Recruitment Strategy and Job offer Process

Recruitment Strategy and Job Offer Process

Organizations such as education, business, and engineering use diverse recruitment techniques as their operations transform and the demand for employees vary, based on the direction to where the organization goes. For this, it is imperative to select and suggest the best recruitment strategy to achieve the goal of drawing qualified personnel from within this industry. Also it is important to highlight the detail process to use in offering a job to an applicant.

Contrast for Recruitment Strategies

The first phase of recruitment is deciding on the need for personnel to fill current or future job openings. For example, there are different strategies and methods to recruit a Dean of Student Services within the Education Industry.

Education Industry

Within the education industry there are many encounters in staffing. First, as the "baby boom generation" of educators continues to retire, employers will face considerable work in ongoing to fill positions with excellence candidates in key positions. Schools and universities that look at budget diminutions must remain competitive in attracting applicants when working circumstances, salary, benefits, and job security continue in the vanguard of the minds of aspirants. The recruitment strategy will go through professional agencies specialized in education to recruit the best candidates.

Because it is a specialized field, this industry should give rewards as a strategy for recruitment. Offer an entrance bonus or a competitive starting salary would be a good idea. A good opening salary can make a boring job seem more pleasant until the first promotion is approaching.

In this industry, it is essential for an institution to recognize whether an open or targeted recruitment strategy is effective, and to understand which one will succeed in meeting the institution's requirements. If there is no urgency in finding a suitable candidate for the position, a better option would be an open recruitment policy. The open recruitment policy helps in attracting a number of applicants, including an assorted group of people (Heinemann & Judge, 2009). In this way, the organization can obtain pools of potential employees with different standards of knowledge, skills, aptitudes, and other characteristics (KSAOs) from which they can select to fill vacancies. On the other hand, if there is an urgent need to fill this position, the institutional HR representative will use targeted recruitment through specialized job hunters to find the best candidate.

Recruitment Strategy Selected to Attract the Best Candidates

There are two types of strategies to use when deciding to fill a position; open recruitment and target recruitment. The company will use both, but it depends on the type of position that they are hiring for and the number of applicants they are looking to attract. Open recruitment strategy opens the doors for anyone regardless of the qualifications to apply for the position. The advantage of this strategy is that it gives the applicants a feeling of fairness because everyone has the opportunity to apply. Another advantage of open recruitment is that it ensures a diverse set of applicants would have a fair opportunity for consideration for the position (Heneman & Judge, 2009). On the other hand, target recruitment is more

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