Human resource managers are responsible for the employment of different strategies in the recruitment of employees. The strategies employed vary with the needs of the company, and therefore, critical thinking is essential. There are multiple strategies used, and all involve the analysis of the company’s status quo and their immediate or future needs. They include focus, brand, decision, timing, location, and method (Snell & Bohlander, 2015).
Focus as a recruitment strategy involves analyzing what a firm needs at the moment or in the future. When there is high unemployment in the country, human resource managers look to maintain a specific number of employees and therefore make use of their internal, market; this means that employed people in the company can submit their resumes with an aim to fill a job at a higher level. While in times where the labor market is strictly tight, the employer has to seek other avenues to get qualified employees for a particular position (Snell & Bohlander, 2015).
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Location refers to the place where an employee is acquired. In light of this understanding, there are two locations to solicit employees, internal and external. Internal location is within the organization and happens at a much easier and quicker rate (Snell & Bohlander, 2015). The company allocates the employee the position they want them to be while external candidates require interviews. However, since the internal candidates can fill not all positions, external pooling of candidates remains essential. External pooling of candidates is therefore divided into two categories. These are regional recruiting market and global recruiting market (Snell & Bohlander, 2015).
Timing calls for human resource managers to critically determine when and who is needed at the company when a position is open (Snell & Bohlander, 2015). There are a lot of factors to consider before rushing to employing people. They have to analyze the growth of the company and determine how many employees are needed and in what area of the business. Moreover, they should be able to answer whether they are required now or later. Additionally, the recruiters are tasked with understanding the talent already in the company and if there is a need for more (Snell & Bohlander, 2015).
Method refers to the ways in which employers use to find talent. Most companies are dynamic and therefore move with the current technology to advertise their companies (Snell & Bohlander, 2015).
Similar to this concept is Branding ; companies use all avenues of technology to invite the best candidates to work at their company. They use these avenues to begin conversations on working experience on their firms. It, in turn, attracts candidates to their firms.
Lastly, is the recruiting strategy decision . Sometimes firms may not have functioning Human resource personnel and hence may outsource from hiring companies to undertake their hiring processes. The method helps to gather talent from diverse areas, thus enriching the company (Snell & Bohlander, 2015).
I think timing is the most crucial element of the recruiting strategy. Bad timing decisions can cause the company to backtrack or even fail. Also, timing enables the employers to know how long it may take for a position to be filled, such as the position of an employee.
References
Snell, S., Bohlander, G. W., & Morris, S. (2015). Managing human resources . Nelson Education.
