Proper recruitment decisions affect organizational performance in a positive way and enhance the achievements of goals. Here are several strategies.
One such strategy is through employee referrals. They are an internal process that is particularly good for small and medium-size business and the hospitality industry. (Stone, R.J. 2011)
They are a cheap way of looking for employees as it uses word of mouth mostly which is free. (Richardson, 2004) It is also a good way to improve your ratings if well qualified people are referred. But if inappropriate candidates are referred the relationship may be compromised. It is time consuming especially if one has to interview all referred candidates.
Then there is recruiting on the internet(Richardson, 2004) It has been found to be cheaper too and very fast. Job seekers only have to view the information given about the job and get back to them via the internet just as well. (Stone, R.J. 2011)This form of recruitment is also known to have passive job seekers. This is good for recruitments as they tend to be of a better quality. Even though, if one does not have a computer he or she will not get to see the job advertisement. In many instances, the organizations are overwhelmed by the C.Vs posted. This will greatly increase the amount of time taken to short list candidates.
This involves having the employers go to institutions of higher learning such as universities and colleges and prescreen applicants in preparation for hiring them. It is a very important source of employees especially for high-tech industries and trade-specific positions. (Richardson, 2004) It allows employers to choose potential employees the skill they require. It is also relatively inexpensive. Through this method, one can also build long term relationships with institutions for potential employees. Competition is normally stiff since prospective employers all look for the same qualifications. (Stone, R.J. 2011)
One must also present a most convincing offer since high-tech organizations can have very expensive offers.
Finally there is posting vacancies. Here, the employer publicizes a job inviting all qualified employees that are qualified to try out. It is often posted on notice boards. They can be internal or external where in internal all interested apply. (Richardson, 2004) The employer touches on type of job, eligibility requirements, how to strike a balance with personal and organizational goals and coach supervisors supporting the process. In external, it may be formal or informal where in informal ((Richardson, 2004) the target is a smaller market such as hiring former interns and employees and walking in job seekers. Formal includes a wide search for employees who have had no connection with the organization whatsoever. (Richardson, 2004) It can be done through such things as the media and career fairs.
References
Stone, R.J. (2011), Human Resource Management. Brisbane: John Wiley & Sons. 7th Edition.
Richardson, M.A (2004). Recruitment Strategies: Managing/Effecting the Recruitment Process, retrieved from http://unpan1.un.org/intradoc/groups/public/documents/un/unpan021814.pdf.
http://www.sasknetwork.ca/html/Employers/hr/Module2-Recruitment.pdf
