Human Resource Recruitment Method
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HUMAN RESOURCE RECRUITMENT METHOD
1
Human Resource Recruitment Method
Wendy Trahan
HRM/595
Colleen Mason
April 15, 2024
HUMAN RESOURCE RECRUITMENT METHOD
2
Human Resource Recruitment Method
I have been asked by my HR manager to explore and suggest different recruitment methods to address the high employee turnover in the company. The reason for the high turnover
is hiring the wrong people for the job. There are two parts I will do to evaluate the methods. In the first part, I will construct a table chart with 3 recruitment methods along with the pros and cons, legal/employment law considerations, HR analytics: forecasting tools, and the rationale for using this recruitment method. The second part will be my summary of my findings in part one. I
will share my recommendations for 5 recruiting methods I might present to an organization, 3 traits/skills essential to the HR professional, and which test to use to screen candidates for these traits/skills. Part A: Recruitment Methods
Recruitment
Methods
Pros
Cons
Legal/Employment
Law
Considerations
HR
Analytics:
Forecasting
Rationale
for Using
This
Method
Internal Hiring
-Minimal onboarding
-Enhanced company culture
-Increased retention
-Reduced hiring time
(Herrity, 2022)
-Creates jealousy
-Leaves a missing person in the
current team
to be replaced
- Limited application pool of candidates -Discrimination due
to not getting a promotion or pay raise
-Supply forecasting to determine who can be promoted or
transition into open positions
-Employee already understands
company culture
-Employees
can learn and grow and want to
stay with the company
HUMAN RESOURCE RECRUITMENT METHOD
3
with fresh ideas -Lack of diversity
-Cost is not
as high as external
Internet
-Cost-
effective
-Immediate
-Can reach a bigger group of potential candidates
-Hire faster
(Phillpott, 2024)
-Cost can become expensive if you must pay fees
-Difficult to measure effectiveness
-Can attract bad candidates
-Lots of competition
(Phillpott, 2024)
-Security concerns about personal information
-Discrimination against protected classes with questions
-Monitor the results
of the test to rule out dispart impact on protected classes
-Ratio analysis “establishes
a connection between key metrics and total staffing” (Indeed, 2023).
-A greater candidate pool
-Easier for candidates to find the open position
Employment
Agencies
-Access to a
wider range
of candidates
-They are experts in matching jobs
-Helps with resume and interview preparations
-Long-term support with candidates
(Hunting, 2023)
-One size fits all approach
-
Confidential
concerns with sharing personal information of candidates
-Cost of paying agency -Less interaction with candidates from the beginning
(Hunting, 2023)
-Joint employer liability (Slash, 2023)
-Worker classification
-EEO compliance
-
Quantitative
Method which looks
at trends in staffing to support the company goals
-Has a network of potential candidates
-Can find the right candidate you are looking for
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Related Questions
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HR planning
Job analysis: Job description + Job specification
Internal and External Recruitment sources
Selection tools such as CV screening, psychometric tests, job interviews, videoconferencing, etc.
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.
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a
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b
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c
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d
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SEE MORE QUESTIONS
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Recommended textbooks for you
- Management, Loose-Leaf VersionManagementISBN:9781305969308Author:Richard L. DaftPublisher:South-Western College Pub
Management, Loose-Leaf Version
Management
ISBN:9781305969308
Author:Richard L. Daft
Publisher:South-Western College Pub