Week 2 Discussion

External Recruitment

Strategic recruitment planning activities drive the process after �nding the applicants that will best �t the job and the organization. Before recruiting employees to your organization, recruiting goals must be established. Open or targeted recruitment may be used, depending on how many applicants are desired, whether or not certain pre-entry quali�cations are needed, if the skill set needed is rare in the population, and if the position is a high-stake position.

After identifying which candidates should be recruited, a decision should be made regarding how to recruit. In-house recruiting requires considerable staff and resources. Often, an organization will choose to use a third-party recruitment �rm to save time and resources. Sometimes, organizations will use a centralized approach establishing all recruiting activities from a central HR of�ce. Other companies will recruit from each location or business unit.

Developing an effective message to deliver for job applicants and a valid method to convey the message is critical to recruitment success. This may be in the form of a realistic, branded, or targeted message. After the organization communicates its job openings through various channels, the actual recruiting strategy is implemented. Walk-ins, phone inquiries, employment websites, professional associations and meetings, employee referrals, employment agencies, college and placement of�ces, social service agencies, job fairs, co-ops and internships, and searching employment website databases are all ways through which employers �nd quali�ed candidates.

Because all of the aforementioned methods have their strengths and weaknesses, it is critical that recruiting metrics be established for each one to measure effectiveness. The critical factors are quantity, quality, cost of method, and effect on HR outcomes.

After enough applicants have applied for the job, the transition to the selection process begins. Laws must be followed regarding record-keeping in relation to application and voluntary self-disclosure (Heneman, Judge, & Kammeyer-Mueller, 2015).

Additional Materials

From your course textbook, Staf�ng Organizations, read the following chapter:

External Recruitment

From the South University Online Library, read the following article:

Assessing the Effectiveness of Outsourcing Human Resources Recruiting (https://search- proquest-com.southuniversity.libproxy.edmc.edu/docview/1791900830?accountid=87314)

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