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Theory of recruitment process
Recruitment theory
Selection strategies for recruitment
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Introduction
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.
History
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.
Based on prior experience (my personal experience recruiting at work), for a targeted type of recruitment referrals and staffing agencies are the methods that seem more targeted.
The second year of the college recruitment program, Marianne wisely sought the advice of others experienced in successful recruiting from college campuses. By following the advice to reduce the schedule, identify job descriptions, develop questions specific to positions as well as focused interview forms to be completed along with incentives linked to performance pay the college recruitment efforts should be more successful.
Moreover, internships are great starting blocks for a career. Jeff McGuire explains how in today’s educational system, schools have specialized offices and employees whose primary responsibility is to help you...
desired jobs. Internships provide valuable experience necessary for jobs and are an important part of the academic career. However, when it comes to internships, the issue of unpaid internships may be raised with opinions differing on the question of the benefits of such unpaid internships. Many people believe that since a salary does not cover the emerging costs, like living expenses and transportation, unpaid internships turn into a pricy experience that lay an even heavier financial burden on students. Therefore, they regard unpaid internships as detrimental for students. While it is true that unpaid internships can be a costly experience, it does not make them a less beneficial experience. Internships contribute to career development and it has been shown that they provide more opportunities in the job market. In addition to the enrichment of the resume, internships are valuable experiences that enhance the personal development of students. Since internships are a part of education, the costs have to be seen as an investment in the future - as every education is.
In her article, "Should Internships Be a Mandatory Part of the College Curriculum? The Answer is Yes", Ms. Landry states that she believes that every college and university should have at least one internship as a mandatory part of its curriculum. She deems that internships are very helpful both to students and to entrepreneurs, stating that internships are exactly what gets “companies to come here, grow here, invest here and stay here”. Students, on the other hand, receive practical knowledge in their chosen field and set up the contacts they will need for the future. She also cites Susan Brennan, the Managing Director of Bentley University’s Career Services, who suggests students take internships early and often, because they are
There have been done many studies in regards to internship benefits for college and university students. As it says” In addition to academic benefits resulting from internships, there are employment benefits as well. Research shows that the internship experience provides students with a competitive advantage over the non-intern with respect to initial employment, increased compensation, and promotion. The results of this study show that for the sample participants, there were significant
As a marketing intern for Nasdaq Corporate Solutions, I had a great opportunity to work in thriving business setting that enhanced my management education experience. I learned the various nuances behind a fast-paced company and the values and tasks for a successful internship. I was also able to progress my career and gain insights on what I potentially want to pursue as a future career. Overall, I was pleased with the outcome of the internship because I worked on meaningful projects that added value to Nasdaq’s goals. First of all, understanding the company’s values, mission, products and services is the key to being successful later on the internship.
At first, I was very skeptical about the whole concept of an internship. Given the size of Providence, an organization that spans five states and employs over 82,000 people, I felt like a drop of water in a vast ocean. The idea of learning anything in such environment seemed unrealistic, let alone contributing to the organization’s growth. Most of all, I was conflicted by the notion of giving 200 hours of my life away without any sort of monetary compensations. In addition to incurring an implicit and explicit cost during my internship at Providence, after doing calculations I came to a conclusion that I would have made at least $2000 over the course of ten weeks if I were to take a part-time minimum wage job. From the economic feasibility perspective, I was losing money instead of making money. At the time, it seemed a preposterous idea to continue doing what I was doing, but in retrospect, the long-term impact of internship on my future career and personal development is priceless.
That can be through a coordination with some companies that can offer such opportunities and connect learning with practice. The university also has to follow up with the company regarding the students’ improvement through getting regular appraisals that reflect their progress. Weaknesses of students should be addressed by the university and finding ways in how to bridge those gaps. Making sure that the student is ready for the labor market involvement is the duty of the university. The university also can see if the company can provide future opportunity for exceptional interns who did well during their program as a way of
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.
In 2012, eighty-four percent of Santa Clara University graduates who responded to a survey from the Santa Clara University School of Engineering obtained one or more internships during their undergraduate studies. Of those who responded, eighty-two percent were employed full-time after graduation earning a median salary of $62,500 (Santa Clara University). This research exhibits that internships can be an important strategy in the efforts toward job search for both students, as well as for employers looking to hire valuable employees. As defined by InternNE.com, an internship is any carefully monitored service or work experience that may be evaluated for educational credit in which an intern or student establishes learning goals and reflects on his or her learning experience in relation to achievement of the stated goals. Internships should first be examined that, when implemented at fullest potential, these opportunities can provide companies and students with a competitive edge in today’s business world. Subsequently, it can be shown that internships assist organizations and companies with temporary or seasonal project and task completion. Lastly, internships will be clarified as to how they allow students to gain valuable experience before entering the workforce. From reviewing an ample amount of research, internships are beneficial and advantageous to the success of a young student, as well as companies.
...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 majority of organizations that offer internship programs desire to have successful programs that benefit both the organization and the student. In the article “10 Best Practices for Business Student Internships” found in the academic journal, Strategic Finance, authors Kurt Reding and David O’Bryan discuss 10 practices that organizations should follow in order to have successful internships and the benefits to those involved in the program. Reding and O’Bryan evaluated feedback from previous students involved in internship programs and these organizations themselves to decide the most important factors that companies should implement in order to benefit the company and the student during the process. These practices create a strong foundation for companies to follow and for students to look for when searching for a program.
Internship experience is essential for students to gain hands-on experience for future full time jobs and differentiate ourselves among competitors, especially for us who are taking MBA courses. Based on the network we built and skillsets gained through the internship, we could know more clearly whether we want to dedicate ourselves into related fields and industries. Besides, internship is a great opportunity to build important network that advances your career life and apply what you learned from school into the real business world. Therefore, you could compare the potential differences between theory and reality to pinpoint ideal future careers more accurately.
Young individuals who leave college with their perfect degrees think that having a degree will make them competitive and ensure them a career. But in today’s society, this is simply not the case anymore. A degree is not enough to be competitive which is why it is crucial for students to participate in internships so that they can stand out. Internships are different, they might be paid or unpaid, required or optional, you can get credit or not for it. Internships have many benefits for all involved: students, employers, and universities. The employers get to have access to qualified employees who have new ideas and energy, allow them to save money, and provide flexible schedules which might be important for them. The universities get to strengthen their ties with the community and receive feedback from the employers. However, of those involved, students have the most to gain from these internships which is why I believe they should be mandatory for all students. The students gain life-changing advantages such as developing important qualities, understanding if they made the right choice for their degree, and increasing