forum replies regarding HR recruitment

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Post 1:

There are many ways for organizations to attract the type of applicants they are looking for that do not involve recruiting directly.  Other ways to attract applicants is via an organizations culture, compensation and benefits package, and location.  These also speak to the type of candidates organizations wish to attract.  Depending on the type of applicants an organization wants to attract, the organization may decide to lead the market, lag the market, or match the market with their compensation and benefits package within their particular industry (Winterfield, 2016).  Attracting the right applicants for the job also entails being open and honest about the job and organization through realistic job previews.  A realistic job preview should provide positive and negative aspects of the job and should paint a clear picture of an average day at work for the potential employee.  According to Heneman and Judge and Kammeyer-Mueller (2012), “Providing applicants with realistic job information provides employers with more satisfied and committed employees while still maintaining applicant interest in the position” (p. 238).  Employment brand messages and targeted messages are also used.  Employment brand messages can attract candidates by putting the employer in a positive light.  Building the employment brand to where it is well known provides the employer with many applicants whenever a job opens.  Targeted messages are aimed at a particular audience within the labor market.  For attracting internal candidates some of the same strategies are used, but should be used a little differently because applicants already work for the organization.  Applicants may already know the organizational culture or the ends and outs of the job they are applying for.

Post 2:

Recruitment is a process that the organization does as a proactive way to get applicants to submit resumes to the human resource departments. This is not the only way recruiting can be done. If you look at the Fortune 500, majority of them do not have to host job fairs or post flyers on public boards to seek applicants. In a few classes this year, I have done a couple papers on Google. Google for an example, turns down application for internship more that most companies will have on pay roll over their live span. The efforts or projects attract the talent across the globe. Google allows their interns to be an active part of the entire process. An atmosphere plays a large part. the are polices in place, but they provide employees with a relaxed state of mind to produce the top product. The products the public use are enough to get talent to work for an organization. Who would not want to tell your friends that you designed or formulated a specific product millions of the world population use. So the recruiting personnel do not have to seek the talent, the talent will seek them based on the work produced. Another example could be the military. There are recruiters across the nation, but some location are labeled as a walk in market. This happens around military installations. Heritage and pride drive the market of applicants. There are location that are tougher and different alternatives are conduct to product the set numbers mandated by the Department of Defense.