...The Recruiting Industry: Internet Staffing vs. Traditional Staffing The Recruiting Industry: Internet Staffing vs. Traditional Staffing Prepared By: Anthony Moy (amoy29@gmail.com) Jacquelyn Pope (easyon32@yahoo.com) Karishma Sajnani (ksajnani1@gmail.com) Koura Doumbia (kouradoumbia@yahoo.com) Roushan Chowdhury (roushanchowdhury@gmail.com) Twenika Huddleston (Twenika@yahoo.com) Prepared By: Anthony Moy (amoy29@gmail.com) Jacquelyn Pope (easyon32@yahoo.com) Karishma Sajnani (ksajnani1@gmail.com) Koura Doumbia (kouradoumbia@yahoo.com) Roushan Chowdhury (roushanchowdhury@gmail.com) Twenika Huddleston (Twenika@yahoo.com) Prepared For: Professor Battino HRM594 STRATEGIC STAFFING KELLER GRADUATE SCHOOL OF MANAGEMENT November 10, 2014 Prepared For: Professor Battino HRM594 STRATEGIC STAFFING KELLER GRADUATE SCHOOL OF MANAGEMENT November 10, 2014 Table of Contents Introduction 2 Approach 2 Focus 2 Recruiting Industry History 2 Strategic Staffing 2 Internet Staffing 2 Internet Staffing Methods 2 Traditional Staffing/Methods 2 Literature Review 2 Results/Recommendations 2 Conclusion 2 References 2 Introduction In today’s society, you will find that many organizations strive to discover the most efficient, effective way to successfully recruit the ideal candidate that’s a perfect fit within the workplace environment. This can be a daunting task within the Human Resources (HR) department should the appropriate factors...
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...The Recruiting Industry: Internet Staffing vs. Traditional Staffing Prepared By: Anthony Moy (amoy29@gmail.com) Jacquelyn Pope (easyon32@yahoo.com) Karishma Sajnani (ksajnani1@gmail.com) Koura Doumbia (kouradoumbia@yahoo.com) Roushan Chowdhury (roushanchowdhury@gmail.com) Twenika Huddleston (Twenika@yahoo.com) Prepared For: Professor Battino HRM594 STRATEGIC STAFFING KELLER GRADUATE SCHOOL OF MANAGEMENT November 10, 2014 Table of Contents Introduction 2-3 Approach 4 Focus 5 Recruiting Industry History 2 Strategic Staffing 2 Internet Staffing 2 Internet Staffing Methods 2 Traditional Staffing/Methods 2 Literature Review 2 Results/Recommendations 2 Conclusion 2 References 2 Introduction In today’s society, you will find that many organizations strive to discover the most efficient, effective way to successfully recruit the ideal candidate that’s a perfect fit within the workplace environment. This can be a daunting task within the Human Resources (HR) department should the appropriate factors not be well aligned with an organizations purpose. This research paper will explore the elements of internet staffing and traditional staffing. Some will argue that tradition staffing is the best method because it’s been proven to achieve great results within the business industry for many years. While others will argue that internet staffing can achieve the same results. However, through the use of technology this method...
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...Recruitment Methods and Strategies Michael Obesso Saint Leo University Abstract This paper discusses recruitment methods and strategies and demonstrates how beneficial it is for a company when recruiting is done right. This paper discusses techniques used by recruiters to find job candidates to include modern, internal and external methods of recruiting. Additionally this paper looks at strategies companies use to attract possible candidates. Strategies discussed consist of inviting candidates to events, showing candidates you want them, looking for talent in unlikely places, and using social networking sites. Recruitment Methods and Strategies Recruitment is an essential part of any business, and it pays to do it properly. When companies choose the right people for the job, treat them appropriately and train them well, these people will tend to stay with the company longer and produce exceptional results. In such conditions, the organization’s initial and continuing investment in them is well rewarded. Recruitment is a process of locating and employing the best-qualified candidate for a job, in a cost- effective and timely manner. Recruitment consists of analyzing the requirements of a job, drawing employees to that job, screening and selecting applicants, hiring, and incorporating the new employee to the organization. Traditional Recruiting Methods Even with the fast pace of change in HR methods, most classic recruiting methods still play an important role in...
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...TRANDITIONAL VS ONLINE RETAILER MGMT310-1205B-01 Pamela Kruse January 13, 2013 Abstract: As we all know the internet has created many ways for companies to do business online. In this paper I will discuss the differences between traditional and online retailers. I will also discuss what advice I would give a traditional retailer to switch to an online retail organization. Traditional Retailer is called a building that is of brick and mortar store. This means that the customer will walk or drive to the store to do their shopping. A good location for these stores would be around a shopping center; this is a foot traffic place. The retailer will also advertise to attract more customers in that area as well. A traditional retailer will have to pay rent, heat, light, and of course insurance bills. The retail store will also have to keep merchandise in the stores for the customers to buy; this will need space and storage to where they will not run out of merchandise. The retail store in order to get customers to come and keep coming must have a good store front. That means neat appearance along with good advertisement that will invite the customer to come shop. Online retailer can reach people all over the world, but you will need to set up a good ecommerce site so people find you. This can be done by making sure promoting the website through links like shopping directories, and social network sites. Online retailers have lower overhead costs than traditional retailer. Online retailers...
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...Abstract The Power of Social Networking Sites in the context of Online Recruitment A thesis submitted in part fulfilment of the requirements for the award of BA Honours Management Author: Adeel Qurashi Mr Bill Sutherland 17th of April 2009 Robert Gordon University Aberdeen Business School Garthdee Road Aberdeen AB10 7QE Tel: + 44 1224 262000 Web: www.rgu.ac.uk Supervisor: Date: The Power of Social Networking Sites in the context of Online Recruitment II Abstract Abstract Social Networking Sites are experiencing a rapid growth; there seems to be no limit to their size. Many Social Networking Sites boast with millions of members using their networks on regular basis to communicate, share, create, and collaborate with others. Popular examples of these Social Networking Sites are Facebook, LinkedIn and Bebo. Although most of these sites lack decent business models, they are valued at millions of pounds. Google paid 1.5 billion dollar for YouTube when it wasn’t even earning a single penny. The reason successful Social Networking Sites have become so valuable is due to the amount of people that are using it; and people are exactly what organisations are after. This report aims to find out whether Social Networking Sites have the same value in the context of recruitment. Academic literature extensively discusses online recruitment, however not much is said about recruitment on Social Networking Sites: ‘Sociocruitment’. Research revealed that professionals...
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...job applicants for the jobs either internal or external of the organisation, how to create a job and explaining how the strategic selection can be applied to select the best candidate for a baker by applying to within the practical context of bakery. Recruitment strategies are reported including the varieties of methods is used and showing the advantages and disadvantages. In conclusion, the report will finalise and recommend which recruitment method is best applied to bakery context as well as, why these methods are suitable and how the strategic selection can be applied to select the best candidate. This information will be presented individually under subheadings as a formal report. Specific information resources came from textbooks, journal articles and online resources such as eBook and internet. Table of Contents Executive Summary………………………………………………….………1 1. Introduction3 1.1 Authorisation 1.2 Limitations 1.3 Scope the report……………………………………………………………… 2. Job Analysis 2.1 Use of Job Analysis…………………………………………………...……… 2.2 Job Description and Job Specification…………………………………….. 2.3 Collect Job Analysis Information 3. Recruitment 3.1 Attract Qualified Job Candidates 3.2 Traditional vs. Contemporary Recruitment methods 4. Strategic Selection 4.1 Selection Methods 4.2 Selection Decision 5. Conclusion List of...
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...The Effect of E-recruitment On the Recruitment Process: Evidence from Case Studies of Three Danish MNCs Anna B. Holm, Aarhus University, Denmark annah@asb.dk Abstract. The aim of this research is to determine whether the introduction of e-recruitment has an impact on the process and underlying tasks, subtasks and activities of recruitment. Three large organizations with wellestablished e-recruitment practices were included in the study. The case studies were conducted in Denmark in 2008-2009 using qualitative research methods. The findings indicate that e-recruitment had a noticeable effect on the overall recruitment process in the studied organizations. The investigation revealed changes in the sequence, divisibility and repetitiveness of a number of tasks and subtasks. The new process design supported by information and communications technologies was identified and is presented in the paper. This process allowed recruiters in the study to perform recruitment tasks more efficiently. However, practitioners should be aware of the increasing demands of the quality of online communication with applicants, and with it the electronic communication skills of recruitment professionals. Keywords: recruitment, e-recruitment, web-based recruitment, online recruitment, staffing, e-HRM 1 Introduction The first decade of the twenty-first century saw rapid growth in the use of online recruitment [25] and the transformation of electronic recruitment into one of the...
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...The Aspects of Internal Hiring Vs. External Hiring: Pros and Cons Calvin Bowens WRTG 394 Advance Business Writing 1 October 2014 Professor John Ross Executive Summary This research provides an evaluation of the historic and current practices used to select internal employees for promotion in mid-level manager position versus selecting external candidates to fill those positions. Methods of this evaluation will include pros and cons, site managers and human resource team feedback, as well as, corporate leadership take on possible approaches. Results of this evaluation show that each hiring requirement is unique in nature when referring to positions of leadership. All members interviewed or who shared their insight stated having a clear understanding of what higher level leadership wants and demands must be established up front. Therefore, assumptions of these higher level expectations almost always end in failure of the newly hired external candidate or the internally hired employee. In addition, research finds current business practice being utilize in the company does not support selecting internally or externally. There are several areas requiring further attention and investigation, to include possible remedial training for human resource generalist and site managers for the sole purpose of building staff confidence and growing leaders from within. Corporate leaders have taken the hands-off approach to hiring mid-level managers. With that said, a clear and concise...
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...Talent “natural aptitude or skill” Traditional Recruiting Methods vs. Modern Recruiting Methods Recruiting is one of the most important things your company does. You recruit not only to succeed as a business, but also to excel compared to your competitors. After all, what’s a company without employees? Ensure that your company continues on strong, long after you’ve moved on, by taking the time to attract, screen, and secure the best job candidates. Traditional Recruiting Methods Recruiting is hardly a new concept for businesses, no matter if they’re new or established. Despite the rapid pace of change in HR methods, many of the classic recruiting methods still have roles to play in today’s world. Job Ads in the Local Paper Newspapers are one of the oldest methods of connecting with people in their homes, and are still picked up and read by a large segment of the population today. In addition to traditional home delivery papers, most media companies now operate parallel online news sites. Make sure you check if your ad will be posted to both mediums, before you decide if it’s worth the investment. Postings at the local Employment Office Your local unemployment office will always be filled with people looking for work. Usually operating an extensive candidate database, financial hiring support programs, and supplementary training for struggling applicants, the employment office is a great place to affordably find many types of employees, very quickly. Using Temporary...
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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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...- 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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...personnel management and human resource management 5 1.1 Distinguish the difference between personnel management and human resource management. 5 1.2 Access the function of human resource management in contributing to organisational purposes of Tesco. 6 1.3 Evaluate the role and responsibilities of line managers in human resource practices of Tesco. 7 1.4 Analyze the impact of legal and regulatory framework on human resource management of Tesco 7 L.O 2 Understand how to recruit employees 8 2.1 Analyse the reason for human resources planning in organisations 8 2.2 Outline the stages involved in planning human resource requirements 9 2.3 Compare the recruitment and selection process in two organisations 9 2.4 Evaluate the effectiveness of the recruitment and selection techniques in two organisations 11 Task 3 Understand how to reward employees in order to motivate and retain them 12 3.1 Assess the link between motivational theory and reward 12 3.2 Evaluate the process of job evaluation and other factors determining pay 13 3.3 Assess the effectiveness of reward systems in different contexts 14 3.4 Examine the methods organisations use to monitor employee performance 15 Task 4 16 Know the mechanism for the cessation of the employment 16 4.1 Identify the reasons for cessation of employment with an organisation 16 4.2 Described the employment exit procedures used by Tesco and Sainsbury’s 16 ...
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...includes raw facts, and that information also helps facilitate the decision-making process. Before 1960s, physicians were to hand write medical information; fortunately, the early 1960s introduces a new form of record keeping. Electronic health record (EHR) should focus on the total health of a patient. EHRs simplify communication between patient and provider, and enable both to obtain health information quickly and effectively. Even though EHRs are full of advantages concerning patient-provider communication, EHRs also have disadvantages. The discussion of this paper will display how EHRs help patient and providers communication effectively. One benefit to the patient Electronic health record is a benefit to patients in many ways; for instance, EHRs empower patient to access his or her medical records electronically with security. In an Internet video, University of Phoenix (2010) states patients can check online for important information such as appointments, prescription, and to find referral. Some patients need to obtain referral information to discuss worries he or she may have concerning their EHR or even personal questions about their health. Moreover, physicians receive an alert to the patient questions or concerns...
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...RESERVE BANK OF INDIA SERVICES BOARD, MUMBAI Advt. No. 3A/2015-16 (This advertisement and the link to apply Online can be accessed on RBI Website www.rbi.org.in) 1. Applications (App.) are invited for the post mentioned below in Reserve Bank of India (RBI/Bank) from Indian citizens, citizens of Nepal and subjects of Bhutan, persons of Indian origin who have migrated from Myanmar and Sri Lanka with the intention of permanently settling in India and in whose favour Eligibility Certificates have been issued by Government of India. Post Number of Vacancies Unreserved Scheduled Scheduled Other TOTAL i.e., General Castes Tribes Backward (GEN/UR) (SC) (ST) Classes (OBC)# Officers in Grade ‘B’ (General) Direct 67 15 13 39 134* Recruitment - (DR) #Candidates belonging to OBC category but coming in the ‘Creamy Layer’ are not entitled to OBC reservation. They should indicate their category as ‘General (GEN)’. *Out of 134 vacancies mentioned above, 04 vacancies are reserved for candidates belonging to Persons with Disability (PWD) category - one vacancy each for Visually Handicapped (VH), Orthopedically Handicapped (OH), and two vacancies for Hearing Impaired (HI). Persons with Disability may belong to any category - GEN/SC/ST/OBC. Note for PWD candidates: (1) The degree of disability should be (i) Minimum 40% in case of Orthopedically Handicapped persons, (ii) Minimum 40% in case of Hearing Impaired- sense of hearing is non-functional for ordinary...
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...to stick to any particular area. I want to explore more and more, and SCM gives that opportunity. SC professional gets a chance to work with market of Raw material, Purchasing, Production, and ,Distribution, Logistics, and market of Final Goods. Internet Staffing Methods vs. Traditional Methods HRM 594 Strategic Staffing Keller Graduate School (DeVry University) September 17th, 2013 We live in an era of technology that is changing the way the traditional workplace operates. Within the last two decades, dependence on technology as a means of conducting business has caused human resources to increase its recruiting functions from utilizing print media to posting vacancies on the Internet to attract prospects. Such practice improves the time it takes to hire a candidate, eliminates steps in screening and overall saves on costs that traditional method drained from a company’s budget. From the job seeker’s perspective, the hiring process is greatly enhanced. “In our fast moving society we no longer want to wait for Thursday's paper, which contains the appointments section, nor do we want to post our CVs in the mail the following day, then wait for weeks for a reply” (Online Recruitment Marketing Counsel, 2003). The use of the Internet means the entire world has access to a vast number of jobs. With the speed and capabilities of such methods, applications are instant and allow for submissions day or night. Using the Internet is not limited to posting the...
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