Recruitment is a vital component of human resource management (HRM). It can be conceptualized as the process via which organizations identify, attract, interview, select, hire, and onboard employees. This process entails everything ranging from the identification of a company's staffing needs to the fulfillment of those needs. Firms require proper strategic planning before embarking on recruitment ( Chyhryn et al., 2019 ). This is because, if done correctly, recruitment can help a firm gain access to a pool of qualified and talented candidates whose possible input in its operations cannot be overstated. Being the Chief Human Resource Officer (CHRO) in my organization, I play a vital role in the recruitment process. The organization plans to expand its business operations to the neighboring country by opening an office. The success of this expansion is dependent on my ability to recruit the brightest and the best employees to occupy key positions at the new office. This paper outlines the steps I will follow to ensure that recruitment is successful.
Initial Recruitment
Companies expanding overseas are often faced with the challenge of identifying and hiring talented individuals to work in the new locations. However, for these companies to build reliable and functional teams, they have to take advantage of the unique benefits offered by the talent pool available in these new countries ( Sparrow, 2007). Therefore, as my organization expands, I will focus on hiring local talent.
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Locals know the culture, market and are better positioned to build better relationships with the new customers. Local staff will also help the organization expand its market by acquiring new clientele. Besides navigating cultural differences with new vendors and clients, local hires will enrich the organization's culture through the introduction of diversity into the team. Further, by hiring local talent, the organization will make an important step towards building a high-quality international workforce that will contribute significantly towards meeting its global growth goals.
Initial recruitment in the new office will be outsourced. When companies first expand overseas, they require a reliable partner to help them navigate the unknown territory ( Sparrow, 2007 ). In this regard, I will engage a company that specializes in helping expanding businesses to hire globally. Forging a solid relationship with an experienced recruitment agency will help the organization overcome the challenges associated with recruitment in an unfamiliar environment. By taking the responsibility of recruiting local talent, the agency will ease our entry into the new market. Likewise, when expanding, business entities are encouraged to work closely with people and other companies that are passionate about helping them to grow and have sufficient experience navigating the legal and cultural requirements of the new markets.
Actualizing the Recruitment
Recruitment is often facilitated by different media. Key among these includes placing advertisements in magazines, newspapers, radio, television, and job fairs. However, as opposed to these traditional platforms, I will use social media in the recruitment process. This is because an organization’s effectiveness and success are dependent on its ability to attract talented personnel. Currently, these individuals spend most of their time on social media ( Madia, 2011; Aggerholm & Andersen , 2018). Thus, as opposed to such traditional platforms as television and radio, targeted individuals such as millennials are more likely to be found on social media. Moreover, traditional media are rarely effective in reaching the desired audience for recruiting.
Social media has grown tremendously in recent years. More social media platforms have been developed while millions of users have joined these platforms. Therefore, businesses are increasingly embracing social media as a tool for conducting business ( Madia, 2011; Aggerholm & Andersen , 2018). Different institutions that play a crucial role in society are thus integrating social media into not only their business operations but also their hiring processes. In line with this, a social media campaign will be used in the recruitment process.
The campaign will be used to inform prospective candidates about the organization, its culture, and how they stand to benefit by joining its workforce. The campaign will include such aspects as incentivization of candidates so that they take advantage of direct messages (DMs) and the use of hashtags to push the message. Through social media, it will be easier to inform candidates about the specific recruiting location and how to get there. By using social media, I will be able to reach a higher number of candidates, especially talented millennials.
Positions Needed
Opening a new office is often both an exciting and daunting experience. To be successful, an organization has to take stock of its strengths and weaknesses and subsequently hire individuals that are able to the most critical positions, especially those that are tied to areas of weakness ( Chyhryn et al., 2019 ). Therefore, I will start by hiring a core set of employees that are vital in getting the new office running. A new group of employees would then be employed afterward once the office is operational.
The first position to be filled will be that of a general manager. This role is important because the individual will be responsible for overseeing operations of the organization in the new country. He or she is also expected to develop strategies for improving different elements of the business. In particular, the general manager will be responsible for all staff, customer care, and all operations. This individual is also expected to understand the organization's services and products thoroughly. Subsequently, the general manager should ensure that the targeted clientele enjoys these products and services without any delay or compromise. Other important positions to be filled include a marketing specialist, sales representatives, customer support representatives, business development experts, financial analysts, accountants, human resources personnel, and IT experts. These individuals will play a vital role in the operationalization of the new office. Recruitment of these individuals will take a maximum of six months.
Stakeholders and Costs
The development of the organization’s recruitment plan will require insights from different stakeholders. Key among these includes the hiring managers, HR team, executives, and current employees ( Chyhryn et al., 2019 ). Hiring managers are not necessarily the individuals that the new employees will report to directly. Instead, they can include anyone who is involved in the recruitment process, whether in conducting interviews or giving approvals. Thus, hiring managers may include HR, finance managers, or senior management.
The outsourced recruitment team will form a key stakeholder in the recruitment process. This team is expected to be responsible for various roles, multiple hiring managers, and candidates. This team's functions will include but are not limited to, conducting interviews, advertising, and communicating. Ultimately, the recruiting agency will act as the lynchpin for the entire process. It is thus expected to keep all stakeholders involved, engaged, and updated.
Candidates will also be considered vital stakeholders in the recruitment process. Currently, more jobs are available compared to the talent needed to fill them. This implies that talented individuals have unlimited options with regard to their choice of employer. For such individuals, the recruitment experience offers them an initial impression of their prospective employer ( Holm, 2012; Chyhryn et al., 2019 ). Therefore, it is essential for my organization to make the recruitment process engaging, efficient, and interesting. It is only then that it can tap into the right talent for its expanding business.
The key costs to be incurred in making the recruitment process a success include those associated with advertising; paying the recruiting agency; time spent reviewing resumes, interviewing, and on other recruitment tasks; carrying out background checks and drug screens; conducting pre-employment tests; and lastly training the new recruits.
References
Aggerholm, H. K., & Andersen, S. E. (2018). Social media recruitment 3.0. Journal of Communication Management
Chyhryn, O. Y., Karintseva, O. I., Kozlova, D. D., & Kovaleva, A. V. (2019). HR Management in the Digital Age: the Main Trends Assessment and Stakeholders.
Holm, A. B. (2012). E-recruitment: towards an ubiquitous recruitment process and candidate relationship management. German Journal of Human Resource Management , 26 (3), 241-259.
Madia, S. A. (2011). Best practices for using social media as a recruitment strategy. Strategic HR Review .
Sparrow, P. R. (2007). Globalization of HR at function level: four UK-based case studies of the international recruitment and selection process. The International Journal of Human Resource Management , 18 (5), 845-867.
