Intelligent recruitment and selection strategies are important for any business to thrive. This success is achieved by hiring the best people in the job market. Recruiting is attracting people with appropriate experience and job qualifications for any position in the business.To meet all the demands for every company to succeed, and the talent brought about by business growth, every organization desires new ideas either through employing additional workers or replacing employees who leave the company (O’Meara, 2013).
For an effective recruitment and selection process, people are placed into jobs so that the organization can meet its strategic and operational goals. For instance, the client needs competency profiling job analysis and recruitment technique that focuses on the skills and qualifications required to perform the job successfully. The company provides a competitive advantagewherebythe goal is to provide unique and hard-to-copy talent acquisition strategies that give the organization a competitive advantage over other firms. Always make a diversity hiring a priority.The client should be able to create a strategy around diversity on time to avoid, costly immediate employee turnover. The recruitment resources should be a priority and efforts put into place is a vital part of that strategy (Catana, 2009). There is no way to achieve the business strategy unless the company utilizes the marketplace diversity to achieve a competitive advantage.
Forecasted demographic changes
The demographic is a significant part of employment and is a factor to consider in order to establish an effective recruitment and selection strategy. The company must focus on the current demographics and understand its trends.There are many questions an organization should be able to ask itself, like how demographic change is changing the world of, what it can do to remain competitive with a workforce which will be older in future time, and how occupational safety can be successfully combined with commercial interests without neglecting the other (Watson et al., 2004).
Analyzing the company’s level based on the organizational goals, say after a duration of five years the employeepopulation will have changed. Some of the employees will be older by that time and the company should have in place health-promoting elements, the company and design of work they handle should take account of their special needs and special skills of older employees. These include arranging for them working hours which are flexible. They can be relieved of career paths which are more demanding and be allocated new tasks. The company should consider this without compromising the productivity of the company (O’Meara, 2013).
Workforce diversity objectives
The organization interests should be in diverse cultures in its mission, operations, and especially when it comes to recruitment and selection strategy. It should be committed to eradicating institutional racism and oppression of any form. This will be achieved by including people of diverse cultures in recruitment. The company should create an enabling environment where all people are valued regardless of backgrounds and go a step further to educate employees in different multicultural perspectives.
The organization should be able to identify areas of underrepresentation of people according to their color and gender and put regulations and steps necessary to improve their representation. This is achieved by employing the underrepresented and including those with disabilities in all levels of the organization and throughout occupational categories. The company should further identify a problem or barriers to achieving workforce diversity and an affirmative action where necessary (Catano, 2009).
Branding of the company is significant in achieving any great recruiting strategy. It is important for a company to maintain control of its brand and always position the company in front of potential candidates. To create an employer brand strategy, the company needs to advertise itself through the social media like Facebook, twitter or LinkedIn to enable them to reach the target audience in a more efficient way.The point here is to be transparent and avoid completely revealing all the company’s details and its corporate intelligence .It should be just enough to gain the trust and respect of the fansand followers. The creation of a trustworthy employer brand will subsequently develop the appeal of employees to work for the company. Getting employees tweeting and responding to the clients in the social media is one inexpensive and more efficient way that will definitely work.When you need to consider a new employer brand strategy for recruiting, the brand is all that matters. It includes the expressions, discussions, and the overall output of the company as a whole otherwise it would risk creating a false perception of the company (Elearn Ltd, 2009).
Methods of recruiting candidates.
Recruitment in any organization should attract suitable individuals with appropriate qualifications for the particular job vacancy. The organization has options like internal advertising, external advertising and can also use the recruiting agencies. There are several methods of recruiting employees, a few of them include;
First using open-ended job postings whereby people have just hired not the skills. This enables those who have apassionfor workingin the company, to be given a chance, because we all know that skills can be taught but attitude can never be.
Secondly the company can use video interviews whereby the shortlisted candidates are interviewed through Skype or Google hangouts.
The third method is through the online networking events. Attending career fairs and networking events in person cost a lot of time and money though it gives a wonderful experience that’s why it is more economical to consider the online events (Watson et al., 2004).
Another important method is using unique company-specific policies. Any company should have the ability to see through all the tweets, jargon and interview questions to find someone who is a great fit for the company (Catano, 2009).
Methods of screening candidates.
Creating a professional talent community. This strategy helps the company to attract large numbers of candidateswith a particular set of skills that are required by the organization. This can be achieved via setting a community event like training or just social programs.
One of the important testing procedure is introducing job simulation (Catano, 2009). The greater test to see if a candidate is fit for the job is by actually doing the job. The training clients should provide second-round candidates with a brief 20-minute presentation and ask them to present to their staff. The client should identify the core competencies before giving the test.
During the interview the client might ask the candidates to send their resume with 100 words describing why they want to work instead of a 4 paragraph application letter and why they’d be fit for the company. On doing this, they will prove their creativity and ability to communicate efficiently (Billsberry, 2007).
The client can use a case study whereby they can be able to see the ability of the candidate to think about the problem and check on how he/she approaches problem-solving.
Billsberry, J. (2007). Experiencing recruitment and selection. Chichester, England: John Wiley & Sons.
Catano, V. M. (2009). Recruitment and selection in Canada. Toronto: Nelson Education.
D’Annunzio-Green, N., Maxwell, G. A., & Watson, S. (2004). Human resource management: International perspectives in tourism and hospitality. London: Thomson.
Elearn Limited (Great Britain). (2009). Recruitment and selection. Amsterdam: Elsevier/Pergamon.
O’Meara, B. (2013). Handbook of Strategic Recruitment and Selection: A Systems Approach. Emerald Group Publishing Limited.