Recruitment Strategy

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Recruitment Strategy

Recruitment Strategy and Job Offer Process Debra Stokes HMR/548 August 8, 2011 L. J. Elliott Recruitment Strategy and Job Offer Process What determines if a candidate is suitable for a position? There are many qualities to consider, but the responsibility falls on the human resource specialist. The responsibility of the human resources specialist is to hire the “right” candidate for opening positions within the company. In making these decisions he or she must ensure that the “right” candidate is selected for that position.

Different recruitment strategies will be compared and contrasted to determine the right recruitment strategy to attract those potential candidates for specific positions based on the following industries: education, engineering, and business. An explanation will be given to show why the selected recruitment strategy was chosen for each industry. The human resources specialist will choose a candidate for an opening position and explain the process that was used to offer the job.

Two types of strategies that can be used when deciding to fill a position; open recruitment and target recruitment, both of these strategies can be used, but it depends on the type of position that they are hiring for and the number of applicants they are looking to attract. Open recruitment has its advantages and disadvantages but first, let us define open recruitment. This strategy opens the doors for anyone and everyone regardless of his or her qualifications to apply for the position. The advantage of this strategy is it gives the applicants a feeling of fairness, in that, everyone has the opportunity to apply.

Another advantage of open recruitment is it ensures a diverse set of applicants would be given a fair opportunity to be considered for the position (Heneman & Judge, 2009). On the other hand, target recruitment is more specific to the needs of the organization. An organization may use target recruitment when the organization is trying to identify segments to locate potential candidates in the labor market. According to Heneman-Judge this recruitment is used to match specific characteristics pertinent to person/job or person/organization (Heneman amp; Judge, 2009). The advantage of this strategy is that it narrows the number of applications the organization or company receives, which gives the organization more time to focus on the qualified applicant. The disadvantage to this strategy is there is usually a short supply in the specific skill set. As the human resources specialist reviews these two strategies he or she must determine which strategy would successfully attract the potential candidate for education, engineering, and business. Education

The human resources specialist has evaluated the qualifications for the vacant position and has determined that any applicant, who would apply for a position directed in the education industry, would have to meet the specific characteristics of the position. The human resources specialist determined that the target recruitment would focus directly on specific skills that are needed to attract the applicant. Engineering This vacant position also requires specifics in characteristics to meet the particulars in the position.

The human resources specialist determined that the target recruitment strategy best benefits the engineering industry. An engineering position requires much schooling and technical training. Using the target recruitment strategy will pinpoint the exact qualities of the applicant. Business The human resources specialist determined that open recruitment and target recruitment would be the best strategy for this industry. The open recruitment will bring a diverse group of applicants to entry level positions. This strategy also gives the organization a large number of applicants to choose from.

Once the organization determines that higher end level positions may need to be filled, the organization would use target recruitment. In reviewing open and target recruitment strategies, the human resources specialist determined that the best strategy for hiring candidates to fill open positions would be target recruitment. Target recruitment is the most effective strategy because it focuses on identifying and enlisting individuals with specific attributes, experience, skill or knowledge that aligns with the recipient’s needs and goals (Resources to Help Employers

Hire and Retain People with Disabilities, 2011). Selected Candidate The human resources specialist received several applications for the administrative assistant position. The strategy that was selected to find the “right” applicant for the position was target recruitment. The human resources specialist determined that the qualifications that the organization was looking for was targeted through this strategy. The process that the human resources specialist used was questions and answer from the interview.

The candidate was knowledgeable about the company and this indicated that the applicant showed interest in the company, this makes the employer feel that the applicant did his or her homework. Another factor the human resources specialist used was determining if the applicant could bring knowledge to the company. The applicants expertise and bright ideas will help the company enhance the further goals of the company. Every applicant is interested in how much money will the company offer for the position and what types of rewards and benefits does the company have.

The company would want to ensure that whatever benefits and rewards are offered will be enticing enough to attract the applicant. The human resources specialist expressed that flexibility is an important factor because he or she needed to determine if the candidate is willing and available to move with the company. References Heneman, G. H. , & Judge, A. T. (2009). Staffing Organizations (6th ed. ). New York, NY: McGraw-Hill. Resources to Help Employers Hire and Retain People with Disabilities. (2011, August). Retrieved from http://www. askearn. com