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 a basic way of explaining recruitment strategy is to "find the best people possible," a good recruitment strategy will refine this by understanding what it means to find the best people (Peterson, 2013). Recruitment strategies therefore need to be taken in the context of organizational objectives. Further, recruitment strategies need to weigh constraints as well. Most organizations must formulate a recruitment strategy with a budget in mind, and there are often constraints either external or internal relating to the diversity of the workplace and in terms of finding the right balance of workers to drive the company forward. This paper will look at the recruiting strategy of FedEx and analyze the overall effectiveness of the strategy.
FedEx Recruiting Strategy
FedEx has around 160,000 employees around the world, and the majority of its workers are in the United States. The company seeks to minimize turnover through a number of strategies, including a promise not to lay off full-time employees even in recession times, but there is still a constant need for new workers because of turnover, which affects its part-time ranks. FedEx mainly recruits for part-time positions, because full-time positions are typically filled internally. The company may pursue senior management candidates from outside the company, but in general even these come from within, as there is a sophisticated system for moving employees...
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