The advantages of external recruitment consist in bringing people with new ideas within the company and continuing to the diversity of the company. The disadvantages are represented by the high costs and resources this type of recruitment requires. Most companies use this type of recruitment for lower level positions.
When analyzing these types of recruitment, it is recommended to associate them with various situations. This is because they have been developed in order to be used in situation characterized by different conditions, instead of addressing similar situations. The inefficiency associated with these recruitment techniques must be attributed to their incorrect application.
Another important issue derived from the hiring process is considered to be the retention of the employees. In some specialists' opinion, retention problems begin during the hiring process. The recruiting factors that are considered to influence personnel retention are represented by: hiring people focused on money, recruitment sources, their average tenure in other jobs, orientation at work, recruiter involvement after the hire, reduced level of diversity, managerial rewards, awareness on the causes of employee turnover. In other words, the retention level depends on neglecting these factors (Sullivan, 2007).
Other specialists have a different view on the subject. In their opinion, the retention of employees depends on the motivational strategy developed and implemented by the company. For example, employees decide to stay with the company if they are satisfied with the conditions provided by the...
Recruitment is a critical component of any human resources strategy. A good recruitment strategy should seek to find the right workers for the available roles within the company. For many firms, finding the right workers is essential to gaining and maintaining competitive advantage. For such companies, recruitment is essentially a competition for scarce resources, so it is necessary to outcompete rivals in order to win and sustain competitive advantage. While
" Candidates have to undergo personal interviews, medical examinations, "counterintelligence-scope polygraph examination," urinalysis test to screen for possible illegal drug use, and other procedures that the agency finds necessary to meet suitability, security and other educational, technical and work qualifications. (Carland; Faber, 2008); (Richfield, 2007) Amongst all civilian federal agencies, one of the most recent ones is the Department of Homeland Security -- DHS which deals with Homeland Defense. This agency
Recruitment, Hiring, And Retention of Acute Care Nurses The strategy needed for hiring recruiting nurses in acute care units Personnel management constitutes of selection and recruitment. Recruitment is an arduous process of selecting and hiring the appropriate candidate. Recruitment is a part of human resource planning. The aim of the recruitment here is to hire the best qualitative acute care nurses to produce maximum productivity. The process of recruitment and selection is
Recruitment From Different Backgrounds "The global competition facing many organizations today as well as the changing demographics of the workforce and global skill shortages have made recruitment a top priority. An organization must attract qualified candidates from a variety of backgrounds and differing work experiences." In the past, recruitment consisted of a simple method of talking to a potential employee over a cup of coffee and discussing the advertised job in an
growing imperative to be globally competitive as well as the increasing sophistication of customer needs, organizations must hire the highest quality employees. Unfortunately, however, many companies do not have an effective hiring system in place. Since the hiring process has been such a fundamental part of an organization's human resources ongoing responsibility for such a long time, it is often taken for granted and not reviewed and critiqued on
Some organizations use more innovative approaches to effectively recruit candidates. Due to the increasing low unemployment rate in their area, Sanders Brother, Inc. created their "Hispanic Initiative" where the company actively seeks out and train Hispanic workers who want to become welders. They use word of mouth and other advertisement in Spanish newspapers to promote their program (Amaram, 2005). This type of program focuses on the future compensation rewards, due
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