The Efficiency and Effectiveness to Recruit for an Organization

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According to Mondy (2008), “Recruitment is the process of attracting individuals on a timely basis, in sufficient numbers, and with appropriate qualifications to apply for jobs with an organization” (p.110). With organizations realizing their turnover rates, employee recruitment efforts have – of late – been a top priority for human resources (HR) departments. These efforts are key in job performance and the overall effectiveness and efficiency of an organization. The recruitment strategy implemented should be well thought out and organized in order to attract top performers.
Over the last fifty years recruitment strategies have evolved tremendously. From poster ads, employee referral programs, newspaper ads, job fairs, online job postings, to the ultra prevalent social networking recruitment systems. Just a few short years ago, as late as 2003, the preferred method of employee recruitment was through newspaper advertisements. Today, most organizations have shifted their job promotion platform from print to online portals such as internal web systems and social media platforms. As the economy improves and competition increases recruiting top performers will become more difficult. (Forbes) Add More.
Recruitment Sources
Recruiting is divided in two, internal recruiting and external recruiting. Recruitment sources explain where and how a potential candidate can be located, whether it is internally or externally (Mondy, 2008). Sources are categorized as follows:
Internal Sources
• HR Database - an internal tool used to qualify/dis-qualify current employees for filling open positions.
• Job Bidding – procedure used for current employees to apply for a job transfer.
• Employee Referrals – method used by curre...

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... 2007). Hundreds of corporations are utilizing the power of a structured internship program to recruit top performing millennials. College students and corporations alike are using summer internship programs as an opportunity to receive mutually beneficial experiences.
The student gains valuable real world training and experience while the future employer receives valuable work. “According to a Lindquist/Endicott report, in 1993, 17 percent of all new hires were interns” (Pianko, 1996). Again, organizations conscious of their financial burdens realize hiring an intern is substantially less expensive than hiring a full-time employee. Co-author of The Princeton Review Student Access Guide to America’s Top Internships, Samer Hamadeh, estimated hiring an intern cuts hiring costs in half (Pianko, 1996). The retention rate is said to be much higher upon hiring an intern.

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