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Some organizations use more innovative approaches to effectively recruit candidates. Due to the increasing low unemployment rate in their area, Sanders Brother, Inc. created their "Hispanic Initiative" where the company actively seeks out and train Hispanic workers who want to become welders. They use word of mouth and other advertisement in Spanish newspapers to promote their program (Amaram, 2005). This type of program focuses on the future compensation rewards, due to training, rather than the initial monetary rewards.
Amaram's article is very useful in today's economy. As he mentions, the competition for talented employees is fierce. This is true whether the organization is in the private, public or military sector. Human capital is an organization's most valuable asset. Without good people, an organization is destined to fail. and, although compensation is a motivator, other factors can motivate candidates to join an organization as well.
The suggestions for innovative recruitment can be easily applied to the military environment. First, "poaching" recruits is an excellent idea. Although going into the top Information Technology firms and trying to steal away their high level executives may be a bit unrealistic, other industries would be perfect. For example, simply entering a traditionally minimum wage employer, such as fast food outlets or retail stores, and one could find...
Because of the high cost of a college education, they may never be able to afford college, on their own. The military can not only teach them valuable skills and offer them better compensation, but also can provide them the opportunity to continue their education that they can profit from after their service.
The military already takes advantage of some of the other ideas Amaram presented. They have programs targeting different demographics, such as Hispanics, and they have hired recruiters that search for new recruits. However, a more proactive approach, such as hiring outside recruiters may be beneficial as well and should be considered. These proactive recruitment approaches coupled with competitive compensation and other opportunities such as training and advancement, will make the military a more attractive option for candidates.
References
Abraham Maslow. (13 Jan. 2005). Retrieved February 7, 2005, at http://en.wikipedia.org/wiki/Maslow.
Amaram, D.I. (Mar. 2005). Issues in recruitment and retention for the it workforce. Journal of American Academy of Business, Cambridge, 6(2). Retrieved February 12, 2005, from ProQuest database.
Article Review: Issues in Recruitment and Retention for the it Workforce
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