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Recruitment Strategy - Costs and Benefits

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Discuss the costs and benefits (meeting or exceeding quotas, turnover rates of recruits, success of the recruits on the job, job acceptances via different sources, and estimates of quality of hires) of a recruitment strategy used by a particular organization that you are familiar with (either your own or some other setting). You may need to estimate, gather from experts and/or guess at some of these figures.

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This posting gives you a step-by-step explanation of recruitment challenges. The response also contains the sources used.

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Step 1
The organization that I am familiar with is the one I work for. The organization manufactures machine tools and markets them. The recruitment strategy used by my organization is internal recruitment. There are several methods used for internal recruitment. I feel that internal recruitment is used because it is less costly than using external recruitment methods such as job portals, headhunters, ads on social media, or print ads in local newspapers (Thomas Turner, 1994).

Step 2
In practice when there is vacancy on the shop floor, my company sends emails to every employee informing them of the vacancy. A week after the vacancy if the HR recruitment officer does not get any response he asks several employees personally to refer an employee. After another week he contacts some selected past employees and asks them for a referral. At an ...

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