Aanlyzing Recruitment and Hiring

Recruitment is defined as the process of attracting qualified individuals to apply for positions within an organization at the right time. Hiring the right people requires proper planning that entails evaluating the needs that a prospective individual will fulfil for the organization (Gusdorf, 2008). Best Practices According to Gusdorf (2008), HR planning must pay attention to the details of the prospects of an organization and forecast accurate future labour needs. Planning for recruitment only begins when all other options have been reviewed and exploited fully. Online Sources vs.

Non-Internet-Based Sources Internet Sources Oracle Corporation (2013) says that technology can facilitate automated recruitment and the activities that surround staffing for better quality of candidates, higher productivity, enhanced performance and effective hiring. Resources and cost issues have been removed from focus since infrastructure investment is not relevant at this point. The online source is now the infrastructure. Some of the prevailing options for online recruitment include Careers Website This option holds the potential to facilitate a competitive edge recruitment process and fast identification of the right candidate at a reduced cost.

Career websites save on process because they eliminate the processes that do not add value to the recruitment cycle. The quality of candidates is improving because the process focuses on qualified individuals and picks out quality applicants. Career websites streamline the process of recruitment and cuts down on opportunity cost and directly influences the overhead (Oracle Corporation, 2013). Smart Sourcing Organizations of differing magnitude get the same advantage when it comes to recruiting the right persons.

There is an opportunity to get qualified people much faster from a wide network of candidates with the right qualifications. There is also an opportunity to build relationships with both passive and active job seekers. The sourcing investment then stands a chance of giving higher returns (Oracle Corporation, 2013). Smart screening This option offers an effective in-house recruitment process that screens candidates through targeted questions to the prospects. The smart screening process ensures that an organization builds a repository of pre-qualified candidates that are ranked to source from when needed.

The technique offers a much faster recruitment option over the manual procedure. The process not only identifies the right candidate but the most qualified one too (Oracle Corporation, 2013). Non-Web-Based Sources Organizations may consider alternative recruiting such as contingent labour or outsourcing in place of hiring regular employees; this is more effective if the labour requirements are only for a season (Gusdorf, 2008). Job Posting This is the most common method used for internal job advertising. Many organizations post their internal job openings via intranet platforms or through email contact.

Some organizations opt to publish employment journals while others print flyers with the same information. Apart from saving on cost and time, the approach ensures that all members of staff are aware of the internal job openings; hence instilling confidence and hope of career progression among staff members (Gusdorf, 2008). Networking This includes referrals by existing employees. Some organizations give incentives and rewards for each successful referral from a staff member. It saves on cost and time that would be spent in search of qualified candidates (Gusdorf, 2008).

Career Fairs The fairs provide the ideal platform for broadcasting information for recruitment. There is a cost implication to this approach. There.