and dicecom Recruitment Policies In an organization there s always a process and each process have policies Recruitment is no exception on policies Recruitment has four policies which is passive nondiscrimination pure diversitybased recruitment diversitybased recruitment with preferential hiring and hard quotas Passive nondiscrimination is when the company implement fairness in person s race and sex fairly regarding on making decisions on hiring pay and promotion A good example of passive nondiscrimination is equal opportunity that s implemented on any company Pure diversity basedrecruitment is when the company is actively expanding their pool of applications so that no one is excluded because of discrimination Diversitybased recruitment with preferential hiring is when a company or organization is systematically favors minority and women in regards of promotion or hiring Hard quotas is when a company or organization on hiring or promoting a specific number of minority and women Cascio 2013 Internal Recruitment Internal recruitment is a process when an organization or a company looks at their current employees and considering to put them on an available opportunity This normally takes advantage if the company is looking for specific skills above an entry level position A good example is when there is an open opportunity for repair tech in customer service and the employee that s been working as a technician in the manufacturing oor was hired for the position because of his or her a good troubleshooting skills Cascio 2013 External Recruitment RECRUITMENT STRATEGIES 4 External recruitment is a process when an organization or a company looks outside talent for fresh ideas and considering to put them on an available opportunity or just replacing an employee that have left the company for any reason A good sources of external recruitment is university relations or also known as college recruiting virtual job fair executive search firm and employment agencies A good example of external recruitment is when a company uses employment agency like Kelly services to fill the available opportunity in the organization Cascio 2013 Why I think external is better In my opinion the better process is external recruitment because this way the company or organization has a bigger pool of people to choose from when they are looking for entry level or nonentry level positions Although some people may think this might be risky because there are so many unknown factors from hiring in the inside as long as the company has good hiring managers and human resources this will work just fine When hiring from the outside it just require more planning and research to make sure that they will be bringing the right person in the company Internal recruitment removes those unknown factor when hiring a position that s non entry level but if that person is hired for that position the company needs to replace the position that means they have to recruit externally to fill the old position External recruitment is better because this means you can get fresh ideas with the new employees and not thinking of replacing the old position that the employees used to be working What my company uses Kontron a technology company that I work for uses both internal and external recruitment when getting people in the work force So far my companies human resources is RECRUITMENT STRATEGIES 5 doing a decent job in recruiting but in order for my company to succeed in business they need to keep getting fresh ideas because technology and market is always changing Kontron is a global company but the location here in America is so undermanned that most employees are multifunctional and are very overwhelmed with responsibilities My recommendations My company is using both external and internal recruitment but I think it will be more successful if they just use external recruitment In a company it is always good to hire current employees to different positions so that they see progress in what they do and makes them feel that the company is helping them grow but I still think that external recruitment is better because of having a large pool of talents to choose from Close Companies recruit different set of skills that will help them achieve the current organizational goals Internal recruitment may help the current organization employees morale but as you can see in my company external recruitment is a must in order to move forward With my company s current undermanned situation if we were to use external recruitment employee s that are multifunctional and overwhelmed with responsibilities will be relieve if we re to hire outside the company to help delegate responsibilities and with this implemented my company s efficiency will increase RECRUITMENT STRATEGIES References Cascio 9ed VitalSouce bookshelf version Retrieved from httpon1inevitalsourcecombooks9781121903814 on November 1 2014
Are you sure you want to buy this material for
You're already Subscribed!
Looks like you've already subscribed to StudySoup, you won't need to purchase another subscription to get this material. To access this material simply click 'View Full Document'