Strengths And Weaknesses Of Recruitment Research

Jarrod Kemmy MGMT 3005 October 20, 2017 Professor Amos Chapter 10 Discussion Questions 1-6 1.) Internal selection decisions differ from external selection because they use different strategies in order to recruit. Internal recruitment focuses on current employees while external recruitment focuses on those outside of the organization which is another difference. 2.) Peer ratings, peer nominations, and peer rankings are different in the way that peer ratings are all about how peers would rate one another.

B. Eydhafushi Outreach Centre Diploma in Human Resource Management Organisational Behaviour ASSIGNMENT 1 Student Name: Mariyam Rasheedha NID No: A255131 Address: Haleema Manzil Contact No: 7437599 Date Assigned: 01st October 2016 Due Date: 20th October 2016

THEORETICAL BACKGROUND OF THE STUDY: 3.1 RECRUITMENT & SELECTION Recruitment and selection is one of the most important management functions. The whole process represents a significant investment in both financial and other resources. Recruitment and selection are two of the most important functions of personnel management. Recruitment procedure selection and helps in selecting a right candidate.

Recruitment is the process at which individuals who qualify are identified for the correct job Sources of Recruitment Internal Sources • Moonlighting : This involves occasionally taking a second job to bring in money aside from your main income • Transfers: This involves shifting around employees to similar job descriptions. This does not necessarily mean that the employee will be changing or moving up the ranks within the organization. • Employee Referrals: New employees are recruited based on what current employees reference about them.

The company uses promotions, transfers, and trainees/interns as the main internal recruitment sources for HR needs. On the other hand, the external recruitment sources at Google include educational institutions and respondents to job advertisements. Most of these ads are available through the Careers section of Google’s website. Through these recruitment sources, the company facilitates a continuous influx of qualified workers, while matching these employees’ capabilities with human resource needs. 1.2.

HealthPlus aims to employ 60 more members of staff within six weeks and then at least another 350 employees over the coming 12 months. This is a result from its successfully gaining several new contracts. It recruited Lynette Allen as the Recruitment and Selection Specialist to fulfill this task. The productivity of the newly recruited employees cannot fulfill HealthPlus’ needs, though. Supervisors indicate the employees are smart and nice, but cannot fit into HealthPlus’ environment. Employee retention rate does not go so well either.

Employee referral scheme: Strengths: • Employers’ pool of higher quality candidates increases • Can replace more expensive channels such as newspapers and agencies. • Useful in filling highly specialized positions Weaknesses: • Overreliance can lead to sentiments of discrimination among rejected candidates. • Can cause discontentment in an employee if the referral is not accepted 2. Recruitment agencies: These are external organizations, which the HR might look for help in hiring e.g. job centers, recruitment consultants, headhunters etc.

External recruiting has its pros and cons. New Hires can offer new insight to the company and fresh eyes, hands, and skills. They can also be an asset to the company by gaining new skills to use in other areas of the company as well. The cons could be their pay rate, and not

5. They Hired Within the Company Individuals seeking employment not only compete against other candidates, but they must also compete against employees already working within the organization. This is known as the “internal hire”, typically it is easier for the organization to hire current employees. These employees are low-risk since their work experiences are known and the hiring manager has an accurate impression of their capabilities, personality, and work ethic. 6.

When best practices of recruitment and selection are followed, it will help an organisation to comply with legislation and organisation policy and eliminate direct and indirect discrimination. (Boxall et al,2003) “There is no single Act in the UK that governs recruitment and selection, however, many Acts deal with the employment relationship that impact on recruitment issues.” (CIPD, 2017) Acts such as, the Equality Act 2010, Data Protection Act, Equality and Human Rights Commission, Employment Rights Act 1996 have positive and negative effects in the recruitment process.

Selecting the most suitable employee.  the final part of the recruitment process involves providing appropriate

One unwritten rule that has had a negative impact on me in recruiting is that if your center is making mission, you can do what ever you want. One example I see all the time is people in a successful center can look sloppy and be over weight, and their leadership allows it. This negatively affects me because I take pride in the Army and the uniform; this practice causes me to lose trust and faith in my leadership. In my opinion, it is disrespectful and it makes our organization look bad. We are supposed to have discipline and be fit to fight, no matter what our job is. There are guidelines established by written regulations specifically stating the standards for our appearance and weight. In my experience, these recruiters are benefiting

and they will have the process from the beginning to the end for the placement of said candidates. Once that is implemented, the recruiters will begin the process of informing those internally of the positions which are available at the organization. They will use the targeted recruitment method. That will allow the organization to find the talent within the organization first.

Certain cultural changes in the company and social implications arise in recruitment processes once organizations involve use of social media to recruit people, rather than ancient and traditional ways. The culture of employee sourcing campaigns is changed. From a humanitarian point of view, communications relating to professions increase a lot of distance and reduce it at identical time, permitting people to attach relating to professions instantly and handily, with access to uploaded data. The most cultural and social widespread utilization of these services is that the reduced personal communication, as there are less ‘human elements’ once social media is employed. In older personal recruiting campaigns, the prospect got a higher feel of

The research noted that recruitment procedures that provide a large pool of qualified applicants, paired with a