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Recruitment Strategy for Various Positions

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Using your selected organization, research how the organization recruits for at least three types of positions: senior leaders, mid-level managers, and technical positions (technical positions may be any type of position that provides technical expertise to the organization, such as engineers, production specialists, or marketing specialists).

Analyze the current recruitment strategy, and answer the following questions:

What methods and techniques does the organization use to recruit for these positions?
Does the current method provide a diverse talent pool to select the best candidates?
What methods are used to narrow the talent pool?
What is the selection process?
How effective is the current process at identifying, selecting, and retaining highly talented candidates?
What recommendations would you make to senior leaders to improve the process, including any techniques to widen the diversity of the talent pool?

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At our community college senior leaders are recruited by posting job notices on national recruitment sites, listing the position in education newspapers, and sometimes, should the position be of an extremely high level (vice president, superintendent, or dean), a management recruitment firm is employed to help with the search. The current method of recruitment provides a diverse talent pool, especially during these tough economic times. Applicants are drawn from multiple states. Applicants are asked to meet the posted requirements, submit a letter of no more than five pages stating the reasons they feel they are qualified, proof of their educational background (transcripts), and job references. Should there be more than 25 applicants who meet the qualifications set out by the hiring committee; ten applicants are randomly chosen to come in for an interview. If there are less than 25 applicants that are qualified, only five are granted interviews. Of those chosen to be interviewed, diversity is considered. Interviews are done by committee, asking the same structured questions to each applicant. Each applicant's questions are reviewed and the pool of applicants is rated high to low. The final three candidates, based on the hiring committee's rankings, are invited for a second round of interviews. This set of interviews includes another round of questioning by the hiring committee, an interview with a representative group of senior managers, and an open forum of ...

Solution Summary

This solution outlines the recruitment strategies for three different types of positions, senior leaders, mid level managers, technical positions. It outlines the methods and techniques the organization uses to recruits for these positions, utilization of talent pool, selection process, and effectiveness of system. It includes examples.

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Recruitment Strategy and Job Offer are most important factors for any organization's progress, expansion and achieving its goals. Now most of the positions have become specialized and require efficient, competent persons with appropriate academic, technical skill, training background. Even he is, it has to be seen whether he can cope with the pressures and demands of the job. We know it very well that square pegs don't go into round holes. Everything must be made clear to the candidate so that he may assess his suitability for the job. Besides, in different organizations even the same positions have various kinds of pulls and pressures. A person having worked in the same position in one organization will not necessarily be successful in the same position in another.

First of all it has to be seen why the job exists, what are the needs of the job, responsibilities, can transfer of a candidate from other department will suffice or a fresh candidate with appropriate back ground will be better suited. It is no longer the case of simply filling a vacancy any more. The organization is facing competition from others in the same industry and to survive has to deliver the goods at the reasonable price and of better quality. It must be done well in time.

Various jobs require candidates with varied experience, talent, and background. Highly qualified and trained people are difficult to retain. They are career oriented persons with defined goals in life. High salary and perquisites are not their sole goal.

Candidates need to be interviewed in a free and frank atmosphere. Exchange of questioning should be two sided It has to be evaluated whether the candidate can bear the mental and physical strain in the discharge of his duties. What training he requires to improve his job knowledge and efficiency.

It is the responsibility of the HR to keep reviewing the need of candidates in various departments. Over staffing is as bad as under. It affects the quality of the work and nobody can be held responsible for the job. HR must keep an eye on the future needs of the organization keeping in view the expansion, introduction of new technology, redundancy, absorption and training of the redundant department's personnel.

Then the question arises how the job offer will be made? It directly depends on the type of the position. If it is for the COO the candidates will be of middle aged normally, well educated and experienced and hence will expect better treatment compared to new recruits. How the organization behaves reflects its culture, environment, type of leadership and ethical practices.

Some vacancies have to be filled under the governmental instruction falling under Title seven (VII) EEOA of 1972. The approach towards them will be completely different compared to other candidates.

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