Recruiting New Employees to Hire

Case Study: New Hires

In today’s technologically-driven environment, individuals seeking entry-level administrative jobs are apt to search out positions on Internet job boards such as Monster.com and Indeed.com. Both sites would be valuable places to post notices recruiting customer service assistants because of their highly trafficked nature. Temporary agencies might also be a source of labor, which would have the additional advantage of enabling the organization to try out the hire before permanently taking him or her on board. Job fairs are useful to reach out to new graduates and serious career-changers and allow for recruitment on-site. Using the company website to post job listings is useful and can draw potential hires with a specific interest in the organization or industry. The company can also use Google ads and social media advertising on Facebook and Twitter. These advertisements are relatively inexpensive and can also target young people who spend a great deal of their day online.

Similarly, for production line staff, using online job boards like Monster.com and Indeed.com are one way to reach a wide range of people, particularly young people who are apt to use a search engine to seek out a position before resorting to more intensive strategies. Job fairs at high schools, if the production line staff do not need to have college-level preparation, can alert interested employees. Recruiting candidates from training schools, if the production line requires skilled work, or vocational schools and colleges may be useful. Employee referral rewards—offering rewards to employees who can recommend qualified employees is a possible, innovative way to find candidates (Anderson, 2015). This increases the chance of obtaining employees with personal, trusted recommenders, given that employees who recommend fellow workers to the company are likely eager to work with them.