Premium Essay

Recruiting the Qualified Candidate

In: Other Topics

Submitted By tkjmiller
Words 2510
Pages 11
Consulting Project

Recruiting Qualified Candidates

Tammy Miller

Sullivan University

HRL 621

Introduction

Recruiting is the most important and crucial role of any human resource professional today including staffing agencies. Staffing and recruiting good qualified candidates is getting tougher and tougher these days. When I spoke with Mrs. Sinkhorn with Nesco Resource, she stated that finding good employees is one of their biggest issues these days. Employees working for staffing agencies are in a unique position compared to clients they work for. This is due to they can work this client of the staffing agency and if they do not like the job or have an issue they have choices such as asking the agency to fine them something else. I have researched some recruiting options that I think would help assist Nesco in their recruiting process. Recruitment

What is recruiting or recruitment?
It is the act of getting of recruits (employees). Recruiting good qualified talent is a challenge. It also described the process that a company uses to find the qualified candidate to fill the positions within their company. Even with today’s recession, it is difficult to fill certain types of jobs which make the jobs of the recruiters extremely hard.

Human Resources are always a challenge because of the job itself due to having to deal with human beings. People are not predictable and finding that right person for the first job at the right time is not exactly science. This makes recruitment much more interesting treadmill. You find out that sometimes it works and sometimes it doesn’t. With staffing agencies, I know that we find out that it does not work out way more than we like. It feels like sometimes it is never ending and seems like we can not get ahead at times which is part of the process.

Recruiting Strategy & Process…...

Similar Documents

Premium Essay

Job Description and Recruiting Strategies

...Job Description and Recruiting Strategies Tabitha Davenport HRM/300 September 10, 2013 Charles Bocage, MBA, MSIS, TQM Job Description and Recruiting Strategies When employers create job descriptions it increases the chances of hiring the right person for a specific job. Job descriptions provide employees with a clear definition of job duties along with the expectations for both the employer and the employee. Well-written job descriptions direct employees for success. The job description also provides a good starting point for staff performance reviews. By wording a job description correctly the business can ensure it is within legal compliance. A job description contains a list of the tasks, duties, responsibilities, reporting relationships associated with the job (“Job Descriptions to Job Fluidity: Treading the Dejobbing Path,” 2007). Job descriptions are drafted statements indicating the minimal acceptable qualifications incumbents must possess to successfully perform the essential elements of their jobs (DeCenzo & Robbins, 2007).  Job Description of Receptionist The receptionist’s essential duties and responsibilities consist of greeting and directing vendors, customers, job applicants, and other visitors via the phone or in person. The receptionist must answer, screen, and route incoming calls; taking messages when the caller does not want voice mail. He or she notifies employees when customers and visitors arrive. Another duty is to...

Words: 868 - Pages: 4

Premium Essay

Recruiting and Selection Week 5

...Recruiting and Selection HRM 590 Human Resource Management Professor Thomas Anderson 02/11/2013 Recruitment Plan Job Ad for Human Resource Receptionist This highly visible position is critical to the high level of customer service that Human Resources provide. This individual is the first person that any client or applicant will interact with. This position is also considered to be the resources center of most HR information in the department. The Human Resources Receptionist assists in office procedures and provides administrative support 10 office personnel. Recruitment Plan Interested applicants will need to submit a detailed resume to the Internet Job board Real Match. Potential candidates will post their resume which is then searched by our HR Coordinators. Real Match pairs candidates with employers and presents the results. Real Match takes job seekers' skills and qualifications and matches them up with jobs posted by employers. Employers post jobs for free, and then view a graded and ranked list of pre-qualified candidates. We pay only to contact qualified and potential candidates. This works well with our limited budget allowances. Advertising means will also be done in the local newspapers, and through employee referral. It is important that we get a good selection pool of candidates to ensure an exceptional fit. The newspapers and internet job board will advertise our vacancy for two weeks or 10 business days. A variety of recruiting......

Words: 1682 - Pages: 7

Premium Essay

Candidate

...Fairfax Metropolitan Hospital: The Candidate Fairfax Metropolitan Hospital: The Candidate M. June Allard Assumption College Worcester State College Professor Emerita Fairfax Metropolitan Hospital is a moderately sized teaching hospital committed to quality care from a qualified staff. The hospital currently suffers from a lack of diversity among its staff, however—a glaring fault in nearly every unit at the hospital and one pointed out by several accrediting agencies. The hospital now seeks to develop a more diversified staff, which they define as one representing the racial/ethnic diversity of their community. In addition to diversifying, there is an urgent need to modernize the nursing department, as its outdated procedures and inefficient practices concern accreditors. Compounding the hospital’s concerns is the recent retirement of the director of nursing—just as another nursing accreditation visit looms on the horizon. THE INTERVIEW HR director Jorge Hansen listens as the search committee discusses a candidate they have just interviewed for the director of nursing position. The candidate is Dr. Saryn Soysa, a heavyset, pleasant young woman. Although she is very much overweight, she looks even younger than her 32 years. Originally from Sri Lanka, she has been educated in U.S. universities and is now a U.S. citizen. Dr. Soysa’s credentials are truly outstanding. She took advanced exams, graduated early from college summa cum laude, and......

Words: 699 - Pages: 3

Premium Essay

E-Recruiting

...In businesses today, there is a uniform strategy to operate the business effectively at a lower cost and online recruiting is one way to do business cheaper. Online recruiting allows for an organization to cut recruiting cost while also acquiring the talent needed to help the organization succeed. According to Hauer (2004), while online recruiting saves money, it also saves time on the applicants behave as well as the company’s. The Internet is everywhere and it’s the fastest most affordable way to attract qualified applicants to fill vacant positions. Traditional ways of recruiting such as newspaper posting can be very expensive while limiting the content needed to attract the specific qualified individual the company is seeking. Most online job boards allow employers unlimited space to sell their organization to the right candidates. Newspapers price ads by the amount of space being used so it becomes very expensive to post important details about a particular job. Online recruiting offers convenience of being able to apply for jobs anytime and anywhere. Human resource (HR) professionals aren’t available 24 hours a day, 7 days a week to accept resumes from potential applicants. This also allows job seekers who are employed to search for other jobs since Traditionally, HR professionals also had to take countless hours to shuttle through enormous amounts of resumes, whereas job boards allow employers to set up screening questions to help filter through resumes with the......

Words: 1909 - Pages: 8

Free Essay

Candidate Selection

...Candidate Selection Team E Danielle Rucker Toya Johnson Javon Lewis University of Phoenix HRM 531 October 19, 2010 Todd Keller Recruitment is a necessary process that organizations have to go through to staff and run a successful organization. “Just as corporations compete to develop, manufacture, and market the best product or service, so they must also compete to identify, attract, and hire the most qualified people” (Cascio, 2006). Aco has determined through workforce forecasting that they need to hire a new Warehouse Order Picker, for their Farmington Hills, Michigan location. This warehouse supports the sales operations for all the stores in Michigan. It is important that the right candidate is selected for this position. The job of a Warehouse Order Picker entails for the candidate to be technically and physically efficient. The ability to read, write, drive a Hi-lo and some data entry work is needed. The candidate must also be able to lift up to 50lbs and be able to withstand certain temperature fluctuations. As a management team we have decided to start the initial screening process by evaluating the application of twelve individuals based on the scoring system and recommend three applicants for a follow up, phone screening. The four applicants evaluated for the position were Barry, Charles, Corinna and Chris. Barry’s application was the second choice out of the four evaluated, it was passed up due to his lack of employment history. Charles......

Words: 1152 - Pages: 5

Premium Essay

Human Resource Management: Recruiting

...Abstract The recruiting and hiring process can be extremely time consuming and resource intensive. In order to ensure the company is hiring the right people, it may take months to complete the process. When it comes to employing competent and capable staff, the stakes are high, therefore it is very important to know the steps involved in the process and adhere to them as strictly as possible (Shwiff, 2007).  Human Resource Management: Recruiting The process of recruiting and hiring comprises of several phases, however, before being able to recruit and retain employees the company needs to make sure it understands all of the regulations and laws that must be followed during the process (Fernández-Aráoz, 2009). There are a multitude of regulations and laws in place to safeguard applicants throughout the recruitment process; many of the legal mandates that pertain to recruiting and hiring are on a federal level that all states must comply with but there are also a number of laws on a state level that apply to that state only (Wren, 2006). The federal laws that cover employment and recruitment are as follows: • Wages and hours- the laws regulating this fall under the FLSA (fair labor standards act) and is enforced by the WHD (wage & hour division) of the US DOL (department of labor). This act stipulates the criteria for minimum wage and overtime. Under the FLSA employees, unless they are exempt, must be compensated at least the federal minimum wage for a 40......

Words: 1577 - Pages: 7

Premium Essay

E Recruiting

...country use E-Recruiting. It has become a new way to work around the traditional ways of addressing job openings. Most company’s today main goal is to figure out how to make the most money, while spending the least amount of money. And e- recruiting falls right in line with helping them achieve this goal. But what some HR personnel are starting to worry “Is this form of e-recruiting working too well?” Today e- recruiting has become one of the fastest and easiest ways for potential job workers to apply for their jobs. A few key stokes is all it may cost to apply for a job. The country likes the new idea of not having to take time to spend and create paperwork just to get an interview. But with easier applying processes comes more applicants, and this cannot always be a good thing. As stated in the textbook, “Lockheed Martin received 300,000 resumes from which it filled 900 positions.” And although some view this as a good problem, it is still a problem that is causing burdens. Because as the applicant pool grows so is the number of recipients that will potentially be rejected. “Now organizations are compelled to ask themselves how this mass of failed applicants influence their reputation.” Companies need to stay a step in front of the game and be prepared for any obstacles that may come their way with e- recruiting. They need to be cautious with the number of candidates that apply online for a position. Because many of these that do so are also not......

Words: 848 - Pages: 4

Premium Essay

E-Recruiting and Fairness

...Companies are increasingly utilizing online recruiting in an effort to reduce costs, stay competitive, and reach their target market. “E-recruiting and fairness: the applicant’s point of view” (Thielsch, Traumer & Pytlik, 2012) examines how applicants perceive the procedural fairness of e-recruiting processes. This study has critical human resource implications because fairness perceptions of potential applicants can influence an applicant’s evaluation of the organization and their motivation to apply. This research endeavored to answer three questions and confirm one hypothesis; Q1) What are the general experiences and expectations of applicants with respect to e-recruiting? Q2) How does an applicant’s perceived importance of procedural fairness in e-recruiting compare to their expectations? (researchers hypothesized (H1) that perceived importance would be higher than expectations) and Q3) How do applicants react when different experimental information is given in a fictitious online recruiting situation? The methodology incorporated an online survey involving 1,373 participants. The survey was divided into three parts. Part one gathered demographic information. Part two addressed research question #1 and required participants to answer four questions. Part three was divided into two specific sections. The first section addressed research question #2 and hypothesis #1, and required participants to answer a questionnaire specifically adapted to analyze online......

Words: 1804 - Pages: 8

Premium Essay

Recruiting

...Address the recipient by his or her title and surname. If these aren’t stated on the job ad, get in touch and ask. Never say ‘To whom it may concern’. State clearly which position you are applying for. If the job ad gives a reference number, include it. Very briefly mention your most relevant qualification(s) for the position. Say why you are applying to this specific job. An engineering graduate recruiter advises: ‘Highlight briefly why you would be the right choice for the role and that you have taken time to understand the company.’ Link the job requirements to your skills. ‘The covering letter should be a chance to add clarity and detail to certain points on your CV’, explains our graduate recruiter, adding: ‘If the candidate has achieved something specific on work placements it is a good idea to highlight this.’ If you have additional, specific skills that are relevant to the job, mention them briefly here. State your availability for interview and to start work. ‘Yours sincerely’ is the correct sign-off for a letter addressed to a named individual. !"#$%&'$()*+,$ -*./0&12/*3$ -%!!$456$ $78987$#9:8#9$ $ #$-,2/,1;,)$"7!#$ $ ?&@),$A*3,=$ BC$$G&/,)$>*3=.?/@3D$ H*//@3D0&1$ H("$"IJ$ $ $ 5,&)$.=/*1,)$-,)+@S,$E==@=/&3/U$$ $ 5.)@3D$1N$/@1,$&/$R&=/,)3$R?,S/)@S$1N$M*)'$O*)1,P$/0,$;&=@=$*O$/0,$S*12&3N[=$O@)=/$S*)2*)&/,$=*S@&?$ ),=2*3=@;@?@/N$),2*)/K$=*1,/0@3D$L$3*/,$EF>$0&=$&$=/)*3D$),S*)P$@3$D@+,3$@/=$+*?.3/,,)$2)*D)&11,U$L3$......

Words: 287 - Pages: 2

Premium Essay

Recruiting Process of Dbbl

...Organizational Structure of DBBL indicates channels of communication and reporting relationship. Each Head of Division/Department/Unit In-charge should ensure that the employees under her/him fully understand the Organizational Matrix and follow that reporting relationship and flow of all communications as delineated. Figure: Organizational Hierarchy. Overview of Human Resources Division of DBBL: DBBL believes that consistently strong performance of the Bank is the result of the team of committed, knowledgeable and dedicated employees who are focused on achieving the excellence in banking. According to the HR professionals working for the HR Division “Thus human resources is the most valuable asset for the Bank” the Bank is committed to recruiting high-caliber employees and providing them with the motivation, training, working environment and compensation package they need to perform at the highest level. They recognize the importance of making the Bank an employer of choice. To that goal in view, they ensure that the employees understand the strategic plans and objectives of the Bank and are clear about what is expected from them. The Bank promotes the importance of high ethical standards in its employees. They have to act within the prescribed code of conduct and are not permitted to solicit or accept any inducements, which are likely conflict with their duties to clients. Appraisal of their individual performance is done in a rating scale against objectives and the......

Words: 6632 - Pages: 27

Premium Essay

Recent Trends in Recruiting

...Recent Trends in Recruiting We are in an era of transformation. The sink or swim approach to new hire management is rapidly turning obsolete as organizations find themselves time and time again having to pick through the ruins of a mismanaged good hire. The competition for top candidates is stiff and recruitment processes are getting advanced gradually. This is due to the high demand for temporary employment, thus increasing the volatility of labor force and raising the need for qualified labor. A few things are essential to successful talent acquisition pipeline development and sustainability: * Employers, recruiters, and hiring managers must know and understand their organization’s short-term and long-term hiring needs and the positions * in order to source and develop effective candidate pools. * They must be using internal and external resources to develop the most diversified and qualified pipelines. * Their talent acquisition program must be able to measure pipeline strengths and weaknesses. They must maintain engagement and interaction with candidates. Internal Talent Advocates An emerging talent acquisition trend going into 2014 is focusing on internal candidates, especially top performers, to improve performance and retention. Major companies like Time Warner Cable are making internal talent a focus of their talent acquisition function. Time Warner has an internal talent advocates program to engage internal candidates and let them......

Words: 1425 - Pages: 6

Premium Essay

Online Recruiting

...Online Recruiting HR Information Systems Dr. Karen Golaub June 1, 2015 As the economy and technology evolves, human resource practices often follow suit. There have been many profound changes, one of the most obvious and influence is the emergence of e-business. As part of this business revolution, web-based online recruiting has changed the way businesses hire people and the way people search for jobs (In, 2007). There are numerous advantages to using online recruiting, especially because using online applications allows businesses to reach a large pool of potential job seekers with a click of a button. In addition, e-recruiting methods have the added benefit of having cost savings, efficiency and convenience for all both businesses and job seekers (In, 2007). Traditional methods of recruiting caused multiple problems as they were rife with delays and miscommunications. This resulted in a protracted hiring process with high costs associated. Often, job seeking is a time sensitive process and delays in hiring can cost the company time and money, something many companies can ill afford (In, 2007). To fully utilize online recruiting, HR must understand how to use the sites and which websites are the most effective. For every quality site, there are a thousand sites that are harmful. HR will need to fully vet each option and find out the applying habits of their target audience. A Fortune 500 company would be more likely to use LinkedIn as it is a huge......

Words: 1964 - Pages: 8

Premium Essay

Recruiting & Staffing

...recruitment life-cycle and process, from sourcing candidates to the hiring decision” (Articles and News on Recruitment Methods, n.d., para. 3). Searching for and acquiring senior staff does not differentiate from the procedure that is involved with non-management candidates. They both include choosing from an array of recruitment and selection styles. Three recruitment approaches have been designated to provide HSS with the greatest opportunity to encounter the most competent individuals. Also, three selection methods were chosen to assist with the difficulties that can arise during the hiring process such as making an effective decision. Business strategy requires a cost/benefit and metrics analysis to determine areas of success and failure. An organization needs to know what worked and what did not. This ensures that ineffective practices are excluded from future proceedings that coerce the squandering of limited resources. The recommended recruitment tactic for HSS, while debatable, is electronic recruiting. It’s efficient and highly cost effective. An abundance of applicants can get beckoned with a few simple steps using a computerized device. In reference to the selection methodology, it seems logical to remain traditional and support the benefits of structured interviews. Utilizing the most appropriate questions and the interpersonal experience that takes place is instrumental to selecting a dynamic candidate. Hopefully, the forthcoming information is......

Words: 2569 - Pages: 11

Premium Essay

Challenges and Issues in Recruiting Employees

...Managing the Recruitment and Selection Process 7 Issues in Recruitment & Selection 9 Challenges in Recruiting and Selection 11 Discussion and recommendations 14 Conclusion 20 References 21 Introduction Organisations today are increasingly transforming from regional company to a Multi-National Company. However; the effects of such operations do not end up with international markets and consumer products. In fact, Managers today are faced with several breath taking challenges of leading a true global workforce. As we can remember the good old days when we can find staff by advertising in the local newspaper, and graduates and apprentices were plentiful and grateful for a job. Due to the scaled- back university courses/intakes and apprenticeship schemes, the aging population and the resources have left Australia desperately short of qualified people, and thus, now HR managers are often required to think globally to fill out positions. Recruiting efficient staff in an international context is the process of identifying and attracting potential candidates outside the country and initiate the process of evaluating them for future employment. Once candidates are identified, organisations can begin their selection process. This process includes: collecting, measuring, evaluating information about candidates' qualifications for specified position etc. Recruiting overseas staff is a very important decision for a company's development since overseas staff are......

Words: 4232 - Pages: 17

Free Essay

Recruiting

...and 3 or less PFC, not married, and child support for 3 or less SPC, no dependent restrictions Enlisted (NPS) Promotions pg 15/16 E-2 1-2 yrs JROTC or NDCC 179 days or fewer at USMAPS 24-47 semester hrs (or equivalent) Completed Phase II of AFCAP and awarded the Billy Mitchell Award Awarded NSCADM by the NSCC Awarded Boy Scout Eagle or Sea Scout Quartermaster or Venturing Scout Silver Award Awarded Girl Scout Gold award Completed Army pre-basic training task list or ARNG Stripes for Skills One referral to the Army that enlists E-3 3+ yrs JROTC 1 yr of Senior ROTC 48+ semester hrs (or equivalent)-w/o bachelors Completed Associate’s degree 2+ yrs vo-tech school w/ certificate E-4 Completed Bachelor’s degree If qualified under the ACASP ***Can combine two E-2’s to equal an E-3 Forms DA 3286 Statements for Enlistment DA 5500 Body Fat Worksheet (Male) DA 5501 Body Fat Worksheet (Female) DA 705 APFT Card DD 1966 Record of Military Processing (Main) DD 214 Certificate of Discharge from AD DD 215 Corrections to DD 214 DD 220 Active Duty Report DD 2807-I Report of Medical History DD 2808 Report of Medical Examination DD 369 Police Record Check DD 4 RA/AR Enlistment Agreement FD 258 Applicant Fingerprint Card I-551 Permanent Residence Card I-90 Application to replace I-551 N-550/551 Naturalization Certificate NGB 22 Report of Separation and Record of Service SF 86 Questionnaire for Nat’l Security Positions (Security......

Words: 431 - Pages: 2