Direct To Candidate Recruiting

There are a multitude of recruiting and staffing methods that can be used for all levels of employees. The purpose of this staffing proposal is for recruiting senior level employees. To that purpose, the three recruitment approaches that should be considered are: internal recruitment, recruitment via media, and direct-to-candidate recruiting.

Internal Recruitment

Internal recruitment is recruiting from employees within the company. This can be done in several ways: job posting procedure, nomination by manger, and use of knowledge skills and abilities database. When using the job posting procedure, companies internally advertise for the position available. This advertisement includes a detailed description of the position to include the

This allows the company to create a job ad that is specific to the position they are hiring for. This way job seekers can apply for positions they are qualified for and interested in (Society for Human Resource management, 2016).

Direct to Candidate Recruiting

Direct to candidate recruiting is a method in which a company directly pursues candidates that they are interested in. Two common direct to candidate recruiting methods are: telerecruiting, and workplace recruiting. Telerecruiting is recruiting qualified candidates by phone. Companies can obtain lists of candidates through “association directories, professional organizations.. [and] recruitment advertising agencies” (Society for Human Resource Management, 2016), that provide these lists for a fee.

Workplace recruiting occurs when a recruiter speaks with potential employees at their place of work. Recruiters strike up conversations with workers to determine if they are interested in other employment options. Some of these recruiters use cards similar to business cards, called “talent scout cards” to entice candidates to explore employment through their company (Society for Human Resource Management, 2016).

III. SELECTION

If the position requires certain KSAs, and the candidates resume states that they possess those KSAs, the employer may wish to verify that information. For instance, if the position requires an employee to make deliveries utilizing a corporate vehicle, the employer may wish to verify that the applicant has a clean driving record. According to Kinsey, “Employment verification, reference checking, credit and bankruptcy reporting, driving records, and criminal conviction checks can all lead to a reduction in incidences on nonviolent, but costly employee misconduct” (n.d., p.