Recruiting
in the Human Resources Department
Leslie
K. Penny
Module
4 - Human Resources Practices Paper
Chancellor
University
Abstract
The following essay explains what factors are needed and
included in determining the recruitment of candidates. A list of appropriate questions are
provided that include success factors
for the recruitment department. Also
included are the descriptions of internal and external recruiting. The advantages and disadvantages of both are
also supplied.
Recruiting
in the Human Resource Department
Businesses maintain a human resources department for many
reasons that function with managers to apply the needs and wants of the company
to meet the demands for employment. How
does one pick from a large pool of applicants?
How can a manager know they are picking the right candidate for the
job? Those are just a couple questions
the human resource department has to answer during the hiring process along
with factors that are included in determining the need and recruitment of the
candidate while incorporating internal and external recruiting with the
advantages and disadvantages in mind.
Once a business is up and running, the human resource
department will come up with a list of characteristics and success factors that
they want out of their future employees.
These success factors include a "candidate's character traits,
habits, motivators, teamwork skills, reaction to failure or success, and
ability to manage stress or change" (Krumrie, 2013).
As a manager, listening skills and asking the right questions are key
when conducting an interview with a potential employee. Having a list put together of appropriate
questions depending on the nature of the business can put an interview at the
best advantage point for both parties, the recruiter and the candidate.
Such questions could include: "What motivates you to
pursue and ultimately achieve outstanding results, and what do you consider the
best reward for great work? Are role
models important to you? If so, do you
have any professional or personal role models who inspire you to achieve
greatness? Are you comfortable sharing
them with me, or would you prefer to keep it personal? What is the one word you believe best
describes your style? Which is most
important to you: money, power or prestige?
If none of the above, what motivates you to perform at your highest capability? How do you describe your long-term career
aspirations, and what do you expect from this company in your pursuit?" (Krumrie, 2013). These are just a few examples of potential
questions to ask employee candidates.
Recruiting can either come from the internal recruiting
or external recruiting process. Internal
recruiting is where a present employee may be considered for the open position
such as a promotion which can aide a company in building morale and trust as well
as keeping their high-quality workers from leaving the business (Griffin, 2012). If a manager intends to use internal
recruiting then a skills inventory system may be used for higher level
positions or it may be put on the managers shoulders to recommend a candidate
which is where a 360-degree feedback report would come in handy or a
performance feedback report (Griffin, 2012).
The external recruiting process "involves with
attracting persons outside the organization to apply for jobs" (Griffin, 2012). This can be done using several methods such
as "advertising, campus interviews, employment agencies or executive
search firms, union, hiring halls, referrals by present employees, and hiring
walk-ins or gate-hires" which are "people who show up without being
solicited" (Griffin, 2012).
The resent boom of the internet along with social media network sites
are also used for recruiting potential employees.
Internal and external can come with some great
advantages, and where there are advantages, there are always some advantages
along for the ride. According to HRCap,
Inc (Advantages and Disadvantages of Internal vs. External Recruiting
Sources, 2008),
internal recruiting advantages include:
·
Rewards
good work of current employees
·
Is
cost-effective
·
Improves
morale
·
Can
assess known past performance
·
Can
result in succession of promotions
Internal recruiting disadvantages
include:
·
Can
produce organizational inbreeding; candidates may have a limited perspective
·
Places
heavy burden on training and development
·
May
cause political infighting for promotions
The advantages of
external recruiting include:
·
Brings
new ideas/talent into the organization get needed competencies
·
Helps
organization get needed competencies
·
Provides
cross-industry insights
·
May
reduce training costs (experienced hired)
·
Helps
organization meet equal employment opportunity/affirmative action goals
The disadvantages include:
·
May
result in misplacement's
·
Increases
recruitment costs
·
May
cause morale problems for internal candidates
·
Requires
longer orientation or adjustment time
`
To conclude, human resources managers
have a very importance choice to make that could either benefit the company at
hand by hiring the right person for the job or take the risk the person they
hire ends up not fulfilling the position to its highest expectations. With the proper development of a job
description and recruitment plan, a productive healthy business could
potentially acquire the best employees for their business.
Works Cited
Advantages and Disadvantages of Internal vs. External
Recruiting Sources. (2008).
Retrieved 02 01, 2013, from HRCap, Inc Executive Search Firm:
http://www.hrcap.com/Images/v2/HRCap_Articles/appendix_secured/Appendix%205.pdf
Griffin, R. W. (2012).
Fundamentals of Management. Boston: Houghton Miffin Company.
Krumrie, M. (2013). Determine
the Best Candidate. Retrieved 02 02, 2013, from Monster:
http://hiring.monster.com/hr/hr-best-practices/recruiting-hiring-advice/acquiring-job-candidates/best-job-candidate.aspx
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