Mark as Unread Recruiting Mackenzie Murphy Email this Author 7/13/2016 7:45:19 AM

List at least three jobs and research the organizations’ recruiting practices.

Our book lists several different strategies HR can use when recruiting internal and external candidates. Here are just a few that were mentioned; general internet and company job posting sites, social media, employee referrals, internal transfers, job fairs, and head hunters (Youssef-Morgan, 2014). Determining which strategy to use will depend on the position available, the current demand of the job, and the needs of the business.

My current position is a customer service representative. I was recruited in by an employee referral. A pro for using employee referrals is not having to go out and search for candidates. They are brought in to you by current employees. Depending on the employee that referred the candidate, and if they are known as good employees, you can put trust in them that they are bringing you candidates well fit for the job. It leaves the second guessing from using outside sources, and gives you reassurance that you are hiring the right candidate. A con for using employee referrals would be that depending on the open position, there could be a small pool of employee referrals that would still leave the HR representative looking externally if they felt that the referrals were not fit for the job. It may leave a little tension between the current employee and HR if a referral is not hired on.

Recruiting engineers and IT candidates can be a little tricky, because the demand for them is so high while the supply can be low. According to a Forbes article, the number of skilled engineers in the workforce isn’t keeping up the employer demand (Wright, 2014). This means that employers have to be aggressive when searching for qualified engineers, because they can be hard to come by. My suggestion for recruiting engineers would be head hunters or executive recruiting. These qualified candidates aren’t going to come to you, because they will already have other offers pouring in. This means you have to go out and search for them, and offer then competitive salaries and benefits. This certainly can be a big con for HR when staffing engineers. It means more work for them, and possibly heavy negotiating to get the right candidate in the door.

A project manager or product manager could certainly be recruited in by a lateral transfer. Those who already know the business, such as marketing or customer service representatives, could have the knowledge and skills to perform as your next project manager. This is a huge pro for the organization, because they already are familiar with the candidate and their credentials. A con would be having to replace the transfer’s original position. This would start the recruiting process all over again. If it is an entry level position, then it shouldn’t be hard at all to find a replacement.

Wright, J. (2014). The Most In-Demand (And Aging) Engineering Jobs. Retrieved from http://www.forbes.com/sites/emsi/2014/09/12/the-most-in-demand-and-oldest-engineering-jobs/2/#92816727aaf2

Youssef-Morgan, C. M., & Stark. E. (2014). Strategic human resource management: Concepts, controversies, and evidence-based applications. San Diego, CA: Bridgepoint Education, Inc.