Given the crucial role that employees play in influencing performance, organizations should spare no expense in recruiting the best talent. Today, an increasing number of firms are recognizing that the applicant recruitment processes that they adopt determine the type of employees that hire. On the one hand, when firms implement basic and ineffective processes, they are likely to obtain candidates who lack the required competencies. On the other hand, the adoption of robust and evidence-based techniques delivers highly qualified and tremendously experienced candidates. As they set out to hire new employees, firms should begin by developing strategies in which they stipulate the specific procedures, tools, and measures that they will use.
Job Description
The job for which the recruitment is to be conducted is that of a social media marketing manager for a growing information technology business. When it fills this position, the company will be better poised to engage with customers and roll out robust marketing campaigns. It is well established that social media marketing is an effective strategy that allows businesses to reach larger audiences in a cost-effective fashion (Bashar et al., 2012). Therefore, the firm needs to act swiftly in identifying the right candidate for the social media manager position.
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Location of Recruitment
Where recruitment is carried out is among the factors that determine the type of candidates that apply for a position. Generally, it is advised that firms should recruit in areas and settings with diverse and highly qualified candidates. For the social media marketing manager position, the recruitment will take place on various platforms. In addition to colleges and universities, the company will also seek to appeal to individuals working for rivals. Furthermore, the firm will engage recruitment agencies as it seeks to create as much interest in the position as possible. By recruiting through various platforms and in multiple settings, the organization will certainly attract the interest of diverse candidate groups.
Size of Applicant Pool
According to Groysberg et al. (2009), the size of the applicant pool is primarily influenced by the size of the recruiting organization with bigger firms better served when they recruit from larger pools. Groysberg et al. (2009) state that ideally, the pool should be comprised of between 20 and 50 applicants. The social media marketing manager position requires at least 30 candidates. This pool size is large enough to allow the firm to achieve diversity yet manageable to keep the cost of recruiting down.
Recruitment Steps
A rigorous recruitment process will be used to identify the right candidate. A mix of techniques will be employed. These include pre-screening, work samples, and discussions with previous employers. According to Breaugh (2009), for the best results, firms should combine multiple tools and be rigorous and extensive in their selection process. The different steps that make up the recruitment process will certainly allow the company to gather maximum insight into the candidates. For example, through pre-screening, the company will be able to establish if the candidates are the right fit. On the other hand, reviewing work samples will help the firm to ensure that the candidates possess the required qualifications. Lastly, speaking with previous employees will shed light on the behavior and performance of the candidates.
Attracting and Generating Interest
To attract the best candidates, the company will need to generate interest in the social media marketing manager position. Some of the strategies that have proven effective in enabling firms to create interest in vacancies include developing clear job descriptions, create a message that places emphasis on their culture, and highlighting the benefits and compensation that the firms offer (Robinson, 2018). These are some of the strategies that will be implemented. For example, in its communications with prospective recruits, the company will emphasize how it promotes employee autonomy and the generous compensation that its personnel receive.
Achieving Diversity
Diversity is among the principles that are guiding how companies recruit today. The firms are striving to ensure that their workforces reflect the demographic diversity of the markets that they serve. In a bid to achieve diversity during the recruitment of the social media manager, some of the measures that the firm will adopt include appealing to a diverse audience, giving special consideration to under-represented groups such as racial minorities, and establishing diversity quotas. These measures will certainly enable the firm to build a diverse workforce.
Measuring Standards
As they hire employees, firms are advised to adopt measuring standards. These standards are indeed essential. For example, according to Mauer (2015), the standards allow firms to assess the performance and competence of candidates. Furthermore, these standards make it possible for companies to determine if candidates are aligned with their cultures. During the search for the best candidate to fill the social media marketing manager position, various standards will be used. These standards include cultural fit, previous performance, and educational experience. It is expected that the standards will shed light on whether the candidates have the attitude, qualification, and cultural values that reflect the demands of the position.
In closing, recruiting can be an arduous and daunting process. When firms hire the wrong individuals, they place their performance and very future at risk. It is therefore important for companies to exercise caution and wisdom when hiring. There are various interventions that have shown to be tremendously effective in guiding firms during the recruitment process. Pursuing diversity, ensuring candidate competence, and recruiting from a large pool are some of the strategies that drive successful recruitment. Firms should consider incorporating these measures into their employee selection and recruitment approaches.
References
Bashar, A., Ahmad, I., & Wasiq, M. (2012). Effectiveness of social media as a marketing tool: an empirical study. International Journal of Marketing, Financial Services & Management Research, 1 (11), 88-99.
Breaugh, J. A. (2009). Recruiting and attracting talent. SHRM. https://www.shrm.org/hr-today/trends-and-forecasting/special-reports-and-expert-views/Documents/Recruiting-Attracting-Talent.pdf
Groysberg, B., Nohria, N., & Fernández-Aráoz, C. (2009). The definitive guide to recruiting in good times and bad. Harvard Business Review. https://hbr.org/2009/05/the-definitive-guide-to-recruiting-in-good-times-and-bad
Mauer, R. (2015). The Holy Grail of recruiting: how to measure quality of hire. SHRM. https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/how-to-measure-quality-of-hire.aspx
Robinson, A. (2018). How to attract job seekers to your company in just a few seconds. Inc. https://www.inc.com/adam-robinson/how-to-attract-job-seekers-to-your-company-in-just-a-few-seconds.html
