...Recruitment Advertising & Recruiting Strategy In a time when many companies are cutting costs across their operations, a growing number of HR departments are changing the ways they recruit. Their goal: to boost recruiting efficiency (reducing recruiting costs per hire). Their means: innovative recruiting approaches that bring imagination and aggressiveness to a company's overall recruiting function. Innovations are occuring in several elements of the recruiting process. Here is a look at innovations in several areas. Recruitment Advertising An increasing number of companies are supplementing and even replacing the traditional classified ad with creative, clever, eye-catching ads. These ads are essentially a company's resume and cover letter, designed to send a unique and memorable message about the company to sought-after prospective applicants. Recently, Personnel Journal reviewed several hundred ads submitted by subscribers and reported some trends in this type of advertising. They include: 1. Use of Employees in Ads Instead of the traditional testimonials, more company ads are spotlighting employees, talking about their skills, jobs, and accomplishments. For example, General Dynamics has run a series of ads that, by comparisons with great inventors, compliments profiled employees and their colleagues. For example, one ad hadline in the series proclaims, "We're looking for another Newton ...And another Newman: (Howard Newman, one of General Dynamic's senior project engineers)...
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...RECRUITMENT STRATEGIES MANAGING/EFFECTING THE RECRUITMENT PROCESS By Margaret A. Richardson ABSTRACT Recruitment, as a human resource management function, is one of the activities that impact most critically on the performance of an organisation. While it is understood and accepted that poor recruitment decisions continue to affect organisational performance and limit goal achievement, it is taking a long time for public service agencies in many jurisdictions to identify and implement new, effective hiring strategies. In some areas, existing laws inhibit change; in others, the inhibiting factor is managerial inertia. This paper discusses some of the strategies that organisations can and do employ to ensure the existence of the best possible pool of qualified applicants from which they can fill vacancies as and when required. It will identify the advantages of each of the strategies, highlight the drawbacks of its use and offer suggestions for ensuring its utility. 2 INTRODUCTION Acquiring and retaining high-quality talent is critical to an organisation’s success. As the job market becomes increasingly competitive and the available skills grow more diverse, recruiters need to be more selective in their choices, since poor recruiting decisions can produce long-term negative effects, among them high training and development costs to minimise the incidence of poor performance and high turnover which, in turn, impact staff morale, the production of high quality goods and services...
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...- AN HR must-know activities - Provides new employees; New ideas to the organization HUMAN RESOURCE PLANNING (HRP) Before putting up or before conducting a recruitment and selection process, the first step that an Hr must do is planning. HRP is a both a process and set of plans. It is how the organizations asses the future supply and demand for human resources. Human Resource Planning determines the number and type of employees to be recruited into the organization. • WHY conduct HR PLANNING? 1. For more effective and efficient use of human resources 2. For more satisfied and better developed employees • HR Planning Process (4 Distinct Phases or stages) 1. Situation Analysis and environmental Scanning. The strategic plan must adapt to environmental circumstances, and HRM is one of the primary mechanisms that an organization can use during the adaptation process. Without an effective HR plan to support the recruitment and selection functions in the organization, it will be impossible to move fast enough to stay competitive. 2. Forecasting Demand for Employees This is estimating not only how many but also what kinds of employees will be needed. Forecasting yields advanced estimates or calculations of organization’s staffing requirements. 3. Analyzing the Current Supply of Employees/ Inventory of Manpower. This is to determine how many and what kinds of employees the company currently has in terms...
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...and of their operations. Recruitment is the process of generating a pool of capable candidates applying to an organisation for employment (Gold, 2007). Applicants with experience and qualifications most closely related to job specifications may eventually be selected. Organisations become concerned when the cost of a mistake in recruitment is high. According to Armstrong (2006) the aim is to obtain, at a minimum cost, the number of suitable and qualified candidates to satisfy the needs of the organisation. The organisation attracts candidates by means of identifying, evaluating and using the most appropriate sources of applicants. El-Kot and Leat’s (2008) observation is that recruitment begins with advertising existing vacancies As already mentioned, this can be done internally or externally. In this instance the researcher was interested in external sources and processes as organisations in the Province are currently experiencing an undersupply of suitable candidates. Company policies related to the employment of relatives may influence its recruitment efforts. Currently more and more companies implement anti-nepotism policies that prevent the employment of close relatives, especially relevant to placement of candidates in the same departments or work groups (McMillan, 2006). Recruitment and selection is the process of attracting individuals on a timely basis, in sufficient numbers and with appropriate qualifications (Walker, 2009).Thus recruitment is the process of identifying...
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...increasing integration and resemblance amongst banks in the financial sector. As a result, banks are now faced with very high and intense competition amongst them (Harvey, 2010). Hence, in order to win this intense competition and maintain their market share of the bank industry; Human resources management is critical to the success of organization because human capital qualities that make it valuable, in sense high quality employees provide that a needed services as they perform capital function and resource of the employer (Donnelly et.al, 1992). Since, human resource management is vital for an organization, to acquire an effective and efficient employee, Recruitment, as a human resource management function, is also one of the activities that impact most critically on the performance of an organization. Therefore, recruitment is the process which has to be done carefully. According to (Weihrich and Koontz, 1994),...
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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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...The Impacts of Recruitment Practice at Commercial Bank of Ethiopia Chapter One: Introduction This chapter consists of background of the study, statement of the problem, general and specific objectives of the study, significance of the study, scope of the study, limitation of the study and organization of the paper. 1.1 Background of the Study The government of Ethiopia has launched economic reforms, financial liberalization measures and restructuring of financial institutions with the aim of promoting a competitive environment and efficient banking services to the public. The financial sector, with implementation of flexible interest and exchange rates that are market-lead, shows sign of improvement. In addition, the coming in to effect of the Licensing and Supervising Banking and Business Proclamation No. 84/1994 propels the emergence of many private banks in the market since 1994 (Kiyota et.al, 2007). This joined by rapid technological advancement and improved communication systems, has contributed to the increasing integration and resemblance amongst banks in the financial sector. As a result, banks are now faced with very high and intense competition amongst them (Harvey, 2010). Hence, in order to win this intense competition and maintain their market share of the bank industry; Human resources management is critical to the success of organization because human capital qualities that make it valuable, in sense high quality employees provide that a needed services as they...
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... (2008) article, ‘Employee recruitment: Current knowledge and important areas for future research’; and how important the recruitment process influence to employers and employee. Given the context (external recruitment), I will focus on external recruitment studies which supported by the relative recruitment via position attributes, and the influence of organization characteristics in recruitment methods. The author provide a model of recruitment process that define recruitment objectives, then organizations should carry out recruitment activities suggested by the strategy, and evaluate recruitment result. The author also evaluates the effect of Realistic Job Preview and its impact to recruitment, and job applicants; in context of realistic job preview, three important job applicant related variable are anchoring and adjustments, inability, and the lack of self-insight. In addition, the article mentions recruitment methods include limitation of traditional research, and the factors are affected to recruitment methods (i.e. insurance agent, job fairs, and newspaper ads). Employee referrals have been specially effect to recruitment methods. Researches on other recruitment topics are also included in this article. Those topics are targeting individuals for recruitment, the content of job advertisements, Internet recruiting via employer's web site/ job boards, site visits and timing issue. Throughout the article, Breaugh explained the past recruitment research (mostly their limitations)...
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...Focus on Process to Reduce Your Recruiting Costs In good times, trimming operational costs is an ongoing goal. In tough times, it’s a necessity. In both good times and bad, however, recruiting occurs. Growth increases headcount in good times, and opportunistic or replacement hiring occurs in slow business cycles. By employing creative recruiting strategies in tandem with the latest technology developments, you can reduce recruiting costs while driving exceptional business results. Creative recruiting strategies in tandem with the latest technology provide the opportunity to reduce recruiting costs while powering exceptional business results. Target Direct Cost Savings Total recruiting process expenses are the sum of external costs plus internal labor costs. Most organizations can reduce recruiting expenses with direct cost savings. While additional savings on indirect costs can be realized from process improvement and efficiency gains, there are direct cost savings and benefits readily available in three broad areas: sourcing, assessments, and green recruiting. Sourcing: Reduce Agency Costs Agency search firm fees can amount to 35 percent of a new employee’s annual base salary. Typically taken from the hiring department budget, these fees may not be visible to HR. By relying on internal mobility programs, referrals, candidate pipelines, and corporate career Websites, organizations can reduce or eliminate this agency spend. And when you do have to pay third-party agency...
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...PART TWO RECRUITMENT AND PLACEMENT | | |CHAPTER | |T Five | |Personnel Planning |5 | | |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...
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...Human Resource Management Case Study Report Contents Page Executive Summary Pg. 2 Introduction Pg. 3 Thiess Group Pg. 4 Sectors of Thiess Group Pg. 5 Advertising Pg. 7 Recruitment and Selection Process Pg. 8 Human Resource Department Pg. 10 Challenges/Problems with Recruitment & Selection Strategies Pg. 11 Conclusion Pg. 12 References Pg. 13 Appendix A – Thiess Interview Template Appendix B – Thiess Recruitment Flowchart Appendix C – Thiess Recruitment Job Brief Executive Summary This report explains the recruitment and selection process for the company of Thiess. It will provide information how the human resource practice of recruitment and selection helps the organisation to achieve its goals and objectives. The report will provide you with as much background knowledge of the company and the challenges, problems and recommendations Thiess face today. Although Thiess works in the Construction, Mining and Services Contractors the report will only discuss how the recruitment and selection affects the Construction area of Thiess. Introduction Thiess see every construction project, no matter how large or small, as an exciting opportunity to support their communities, contribute to their country and advance their industry. They work with all stakeholders to deliver the best possible outcomes for their clients, the communities they work in...
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...Meaning of recruitment: According to Edwin B. Flippo, “Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation”. Recruitment is the activity that links the employers and the job seekers. A few definitions of recruitment are: • A process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applications from which new employees are selected. • It is the process to discover sources of manpower to meet the requirement of staffing schedule and to employ effective Measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force Recruitment of candidates is the function preceding the selection, which helps create a pool of prospective employees for the organization so that the management can select the right candidate for the right job from this pool. The main objective of the recruitment process is to expedite the selection process. Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified applicants for the future human resources needs even though specific vacancies do not exist. Usually, the recruitment process starts when a manger initiates an employee requisition for a specific vacancy or an anticipated vacancy. Purpose & Importance of Recruitment: • Attract and encourage...
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...Business, HR and Staffing Strategy shaping the Recruitment and Selection Process Student Name Institution Instructor Date Organizations are combinations of financial physical and human resources. Human resources refer to the skill, knowledge, and ability of individuals, and their inspiration to apply them on the job (Fitz-enz, 2000). The workforce of an organization is the human resource team acquired, deployed, and retained in the pursuit of organizational results such as market share profitability and customer satisfaction (Bowen, Ledford & Nathan, 1991). Staffing is the organizational role used to construct the organization’s workforce through staffing strategy, human resource recruitment and planning, selection, and retention. An organization’s greatest asset is the staff hence having the right recruitment and selection process is vital in ensuring that the newly acquired or incoming employee becomes effective or valuable in the shortest time possible. The success of an organization relies on having a definite number of employees with precise abilities and skills. Pizza hut being part of these organizations adopted a strategic staffing plan to ensure that it remains as much effective, profitable and responsible as possible. Pizza hut has formulated a strategy with an expression of its overall mission or purpose, and established broad objectives and goals which will guide it towards the fulfillment of its mission. Underlying these goals are certain...
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...| Issues and Challenges in Recruitment and Selection of Employees | | Contents Introduction 2 Recruitment 3 Recruitment & Selection Process 4 Importance of Managing the Recruitment and Selection Process 7 Issues in Recruitment & Selection 9 Challenges in Recruiting and Selection 11 Discussion and recommendations 14 Conclusion 20 References 21 Introduction Organisations today are increasingly transforming from regional company to a Multi-National Company. However; the effects of such operations do not end up with international markets and consumer products. In fact, Managers today are faced with several breath taking challenges of leading a true global workforce. As we can remember the good old days when we can find staff by advertising in the local newspaper, and graduates and apprentices were plentiful and grateful for a job. Due to the scaled- back university courses/intakes and apprenticeship schemes, the aging population and the resources have left Australia desperately short of qualified people, and thus, now HR managers are often required to think globally to fill out positions. Recruiting efficient staff in an international context is the process of identifying and attracting potential candidates outside the country and initiate the process of evaluating them for future employment. Once candidates are identified, organisations can begin their selection process. This process includes: collecting, measuring, evaluating information...
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...RECRUITMENT MATRIX HCS 341 September 12, 2011 RECRUITMENT MATRIX |Recruitment Strategy or Method |External or Internal |Appropriateness for Health Care | |Referrals from current | | | |employees |Referrals from current employees can |Recruiting by means of current employees is| | |involve candidates within the organization |a practical and appropriate strategy for | |Referrals from current employees help with |or outside. Hiring employees referred from|healthcare because human resources can use | |the recruitment process in positive ways. |a current employee outside the organization|the current employee as a reference check. | |Current employee referral programs provide |can have a positive impact for an |Current employees who recruit a candidate | |an incentive for current employees to bring|organization. One of the positive impacts |may have worked with the individual in a | |in reliable candidates (Gomez-Mejia et al.,|includes retaining a long-term employee who|previous job or may be someone they are | |Chapter 5, 2010). The current employee |has a positive outlook about the company |involved with on a professional level. The| |could be eligible for a recruitment bonus, |from the current employee (Gomez-Mejia...
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