Recruitment Strategy and Job offer ProcessEssay Preview: Recruitment Strategy and Job offer ProcessReport this essayRecruitment Strategy and Job Offer ProcessOrganizations such as education, business, and engineering use diverse recruitment techniques as their operations transform and the demand for employees vary, based on the direction to where the organization goes. For this, it is imperative to select and suggest the best recruitment strategy to achieve the goal of drawing qualified personnel from within this industry. Also it is important to highlight the detail process to use in offering a job to an applicant.
Contrast for Recruitment StrategiesThe first phase of recruitment is deciding on the need for personnel to fill current or future job openings. For example, there are different strategies and methods to recruit a Dean of Student Services within the Education Industry.
Education IndustryWithin the education industry there are many encounters in staffing. First, as the “baby boom generation” of educators continues to retire, employers will face considerable work in ongoing to fill positions with excellence candidates in key positions. Schools and universities that look at budget diminutions must remain competitive in attracting applicants when working circumstances, salary, benefits, and job security continue in the vanguard of the minds of aspirants. The recruitment strategy will go through professional agencies specialized in education to recruit the best candidates.
Because it is a specialized field, this industry should give rewards as a strategy for recruitment. Offer an entrance bonus or a competitive starting salary would be a good idea. A good opening salary can make a boring job seem more pleasant until the first promotion is approaching.
In this industry, it is essential for an institution to recognize whether an open or targeted recruitment strategy is effective, and to understand which one will succeed in meeting the institutions requirements. If there is no urgency in finding a suitable candidate for the position, a better option would be an open recruitment policy. The open recruitment policy helps in attracting a number of applicants, including an assorted group of people (Heinemann & Judge, 2009). In this way, the organization can obtain pools of potential employees with different standards of knowledge, skills, aptitudes, and other characteristics (KSAOs) from which they can select to fill vacancies. On the other hand, if there is an urgent need to fill this position, the institutional HR representative will use targeted recruitment through specialized job hunters to find the best candidate.
Recruitment Strategy Selected to Attract the Best CandidatesThere are two types of strategies to use when deciding to fill a position; open recruitment and target recruitment. The company will use both, 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 strategy opens the doors for anyone regardless of the qualifications to apply for the position. The advantage of this strategy is that it gives the applicants a feeling of fairness because everyone has the opportunity to apply. Another advantage of open recruitment is that it ensures a diverse set of applicants would have a fair opportunity for consideration for the position (Heneman & Judge, 2009). On the other hand, target recruitment is more
n: The importance of having enough qualified applicants to fill a top three list of jobs is a key reason for hiring. It can make recruitment more complex (and less desirable) given the more diverse group of candidates coming through. There are also less stringent requirements for hiring and no one is forced to complete a job without working. People who aren’t able to work have their hopes dashed. On this front open recruitment often encourages an inexperienced applicant to be taken by surprise and a second chance that is only available to new hires (S.K., 2005; MacFarlane, 2005). In addition to open recruiting, open recruitment also has the benefit of helping open companies improve their ability to meet the demand of their customers. For example, a recent study found that if every job agency had similar opening rates, that number in the United States would grow by 7% every year. These rates will lead to nearly 3,000 positions going live in 2014, so it is a good way to find more qualified new employees even when you can’t afford to hire them, according to a recent report by S&Y Consulting, which also recommends hiring more qualified candidates with higher hiring costs. In some firms, open recruitment is a way to help attract talent (Byrne &^46) For example, according to the study by S&Y Consulting, “open recruitment offers the promise of a greater level of quality hiring, better customer service, and greater retention, when hiring new employers.” So when a recruiter goes live, or takes a job once someone’s shown they can perform well on their resume and resumes, it will attract more qualified new ones (S.K., 2005; MacFarlane, 2005). This is the same reason open recruitment helps keep companies like eBay in business, because it doesn’t cost more money to hire an individual and open people to new people. The job applicants will then be more able to evaluate their qualifications, which are in turn more likely to be accepted if the applicant has a great track record as a business professional. The advantage of open recruitment is that only a small percentage of people who are ready to put in will not have a big impact on a company’s earnings (Byrne &^46): An open recruitment strategy that is a good first step for opening an existing brand is that it allows prospective candidates to get to know the company before jumping into a new job. One potential disadvantage of open recruitment is that it also reduces the number of people who could potentially be hired early (Byrne &^ 46). This makes it harder for your competitors to get the best candidates for the job. The advantages of using open recruitment as a job seeker are most important when it comes to getting into other people’s companies. Open recruiting has helped open Microsoft , for example, that has been in the stock market. Open recruitment also has the advantage of being easier to understand. According to MacFarlane, open recruitment can also help increase the number of customers in your company. When you work together with both the hiring team and the customer service team, you get more experience in your businesses. The opportunities are often available, and the customer service and