Northwest State College
Introduction
Recruiting is becoming an essential function of Human Resource Management. As labor markets continue to shift, recruiting needs to be incorporated into strategic HR planning since its fundamental purpose is to fill positions that are critical in achieving organizational goals. This paper will focus on what would cause an individual to not consider a position, the approval procedure for applicants, and components of an ideal recruiting system using the supplemental case: Northwest State College.
Recruiting Employees
There are times when HR managers find it difficult to fill certain positions, even if they have an adequate number of applicants due to people being under qualified for the positions needing to be filled. Recruiting can be defined as the process of generating the best possible pool of qualified applicants for organizational jobs (Mathis, & Jackson, 2011, p. 178). As Margaret Richardson, the Director of Corporate Services for the Government of the Republic of Trinidad and Tobago put it, “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 minimize the incidence of poor performance and high turnover” (Richardson). Identifying candidates is only part of the job as HR needs to ensure their recruitment practices and procedures actually attract potential hires and does not discourage people from wanting to work for their organization.
Northwest’s Approval Procedure
An individual may not consider a position at Northwest State due to their cumbersome recruiting and ...
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...ichever ways an organization chooses, one should avoid using only one source for recruiting as it will limit the pool of talent.
Conclusion
A strong, competitive recruitment process is vital to any organization needing to fill positions that are essential in meeting their organizational goals. The success of organization recruiting practices can be measured by how successful the organization is at filling empty or new positions. The more strategic HR is with recruiting the higher their prospects will be at becoming an employer of choice.
Works Cited
Mathis, R, & Jackson, J. (Ed). (2011). Human resource management, thirteenth edition. Mason,
OH: South-Western Cengage Learning.
Richardson, M. (n.d.). Recruitment strategies: managing/effecting the recruitment process. Retrieved from http://unpan1.un.org/intradoc/groups/public/documents/UN/UNPAN021814.pdf
Recruitment is an important part of Human Resource Planning. People are an essential resource in a business and therefore need to be used effectively in order to benefit the business.
Last year Marianne delegated on-site campus interviews to three department managers to be recruiters preparing them only with a briefing to keep their questions specific to qualifications for the job. The three managers conducted 64 interviews over one week at four different college campuses and most failed to file interview reports in a timely manner. This year Marianne recognized that last year’s schedule was perhaps too rigorous for only three managers so this year she has instead selected twelve managers to be recruiters on just one college campus each. Marianne’s poorly managed campus recruiting program, has led her to seek the advice of professional HR colleagues to improve her efforts during this year’s campus recruiting program.
When employers seek new employees, they have a variety of external recruiting methods available from which to choose. The method chosen may depend on such factors as budget, desired applicant characteristics, and type of access to potential employees in the labor market. Recruiting decisions should also consider each method’s potential for adverse impact against certain groups of employees. Adverse impact in employee recruitment or selection occurs when a hiring practice intentionally or unintentionally discriminates against a protected group (CSU-Global, 2013). To decrease the likelihood of adverse impact, employers should proactively engage in recruiting activities designed to reach a broad range of potential job applicants.
...greater number of people in an economic, efficient, and effective manner. This paper has provided a background and understanding of employment recruiting, the styles, methods, and tools available to allow customization of interviewing methods applicable to the situation or needs of the organization or project. An overview of the creative large scaled employee recruitment project Borgata Hotel and Casino notably made history and a study of best practices in employee hiring, recruiting and interviewing process that enhances corporate strategy.
The University of Queensland Recruitment and Selection Manual. (n.d.). Retrieved from The University Of Queensland Australia: http://www.uq.edu.au/shared/resources/personnel/recruitment/RecruitmentandSelectionManual.pdf
An organizational human resources department utilizes the hiring and firing process to meet the organization’s personnel needs. Organizational human resource departments are charged with the oversight of an organizations administration department. The practice of hiring and firing people is a process employer’s conducts on a daily basis. This process has to be done in a proper manner and not in haste. The implication that can occur from the improper hiring and firing process could and can have a positive or negative impact on an organization. Therefore, employers must carefully evaluate their decision to hire/fire individuals and its impact on the organizations’ workplace environment and others employees. Human Resource Management is important for an effective organization. In today’s organization, HRM is valuable to the organization because of increase legal complexities and its known for improvement in productivity. However, management should realize that poor human resource management could result in an outburst of hiring process followed by firing or layoffs. According to (Satterlee 2013, p. 194), “Hiring the best candidate who is also a good fit for the organization is crucial for the success of an organization, because a poor hiring decision will have repercussions across the entire organization”. Satterlee made a valid point because poor hiring could have an impact on the bottom line performance of the firm. In other words, HRM is the contributing factor to the success of the organization including motivating and maintain the staffs. The purpose to the motivation is to ensure that all employees grow to a full potential. According to (Sims 2006, p. 5), “HRM efforts are planned, systematic approaches to increasing organizati...
...ing vacancies. At the same time, organizations such as a 200 bed hospital should prevent their company from becoming homogenous and stagnate. External candidates should not just be recruited to file entry level positions; they should be recruited to file high level positions when experience and qualifications are needed and it is absence within the organization.
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Hiring an individual is simple, but getting the right individual takes a lot of effort and this makes a big distinction. The finest workforce gets the work done, they are bliss to supervise and assist the organization’s development. Recruitment focusing on merely employing warm bodies could result in headaches and unexpected setbacks. Sudden hire might need hours of management and time used up in control, retraining in addition to terminat...
Human Resource management (HRM) can be defined and simplified in various ways. One definition is that HRM is to “get the right people on the bus, the wrong people off the bus, and the right people in the right seats” (Collins, 2001). The People theory is a theory in HRM that includes Recruitement and selection- two major subjects in the HRM function which concerns people and their way to a job for them.This essay will treat and discuss these two topics, recruitment and selection and their importance to the HRM function.
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...s, many future problems can be reduced and hence help in improving the organization profits. Therefore, we can see that filtering the employees’ recruiting process is essential. Because good employees can bring up a good organization, at the same time good organization generate good profit and able to produce good GDP to our country as well and hence we can hedge against budget deficit that which will eventually lead to debt crisis.
In Scenario A: Talent Management, The Human Resources problem that stands out is found in this passage, “What was more of a concern, though, was the number of internal candidates for critical positions who were passed over for individuals from outside the college, some without experience in higher education; seven out of nine new supervisors were external. In addition, external searches were conducted in the hiring process of the past three senior officer positions”. HR strategic talent management recruiting for Hudson College needs to be developed. Practices that could be used to solve this issue are management development, employee training, and employee assessment.