From the organization’s perspective, what are the pros and cons of recruiting through these methods?

Please Do Recruiting Discussion & Reply To Edward And Marguerites Discussions!!!

List at least three jobs and research the organizations’ recruiting  practices. The jobs could be positions you have held or of those you  want to hold. In your post, address the following questions:

• How were you recruited for each position (or how is the typical employee recruited)?
• From the organization’s perspective, what are the pros and cons of recruiting through these methods?

Your initial post should include at least two outside sources to support  your response. Respond to at least two of classmates’ posts.

REPLY TO EDWARDS DISCUSSION:

In today’s fast paced digital world, a lot of jobs recruit candidates  through talent networks. “The growth of LinkedIn, Twitter, Facebook  Glassdoor, Indeed, and a variety of other tools available to promote  your employment brand have now evolved from a model of “candidate  relationship management” to a model of “talent network” from which to  recruit” (Bersin, 2013, para. 2). I applied for my current job and  previous other jobs in the past through Indeed, which is a popular site  to look for jobs and post them as well. I was able to create an account,  upload my resume and skills as well as my cover letter and apply for  jobs with the click of a button. After submitting my resume, I received  an email with a direct link to the company website where I created a  candidate profile.

Once I created a profile, I took an assessment about customer service  skills and a typing test as well. The job was for world travel  holdings, which is a travel agency and they had open recruiting. The  main advantage to open recruiting is “that everyone has the opportunity  to apply, it does enable generation of a diverse pool of applicants, and  it is very useful in situations where large numbers of applicants must  be hired” (Youssef-Morgan & Stark, 2014, p. 5.3). All you had to  have was 2 years of customer service and be able to pass the simple  assessment and typing test that was given. Since this was a call center  job, open recruiting was a high advantage because the company had to  hire a couple of hundred people to start training within a couple of  weeks.

However, with this type of recruitment, everybody was put in the same  tier level even if candidates had a significant amount of experience in  comparison to the other applicants. This means that a new hire with 7  years of experience will get equivalent pay to an individual who has  only the minimum experience required. The advantage to recruiting using a  talent network is that a company can recruit applicants fast, the  disadvantage is that they can get overwhelmed with too many applicants.

References

Bersin, J. (2013, Jul. 4). The 9 hottest trends in corporate recruiting. Retrieved from https://www.forbes.com/sites/joshbersin/2013/07/04/the-9-hottest-trends-in-corporate-recruiting/#90ab2b5492b0

Youssef-Morgan, C. M., & Stark. E. (2014). Strategic human resource management: Concepts, controversies, and evidence-based applications. Retrieved from https://content.ashford.edu/books/AUOMM618.14.2/sections/sec1.5?search=development#w8025 (Links to an external site.)

REPLY TO MARGEURITES DISCUSSION:

 

For a business to succeed hiring qualified candidates is necessary.  Companies must first recruit quality candidates. Finding the right  candidates may be very difficult. Several factors make the recruiting  process very hard, such as recessions and the flow of the economy may  make the recruiting process more strenuous for some employers. When  human resources decide to recruit individuals for a specific position  their primary focus is who to target during recruitment, what  information the departments want to deliver to qualified candidates and  how to place the right individuals for these available positions. If  recruiters do not perform the recruitment process correctly, the company  may end up with individuals not open-minded enough accept diversity in  the business, inexperienced individuals, or individuals who may reject  company advancement opportunities. An imperfectly structured hiring  process may overlook highly qualified candidates- including competitor  employees- because these individuals are unaware that these positions  are open and available. (Breaugh, 2010)

• How were you recruited for each position (or how is the typical employee recruited)?

For 18 years of my job hunting life, I have always looked for a job  and still looking for a real job. When I say “real” job I mean the job  that need long-term individuals and care about if I succeed with their  business. I have not ever found positions like that. Every position I  ever had was always temporary and not the company as a whole, but the  individuals who worked for the company could not care less if I stayed  or went. However, every position I ever got their hiring process  differed from the next. Company one, their hiring process was outsourced  to other companies, and I think those companies may or may not get a  finder fee for each person hired. Company two, I just walked in their  establishment, asked if they were hiring and the individual at the front  desk kindly told me “yes” and handed me an application form to fill  out. Company three, their recruiting was by telephone and if the human  resource were interested in the candidate’s responses from automated  voice prompt they called the individual for an interview.

• From the organization’s perspective, what are the pros and cons of recruiting through these methods?

It is necessary for an organization to carefully design a recruitment  system that assists at finding gaps in the hiring literature and  produce new analysis such as which recruitment directions are beneficial  in the hiring procedures, and improving those unacceptable results  across and within levels of the recruitment process is the primary  source of having a competitive advantage. (Phillips & Gully,  2015)  The pros for “company one” is that outsourcing to other companies  may give you a wide variety of individuals human resource is looking  for and many qualified candidates for the business. The cons for  “company one” is that these outsourcing companies may make the  recruitment process monetary and send any and everyone regardless of  experience for a paycheck causing delays in the recruitment process. The  pros for “company two” let candidates make the initiative to come and  fill out an application if they think they are qualified to do the job.  The con for “company two” did not give a full, specific description of  what the candidate would do once they got the job and that may cause  conflict among tenured and newly hired staff. The pros for “company  three” is that telephone method made it convenient for possible  candidates to call, answer the voice prompts about what the position  requirements were and if the candidate thought they qualified to respond  yes to all the voice prompts. I did not find any cons in “company  three’s” recruitment process.

References:

Breaugh, James A. (2010). Recruiting and Attracting Talent: A Guide to Understanding and Managing the Recruitment Process
Retrieved from: https://www.shrm.org/hr-today/trends-and-forecasting/special-reports-and-expert-views/Documents/Recruiting-Attracting-Talent.pdf (Links to an external site.)Links to an external site.

Phillips , J. M., Gully, S. M. (2015). Multilevel and Strategic Recruiting: Where Have We Been, Where Can We Go From Here?
Retrieved from: http://citeseerx.ist.psu.edu/viewdoc/downloaddoi=10.1.1.868.7742&rep=rep1&type=pdf (Links to an external site.)