Reference no: EM132824139

Recruitment Procedures

The process used to identify and attract job applicants from outside the organization is external recruitment. During this process, the organization tries to sell itself to potential applicants, so many principles from marketing are applied to improve recruiting yields. There are advantages and disadvantages of various recruiting methods such as corporate websites, employee referrals, college job fairs, and many others. The organization must conduct recruitment planning where attention is given to both organizational issues (e.g., centralized versus decentralized recruitment function) and administrative issues (e.g., size of the budget).

The recruitment process begins with the planning phase during which both organizational and administrative issues, and issues that pertain to recruiters, are addressed. Included in the recruitment process is a strategy to find qualified applicants. Once the strategy is formulated, the message that is communicated to job applicants is established, along with the medium that is used to convey the message. There are special considerations in the external recruitment process; namely, applicant reactions to recruiters and the recruitment process in each of the phases. As with all elements of the staffing process, legal issues must be considered; these include definition of job applicant, disclaimers, targeted recruitment, electronic recruitment, job advertisements, and fraud and misrepresentation.

The development of a strategy for external recruitment should consider open versus targeted recruitment, recruitment sources, and the choice of sources. In the development of the message to job applicants and the medium used to convey that message, keep in mind that it is important that the message is realistic, branded or targeted, and that it can be communicated through brochures, videos, advertisements, voice messages, and the like. Of course, there are strengths and weaknesses to both.

The process used to identify and attract current employees for open jobs is internal recruitment. Recognize that internal recruits have numerous advantages. These advantages include the fact that they already know the culture of the organization, they have already developed relationships with coworkers, and they may require less training than external hires. With the high cost of external recruitment, internal recruiting is highly desirable to keep organizational costs down. It can also be highly motivational to employees to know that they can have career opportunities within the organization. The steps involved in the internal recruitment process, planning, strategy development, and communication, closely parallel to the external recruitment process.

The first step in the internal recruiting process is recruitment planning. This stage requires identification of the applicant population. To identify the applicant population, knowledge of mobility pass and the organizational mobility policies is required. The second step is to develop a strategy for where, how, and when to look for recruits. This requires an understanding of open, closed, and hybrid internal recruitment systems, of postings, intranets and intra-placement, a talent management system, nominations, in-house temporary pools, replacement and succession plans, and career development centers. As in external recruitment, there is a communication message in internal recruitment and a need to identify a medium for notification of the job vacancy. A process is required in order to develop a job posting system and to ensure applicants understand the selection process and how to best prepare for it. As always, with the staffing process, legal issues must be taken into consideration.

Question: Identify a team-based job situation. What are examples of job-spanning, Knowledge, Skills, Abilities and Other Characteristics (KSAOs) required in that situation?