¶ … Human Resources Management (HRM) functions. Your Best practice used by companies to recruit university / college students
As the society evolved, the role of the human resources has also undergone a series of changes. At the commencement of the Industrial Revolution, the workforce was perceived as the force operating the machineries, making no claims, working in difficult and unsanitary conditions and for miserable pay. With the aid of unions and legislations, the workforce has transformed into a force which adds value to the entity and supports it in reaching its overall objectives.
The modern day employee is more than ever valued and cherished within the organizational climate. While this is true in most sectors, it is mostly obvious within the services industry, where there are no material products to offer, and the employees are the ones who generate customer satisfaction.
BWKN Consulting is a financial consulting firm which offers its services to both individual and well as organizational customers. It provides support on financial management, savings, investments, budgetary controls, internal audits as well as other issues related to financials -- as these arise in the individual context of each customer. BWKN Consulting takes great pride in its flexibility, personalization and high quality services.
In order for the company to sustain these competitive advantages, it requires a highly trained and skilled staff. One particular means of ensuring this type of staffs is that of hiring students or young graduates and forming them into the organizational culture. Students are on the other hand satisfied as they are given the ability to supplement their class learning and to gain experience in the field (Hilt and Lipschultz, 1996).
The recruiting of students at BWKN Consulting is a rather novel activity and the human resources department is still struggling to find the most adequate way of attracting the desired students. The common means used in this direction is that of advertising the positions in the local media, generally the newspapers. Specifically, the human resources department will create an advertisement in which it states the availability of entry level positions for students. Additionally, the advertisement will strive to allure students in a dynamic workplace in which they can further develop as future financial analysts and consultants.
The recruiting of candidates through the media is a long tested method which enjoys a series of benefits. At a generic level, the costs associated with this type of recruitment can easily be managed and controlled by the economic agent. Additionally, the method is simplistic and does not involve major efforts or risks. Probably the most important benefit of job advertising is that it is conducted in a safe environment and it is easy accessible by both employer as well as candidate (Pissarides, 1984).
A late development in media recruitment is constituted by the expansion of the virtual media. Specifically, as the presence of the internet in most human sites increases and as the social networking websites become more popular, recruiting in the virtual community becomes more and more common. Several issues are raised regarding internet recruiting, such as security of data, confidentiality, controls and so on. Nevertheless, it is expected that this type of recruiting would be increasing in the future. Internet recruiting was initially present in North America, but it has increased its popularity in Europe and also the Asia-Pacific region (Bartram, 2002).
In the particular case of university recruiting however, it reveals a series of limitations. For instance:
It does not customize the recruiting method to the unique needs and features of university students
It only manages to reach a limited number of prospective candidates
It does not integrate the educational and personal features required in any interaction with students. In other words, it does not establish a relationship between recruiting and socialization (Doverspike, Taylor, Shultz and McKay, 2000)
It does not identify the necessary candidates, but it merely places the advertisement and hopes the students will find it
It does not sufficiently inform about the employer, nor does it motivate the prospective candidates, as a good recruiting effort ought to do (Allen, Van Scotter...
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