...How Has The Internet Changed The Recruiting Process? Dalisha Jordan Kaplan University GB520: Strategic Human Resource Management Abstract In recent years online recruiting has experienced rapid growth among organizations. While some still have a few concerns about what online recruiting entails and how it works, it has continued to be embraced. The recruiting process has changed over time and is now much different than many years before. This research paper will examine the question “How has the internet changed the recruiting process?” This paper takes a look into online recruiting and how online recruiting is put into action. Introduction Online recruitment methods are rapidly growing and being used by numerous organizations. To remain up to date with new trends, technology, and stay competitive organizations have left the more traditional recruiting methods to adopt the methods of online recruiting. Even with the skepticism that comes along with online recruiting, it still has a huge following among hiring professionals. This research paper examines the question “Has the internet changed the recruiting process?” The Internet as a Recruiting Method Recruitment is the process of selecting and hiring the most qualified individuals to fill an open position at an organization. “Given that an organization’s performance is a direct result of the individuals it employs, the specific strategies used and decisions made in the staffing process will directly impact on organization’s...
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...Reports to: Shift Leaders, Department Managers, Assistance Store Manager, Store Manager, and Regional Manager Qualifications: Knowledge of Customer Service Principles, ability to perform light lifting and object manipulation, ability to relate to others, excellent communication and speaking skills. Relevant labor market: Washington / Oregon Timeline: Unspecified: Continuously interview with qualified candidates Activities to undertake to source well-qualified candidates: Advertise inside of store at Kiosk Post job opening on company website Make positions available at state job services Request employee referrals Post job on career website / use a staffing agency Radio advertisement Staff members involved: HR Recruiting Manager Regional Manager Store Manager Department Managers Budget: $2,500-6,500 Targets Open versus Targeted Recruitment Open recruitment approach, organizations cast a wide net to identify potential applicants for specific job openings Very little effort is made in segmenting the market into applicants with the most desirable KSAO’. Targeted recruitment approach is one whereby the organization identifies segments in the labor market where qualified candidates are likely to be. (Heneman & Judge, p. 214 2009). Targeted recruiting isn’t a reasonable method for Tanglewood because the qualifications aren’t specific enough to only source in certain groups. However open recruiting is a perfect method for sales associates...
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...Recruiting guide for Store Associates Position: Store Associate Reports to: Store Manager, General Manager Qualifications: None/ All applicants are considered Relevant labor market: Western Washington Timeline: Week of 5/21: Conduct interviews with qualified candidates 6/15: Targeted hire date Activities to undertake source well candidates: * Local and regional newspapers, radio stations, Internet, and televisions * Posting of openings to company vacancy website * Provide Kiosk for applicants to apply for vacant positions * Outsource vacancies to staffing agencies * State Job Service * Utilize employees for referrals and continue to offer incentives to motivate internal employees Staff members involved: * Vice President of Human Resources * Human Resources Recruiting Manager * Department Managers * Shift Leaders * Direct Reports Budget: $2,000-6000 2. Tanglewood possesses a 50% turnover rate therefore open recruitment works to the advantage of managers. Human resources provide a pool of candidates to interview allowing managers the opportunity to determine employees that will be a great fit for the department. Also considering the company possesses such high turn over rate more individuals need to be interviewed to ensure great applicants are hired increasing retainment and reducing the turnover rate, as Tanglewood would like to remain reputable within...
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...Abstract In this paper I will discuss the different roles of a recruiting manager that is looking to hire a successful Service Manager for a new division in the company. I will discuss a few of the many different characteristics and experiences that are needed in order to be a positive candidate for the position. Last I have listed 5 questions that are important to ask in an interview to find out the more in dept motives out this candidate. Characteristics As a recruiting manager to hire the most qualified individual for the job at hand is one of the most important aspects of my job. The most important job of a great hiring manager is to assess the individual in addition to experience. This can be a difficult situation under normal conditions; but since this will be a new department with special request from our vice president, it becomes even more important for me as the recruiting manager to make the correct choice on a Service Manager that will be in charge of the new service division. The vice president has requested a competent individual that possess important skills such as being conceptual, having good communication, effectiveness, and interpersonal qualities. With any managerial hire I must find a qualified Service Manager experienced in not only leading others; but competent in organizing, planning, and controlling the new the department for the success of the company. As with all companies, the candidate of choice would possesses many good characteristics...
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... | | |and Recruiting | | | |Lecture Outline | | | |Workforce Planning and Forecasting |In Brief: This chapter explains the process of | | |Strategy and Workforce Planning |forecasting personnel requirements, discusses | | |Forecasting Personnel Needs (Labor Demand) |the pros and cons of methods used for recruiting| | |Improving Productivity Through HRIS |job candidates, describes how to develop an | | |Forecasting the Supply of Inside Candidates |application form, and explains how to use | | |Forecasting the Supply of Outside Candidates |application forms to predict job performance. | | |Talent Mgmt. & Predictive Workforce Monitoring | | | |Developing an Action Plan to Match Projected Labor Supply and Demand |Interesting Issues: The Internet has changed | | |The Recruiting Yield Pyramid ...
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...businesses get their open positions filled? Recruiting and selection are sometimes one of the hardest processes in any business setting and are the most important in getting small to large business going and afloat. Recruitment can happen at varying stages in the life of a company, and that is why it is so hard. Finding the right people to run your business and investing in your talent pool can help reduce turnover and aid in employee development. In regards, to the recruiting and selection process, there are legal specifications to be aware. There is a particular legal landscape to acknowledge for the industry in itself and also to abide by laws such as discrimination of any kind. . Amazon is a company who has now become a household name, and they recently had an opportunity to grow their workforce. They are in need of a new Customer Service Manager. The entire process begins with starting off with qualified personnel to aid in the recruitment and selection process. That means they will be well trained in fair employment practices, pre-employment practices, and workplace standards such as sexual harassment. If concerned and take their time hiring the right personnel to head the recruiting and selection process they will, in the end, help save resources by hiring the right people in the right manner. To have a successful business, managers and recruiting specials should be very knowledgeable when it comes to equal opportunity laws. Recruiting specialists must be very welcoming of...
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...Assignment Week 4 Tanglewood Case 3 Keller Graduate School HR 594 Strategic Staffing The objective is to address the needs and the concerns of the organization to develop an effective method to recruiting. This method must be beneficial economically, as well as, productive in recruiting the best possible talent needed. A strategy must be developed along with a guide that will be shared by all locations and at all levels. In creating this method, different forms of recruiting will be employed to ensure that the target audience is reached effectively. Tanglewood has high turnover. This is a major concern for management. There is time, and money invested in to hire these employees. Training and maintaining is just as costly if there is a 50% chance of the employee leaving the company, just to start the process over again. One reason for this is because of the lack of consistence in how the managers in the different locations recruit their employees. The recruiting policies appear to be designed by the store managers with no solid structure. There must be a policy designed to recruit those individuals that will best fit the position as well as ensuring that the investment in training and maintaining pays off. Tanglewood use several different methods to recruit prospective employees. These methods are effective, but only if used properly to gain the wanted effect; which is ensuring the best candidates for the positions. The most used method used by Tanglewood is media...
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...What are the current job specifications for the store manager job? Based on the information you have (or could have), how would you assess the validity of these specifications? What approaches would you use? The current job specifications for the store manager position that is required, by most district managers, at CompTech is that the candidate being considered should have a MBA or at minimum three years’ experience as store manager. CompTech’s strategic objective is to meet customer requirements and expand their customer base, so I would also include strong customer service skills as a job specification. To validate the specifications that have been given I would look towards the job description initially and I would perform some job analysis on the store manager’s position (Bernardin, J.H., 2013. A job description would be able to tell me the most important job duties and specifications (Bernardin, J.H., 2013. In performing the job analysis I would use several different approaches. I could observe someone performing the store manager’s position or I could actually perform the store manager’s positions for a set period of time. I would also go through a position analysis questionnaire and a management position description questionnaire to see what specific job duties would fit this position best (Bernardin, J.H., 2013. What hypotheses or proposal do you have so far regarding CompTech's strategic position? What do you regard as the critical strengths and weaknesses...
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...this strategic decision, Apple’s human resource department will need to come up with a talent acquisition strategy. First, the HR department will need to come up with a recruiting strategy based on forecasting and HR planning. This research paper will first discuss the approaches to recruiting that might be best suited for Apple’s talent acquisition. It will also discuss the traits and behaviors an effective recruiter will need in order to accomplish the organization’s recruiting strategy and goals. Apple will need to determine the best way to effectively plan for this talent acquisition. Based on cost, three suggestions will be made for Apple to accomplish this goal. This research paper will conclude with discussing the benefits of HR forecasting and why it is a necessary step in HR planning. 1. Based on the information given but in your own words, explain what approaches to recruiting might be best suited for Apple’s talent Acquisition. Apple is recruiting engineers and other personnel to work on developing microchips in-house instead of outsourcing the process. Apple feels as if secrecy of their developing product is more important than efficiency of production. Therefore, they are conducting a mass hire throughout the organization. Apple has already taken an aggressive approach in recruiting by acquiring small competitors making them a part of Apple. This approach is a drastic and rapid approach; however, there may be significant attrition. Will employees...
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...Job Description and Recruiting Strategies Worksheet Conduct an interview with someone who has a career or job position that is different from your own. Identify the duties associated with his or her position, as well as any skills and abilities necessary for the position. Use the information gathered in the interview, as well as the Week 3 readings, to complete the following worksheet. Answer each question in paragraph format. JOB ANALYSIS 1. What are the duties and job responsibilities associated with the position held by the individual you interviewed? I have interviewed a Manager of a wellness center. The job responsibilities and duties associated with the position held by this individual are handling the overall strategic planning and direction of the company, making final decisions on items brought by the direct reports, handling customer grievances at the escalated level, ensuring that sales goals are reached. 2. What are the types of knowledge, skills, and abilities that are needed to successfully accomplish the job responsibilities? Regarding the types of knowledge, skills, and abilities that are needed, The Manager must have the proven experience of sales, and understand how to motivate his/her staff. The Manager may have a degree in business management, but many times experience in the field of wellness is more important. The candidate must have general integrity and be of good character. The candidate also needs to understand and have the ability...
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...would like to fill. The Corporate Human Resources Recruiter for Baptist Memorial Healthcare Corporation is responsible for delivering all facets of recruiting success throughout the organization. This will be achieved through the development of local and national recruiting plans, employing traditional sourcing strategies and resources as well as developing new, creative recruiting ideas. The Corporate Human Resources Recruiter will play a critical role in ensuring we are hiring the best possible talent. Primary Objectives of the Human Resources Recruiter are to develop and execute recruiting plans. Network through industry contacts, association memberships, trade groups and employees. Coordinate and implement college recruiting initiatives. There will be administrative duties and recordkeeping. The Recruiter will develop and execute recruiting plans by working with hiring managers on recruiting planning meetings, creating job descriptions, lead the creation of a recruiting and interviewing plan for each open position, efficiently and effectively fill open positions, conduct regular follow-up with managers to determine the effectiveness of recruiting plans and implementation. The recruiter will also develop a pool of qualified candidates in advance of need, research and recommend new sources for active and passive candidate recruiting, build networks to find qualified passive candidates, post openings in newspaper advertisements, with professional organizations, and in other position...
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...Subject: | Cross Cultural Management | Instructor Name: | Balach Jamali | Date: | 23-12-2011 | Final Project: | Case Analysis | | | Group Members Abdullah Abdul Rehman (9151) Hammad Mukati Umair Bawani So Long to the Sunday Classifieds Management Dilemma * The innovative strategies for recruitment * To boost the recruitment efficiency & reducing the cost to hire. Management Response * Use the idols/ heroes in ad * Brief of benefits & facilities * Contract recruiting, campus recruiting, employee referrals, computer databases, and internet recruiting. Q.1: Assess the effectiveness of a recruitment advertising strategy that relies on imaginative, highly visual, eye-catching ads. What are the potential strengths and drawbacks of this approach to recruitment advertising? Ans 1: The effectiveness of recruitment advertising is to send a unique and memorable message about the company to the gain the attention of the applicants in a single moment and to create attention, interest, desire and action and create a positive impression about the firm. After watching this ad the many applicants will apply in the company. The drawback of this approach would be that many applicants would send their resume which would be difficult for the company to sort out the most effective employee and would be more time consuming for the company. Q.No 2: What type of company (in what kind of industry) would benefit most from contract recruiters...
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...1. Recruiting guide for Store Associates Position: Store Associate Reports to: General Manager Qualifications: All considered Relevant labor market: Western Washington Timeline: Continuous recruiting Activities to undertake to source well qualified candidates: Local and regional newspapers, radio, television Post openings to company’s employment website Request employee referrals Upload availability to Kiosk Employ a staffing agency State Job Service Staff members involved: HR Managers, Department managers and Shift leaders Budget: $2,000-6000 2. When looking at the desired results of hiring sales associates for Tanglewood I would have to say that the Open recruitment would be the best decision on the behalf of Tanglewood. The 50% turnover would cause the need for a higher pool of interviewed and qualified applicants; one reason for open recruitment would be because specific qualifications are not needed for the sales associate position opening that pool of applicants. . 3. The Western region of Washington is the only area presently using four methods of recruiting and the only one using job services. The higher costs associated with media almost doubles the cost of the other four and second would be the cost of kiosk recruiting, these two are not significantly cost effective to the organization in this region. The other two hiring practices in this region have higher retention levels and lower costs for referrals and job service recruiting. The...
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...Amazon Is Hiring 1 Amazon Is Hiring… Customer Service Manager Recruiting/Staffing Strategy Dorothy Krafft OMM618: Human Resources Management Professor Cheryl Moore February 28, 2016 Amazon Is Hiring 2 As with many organizations, the recruiting process is one of the most important aspects when it comes to the employee-organization relationship. Any organization is capable of hiring an employee to fill an open position, but only a few organizations are capable of hiring an employee to create and maintain a long-term career with that particular organization. A large factor that differentiates from a job to a career would be the organization’s staffing process and the relationship they create with the employee. When an organization, such as Amazon, has a great recruiting process, they are capable of eliminating many negative aspects such as a high turn-over rate, negative customer service, unhappy employees, and so forth. A Customer Service Manager within Amazon has obligations to ensure that the organization and its employees are providing their customers with the best possible customer service, whether it’s when a customer is making a purchase, has questions concerning a product or purchase, has complications with a product, is unhappy with service they received from Amazon, etc. Due to this, it’s extremely important that Amazon has Customer Service Managers that are educated within their position, as well as dedicated to the...
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...well-known organization and identify our recruiting and selection methods which will be consistent with that organization. Team- B chose a job posting from the United Services Automobile Association (USAA). This posting is seeking a Compliance Manager. Our intention is to persuade the reader Team-B has a comprehensive understanding of the course objective which is knowledge of how Human Resource managers’ duties influence the recruiting and screening and the selection process for vacancies in an organization. Method of Recruiting and Screening USAA is a Fortune 500 financial services company here in San Antonio Texas whose focus is to accommodate the financial needs of members of the United States military and their families on a global scale worldwide. As of March of 2011 USAA is ranked 66 in net worth among the fortune 500 and 132nd in revenue (USAA.com, 2011). Because of the company’s financial strength and reputation it is imperative they use all available means at their disposal to recruit and hire the most talented employee in any vacancy required to be filled. Team-B looked into a number of methods of recruiting to fill this position of a Compliance Manager. After recognizing the job requires someone with a strong background in banking laws and regulations as well as risk assessment and leadership qualities it extremely important to be very meticulous in recruiting. The team initially looked into recruiting from within by informing management to post...
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